In order to fulfill the planned change, an organization should seriously take the role of individual perception into consideration, in which the individual plays a pivotal role in the change implementation stage through their act. This study aims to investigate the attitude of readiness to change based on the multidimensional concept, with communication of change and change-efficacy as antecedents. This study involved shariah rural bank, located in East Java, as a research object. Furthermore, a quantitative approach was employed in this study, in which survey as a procedure for collecting data through questionnaires. In addition, PLS-SEM was employed as an analysis of research method. The results exhibit that communication of change contribute to develop of almost all forms attitude of readiness to change and change-efficacy can predict all forms of readiness to change. Finally, this study offers several implications, both theoretically and practically.

Dynamic business environment often forces many organizations to make change immediately, especially in the current coronavirus disease 2019 (COVID-19) pandemic outbreak. In turn, organizations need to make sure that their members accept and support change. The purpose of this research is to examine the role of supervisory support by using social exchange theory and self-efficacy for change by using social learning theory in predicting the multidimensional of individual readiness for change (i.e., cognition, affection, and intention). Also, this research sought to examine the mediation role of self-efficacy for change in the relationship between supervisory support and individual readiness for change. A total of 96 employees from Islamic Rural Bank in East Java, Indonesia has participated in this research. Partial least square structural equation modelling (PLS-SEM) is employed for analysing research hypotheses and revealed that the higher perceived supervisory support and self-efficacy for change, the higher cognitive, affective, and intentional readiness for change. Finally, this paper recommends several implications that worth considering, both theoretically and practically.

This study aims to investigate the impact of change communication and trust in management on behavioral resistance to change by using social exchange theory. Also, this study sought to examine the moderating effect of trust in management in the relationship between change communication and behavioral resistance to change. This research involved Shariah Rural Bank in which the middle change implementation. The designed questionnaires were distributed to all employees (n = 96) and returned all. In addition, PLS-SEM is used as a method of research analysis. The results show that change communication becomes a significant predictor towards behavioral resistance to change. Unfortunately, trust in management has not a direct significant relationship with behavioral resistance to change. However, this study found the significant moderating effect of trust in management in the relationship between change communication and behavioral resistance to change. Finally, this study offers several implications, both theoretically and practically.

This study aims to investigate the effect of employee participation and change self-efficacy on two active aspects of behavioral support for change (i.e., cooperation and championing). Also, this study attempts to examine the mediating role of change self-efficacy those relationship between employee participation and behavioral support for change (i.e., cooperation and championing). The research data were collected from the banking sector industry based in East Java, Indonesia, involving 280 white-collar employees. Confirmatory factor analysis (CFA) and structural equation modeling (SEM) were used to test hypotheses. This study demonstrates that both employee participation and change self-efficacy have a significant impact on cooperation. However, only the change in self-efficacy has a significant impact on championing. Furthermore, the results also reveal that change self-efficacy partially mediates the effect of employee participation on cooperation but fully mediates championing. Finally, this study offers several contributions that are worth considering, both theoretically and practically.