What are common reasons employees may resist change in an organization?

Employees may resist change in an organization due to a combination of psychological and contextual factors, which are encapsulated in the correct answer. The resistance often stems from unknown factors that create uncertainty; employees may fear how the change will affect their roles or job security. Communication issues frequently exacerbate this uncertainty, as inadequate information can lead to rumors and misinformation. Trust also plays a critical role; if employees do not trust the leadership or the motives behind the change, they are more likely to push back against it. Additionally, the timing of the change can significantly impact acceptance; if changes are introduced during a period of high stress or workload, employees may resist simply because they feel overwhelmed.

The presence of these elements emphasizes the importance of effective communication and trust-building within an organization to facilitate smoother transitions during changes. Additionally, understanding the emotional and practical implications of change can help leaders address concerns proactively, reducing resistance. Other options, while they may contribute to resistance, do not capture the breadth and depth of the underlying psychological and social dynamics as comprehensively as this choice.