ORGANISATIONAL TRUST AND EMPLOYEE ADAPTATION TO CHANGE

MODERATING ROLE OF FEAR OF FAILURE AMONG BANK EMPLOYEES

Abstract

This study investigated the moderating role of fear of failure on the relationship between organisational trust and employee adaptation to change in the Nigerian banking sector. Two hundred and seventy (270) bank employees (180 men and 90 women) participated in the study. Participants’ age ranged from 18 - 55 years with a mean age of 36.5 years (SD = 5.68). Data was analyzed using moderated regression analysis. Results of the analysis showed that organisational trust did not significantly predict employee adaptation to change. Fear of failure significantly predicted employee adaptation to change. The relationship between organisational trust and employee adaptation to change was moderated by fear of failure such that fear of failure weakens the effect of organisational trust on positive employee adaptation to change. The findings showed that organizational trust and fear of failure which had predicted positive job behaviour in Western cultures are also critical in understanding Nigerian bank workers’ adaptation to change. Workplace interventions that will help to curtail fear of failure and improve organisational trust to build employees who will positively adapt to organisational changes the banking sector are suggested. The paper makes an original contribution to research in the area of change management.