An Empirical Study on the Impact of Change Management on Employee Engagement in Selected Private Universities of Rajasthan

Background: Competition, technological progress, restructuring of policies and evolving stakeholder demands has made higher education institutions a process that is consistently changing. Effective change management has become a critical measure needed to ensure employee engagement particularly in the context of the private universities. The current analysis focuses on the effect of managing change on the engagement of employees working in the choice of the private universities in the state of Rajasthan.

Methodology: The research adheres to quantitative research design. The structured questionnaire was used to gather primary data of 300 academic and non-academic employees in private universities. The measurement of change management was done based on leadership support, communication, training and development; employee participation and organization change practices. Job involvement, commitment, motivation and willingness to contribute were used to measure employee engagement. The statistical software was used to analyze the data through descriptive statistics, reliability analysis, correlation, and regression analysis.

Findings: The results indicate that the employees are moderately positive about the change management practices and the employee engagement. Correlation analysis indicates good positive relationship between the change management and employee engagement. Regression analysis verifies that change management has a strong positive influence on the employee engagement which accounts 46.5% of variance in the level of employee engagement. This implies that the best change management practices enhance the motivation, commitment and employee involvement.

Conclusion: The paper arrives at a conclusion that the effective change management practices which are structured and employee oriented are essential to enhance the engagement of employees in the private universities in Rajasthan. The results indicate that the management of the university should pay attention to the support of the leadership, open communication, training, and the involvement of the employees in the process of change to maintain the engagement and enhance the performance of the institution.