Relación entre la resistencia al cambio organizacional y el desempeño laboral ante un posible proceso de transformación en una empresa privada de Quito (2025)

Abstract

The objective of this research is to analyze the relationship between resistance to organizational change and job performance in the face of a possible transformation process in a private company in the prepaid medical sector located in the city of Quito, during the year 2025. In an organizational context marked by technological innovation, process digitization, and the need for constant adaptation, organizational changes represent a significant challenge for companies and, especially, for their employees. Resistance to change is understood as a natural response to uncertainty, changes in work routines, and the perception of loss of stability, which can be influenced by individual factors such as personality, previous experiences, level of technological adaptation, and perception of job satisfaction. The research was conducted using a quantitative approach, employing the ADKAR methodology to evaluate change management, 270° assessment to analyze job performance, and the DiSC personality test to identify the predominant behavioral styles within the organization. The results obtained show that adequate change management, based on clear communication, training processes, continuous support, and constant reinforcement, is associated with low levels of resistance to change and high and stable job performance. The study highlights the importance of the human factor in organizational transformation processes and provides relevant information for the design of strategies that promote adaptation to change, workplace well-being, and the sustainability of organizations.