Table 2 Main categories and sub-categories extract from the review of selected articles

Individual factors

Individual attitude and perception

- Lack of awareness about the benefits of change [35]

- Negative attitude toward change [1]

- Uncertainty (doubt) [9, 20]

- Negative understanding and belief toward change [8, 9, 13, 24, 27, 39]

- Feeling insecure [36]

- Negative and defensive feelings towards change (fear, worry, frustration, anger) [9, 20, 27, 38]

- Confusion [20, 36]

- lack of trust (avoidance of alternative ideas) [20]

- Fatigue [12]

- Feeling threatened [8]

- Lack of readiness to accept change [13]

Personality characteristics

- Low motivation [36, 27]

- Culture of change (indifference, inflexibility) [26]

- Unfair judgment of change [27]

- Low self-confidence [27]

- Conservatism [26]

- Reluctance to leave previous habits [6, 26]

Interpersonal factors

Communication and cultural factors

- Colleagues’ opinion [35]

- Communicating and expressing changes [13, 24, 27]

- Human relations (openness, mutual trust, loyalty) [9, 26]

- Individual culture [37, 39]

Organizational factors

Management factors

- Desire to strengthen the existing situation [35]

- Difficulty applying change [35]

- Organizational support [35]

- Lack of participatory management and not being involved in the change process [12, 27]

- Lack of appreciation and support [27, 36]

- Speed of change [27]

- Lack of explicit feedback [27]

- Lack of proper education and guidance [20, 27, 35]

Organizational values

- Organizational Culture [6, 24, 26, 27]

- Negative organizational perception [26]

- Conflict with organizational identity [27]

Structural factors

- Organizational characteristics [24]

- Resources and budget [24, 36]

- job properties [27]

- environmental changes [24]

- Job characteristics [27]