Change Management and Human Resource Productivity Outcome of Telecommunication Companies in South-South of Nigeria

The study examined the relationship between change management and the human resource productivity outcomes of telecommunication companies in the South-South of Nigeria. The study adopted a cross-sectional research design, and the population of the study consisted of 147 respondents, consisting of managers and supervisors in four telecommunications companies in the South-South of Nigeria. The sample size was 107, which was determined using Yamene's sampling technique. The primary data were collected through a questionnaire. 104 copies of the questionnaire were retrieved and found useful for data analysis. The data were analyzed using Spearman’s Rank-order Correlation Coefficient statistic through the Statistical Package for Social Science (SPSS Version 23.0). The study found a significant relationship between change management and human resource productivity outcomes. Hence, the study concluded that when employees perceived that the organization was well-prepared for the change, they exhibited higher levels of affective commitment, indicating their dedication and loyalty to the organization. When organizations effectively prepare and manage change or goals, it enhances employee perceptions of support, stability, and trust, which, in turn, foster stronger affective commitment. When employees have a positive evaluation of the change, it tends to enhance their emotional commitment to the organization. Thus, the study recommended that management develop a clear and compelling vision for the desired changes and communicate it effectively to employees. Management should implement a structured continuous improvement initiative and encourage employees to identify areas for improvement and participate in improvement projects to enhance their commitment to the organization's success.