| Summary: | This study attempts to investigate one of the most cited reasons for the failure of
organisational change efforts: individual resistance to change. It also seeks to determine
what personal manifestations need to exist in order for an organisation to adequately
establish the extent to which a proposed change effort will yield a successful outcome. This
was evaluated through the job constructs of communication, job-insecurity, participation,
procedural justice and trust. The research also Management and Change Agent roles within
the change process to determine whether this had an impact on the individual change
experience at a cognitive and behavioural level. In a South African Motor Manufacturing
company data was obtained from 306 respondents. The findings clearly indicate that a
positive experience of the job constructs is likely to result in positive individual change which
will result in a successful implementation and sustainability of the change initiative.
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