RELATIONSHIP BETWEEN IDENTIFICATION, TRUST, AND PERCEIVED ORGANIZATIONAL SUPPORT IN READINESS FOR CHANGE

Resumo

This study aims to analyze the relationships among organizational trust, organizational identification, perceived organizational support, and individual readiness for change in a Brazilian private company operating globally in the commodities sector. The research adopts a descriptive and quantitative approach, using exploratory factor analysis and structural equation modeling. The findings confirm all proposed hypotheses, revealing positive and significant relationships among the investigated constructs. The results suggest that promoting organizational trust, identification, and support enhances employees' readiness for organizational change. This highlights the importance of fostering a supportive and trustworthy organizational environment to facilitate change processes. The study addresses a gap in the literature by empirically testing a model that integrates these constructs, offering theoretical and practical contributions. It emphasizes the relevance of understanding psychological and social mechanisms that influence employees' openness to change, providing insights for more effective change management strategies in organizational contexts.