Which reason for resisting change is MOST often related to employees facing layoffs or transfers?

Fear of loss is the most common reason for resistance to change in the context of employees facing layoffs or transfers. When individuals are confronted with the possibility of job loss or being relocated, it triggers a strong emotional response tied to their livelihoods and personal stability. This creates an environment where uncertainty prevails, and employees may feel insecure about their future, leading to resistance against the changes being implemented.

The emotional impact of fearing loss can manifest in various ways, including decreased morale, lack of engagement, and even active opposition to the changes proposed. Employees may worry not only about losing their current position but also about the implications for their financial security and career trajectory. This emotional response often overshadows other factors that could contribute to resistance, such as doubts about leadership or lack of information, making fear of loss a particularly powerful and relatable concern in such situations.

In contrast, while doubt in leadership, lack of information, and discomfort with new technologies can impact how employees respond to change, these factors often arise from a different context and do not directly tie to the survival instinct that accompanies fears of losing one's job or facing undesirable transfers.