THE İNFLUENCE OF THE HUMAN FACTOR ON THE EFFECTİVENESS OF ORGANİZATİONAL CHANGE MANAGEMENT AND THE SUCCESS OF TRANSFORMATİON PROJECTS

Abstract

Modern organizational transformation is characterized by a high degree of technological, organizational, and managerial complexity. Despite significant advances in project and organizational change management methodologies, a significant portion of transformation initiatives fail to deliver the expected results. One reason is the insufficient attention to the human factor, including leadership, employee engagement, readiness for change, communication quality, organizational culture, staff competence, and resistance to change.
The purpose of this study is to systematize scientific understanding of the role of the human factor in organizational change management and to develop a conceptual model of its influence on the success of transformation projects. The scientific novelty lies in new approaches—based on an analysis of classical and contemporary research—to consider the human factor not as an auxiliary element, but as an independent determinant of transformation results. The hypothesis is substantiated that the human factor has a direct positive impact on the effectiveness of organizational change management, and the effectiveness of change Management, in turn, positively influences the success of transformation projects. A hypothesis is also proposed regarding the direct influence of the human factor on project success and the effectiveness of change management. The formulated model allows for the integration of research on human behavior, leadership, organizational readiness for change, and project success into a single research construct. The article proposes a methodology for subsequent empirical testing of the model using a questionnaire survey and structural modeling.