Table 2.

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

Main categories	Sub-Categories	Codes
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]