The effect of technological readiness, person-job and person-organization fit on resistance to change: The moderating role of knowledge sharing

In the current time, with the acceleration of technological developments, change is experienced rapidly and this speed of change forces human life, society, especially the business world, to change. In this ever-changing, developing and changing environment, of course, change is among the most fundamental problems of organizations, and organizations that do not change or show resistance will either have no chance of survival or at least experience serious financial losses and face administrative problems. Therefore, in order to survive, organizations have to catch up with the change and quickly adapt to the change and make the change successfully. Successful change of organizations depends on their ability to change easily, that is, their susceptibility to change. Being prone to change depends on their tendency to technology, that is, the positive perspective of the human element, which is the cornerstone of organizations, to technology, as well as to their businesses and organizations. The problem that managers face and have to solve in organizational change is the resistance of employees to change. Because those who are most exposed to and affected by change are employees. Therefore, it is necessary to understand the reasons for the resistance of the employees and to know the reasons for their resistance to change. For this reason, first of all, the factors affecting resistance to organizational change should be addressed and the possible causes of resistance and the measures to be taken should be detailed. The aim of this study; The aim is to address the factors that affect the resistance and resistance of employees to change in the change processes of organizations. To prevent resistance to change; Although there are many factors, it is focused on the factors of person-job and person-organization fit and technological susceptibility, which are relatively less emphasized, and the moderator role of information sharing between the mentioned variables is emphasized. The universe of this research consists of people who work in the province of Kayseri and the Organized Industrial Zone and who work mainly on technology. In this context, a questionnaire was applied to 501 people. Factor analysis, correlation analysis and regulatory analysis were applied to the data obtained using quantitative methods. As a result of the analyzes made, it has been seen that technological readiness, person-job fit and person-organization fit are an important factor explaining resistance to change. In addition, the importance of information sharing for managers and employees is shown. In line with these results, suggestions for researchers and practitioners in the relevant literature are included.