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<p>This study develops and empirically tests a change management framework that incorporates crisis preparedness as a critical success factor, thereby addressing the dual challenges of digital transformation and recurring crises in the emerging era of artificial intelligence (AI). A systematic literature review identified four groups of factors that influence change success: change management processes, change communication, people factors, and crisis preparedness. Survey data obtained from 191 respondents in Latvia were analyzed using partial least squares structural equation modeling (PLS-SEM) with the assistance of WarpPLS 8.0 software. The results reveal that implementation practices, systematic review, employee experiences, and communication implementation directly predict change success. External consideration, multilevel planning, and leadership support have indirect effects in this context. While crisis preparedness does not directly drive success, it strengthens employees’ perceptions of readiness, thereby indirectly supporting transformation. The study extends Situational Crisis Communication Theory (SCCT) through a human-centered lens by reframing employee resistance as constructive engagement that supports organizational resilience. It highlights leadership and capability-building as key HRM mechanisms and offers practical guidance for embedding preparedness, transparent communication, and employee development into change initiatives.</p>

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Expanding the success factors of change management by incorporating crisis preparedness in the emerging AI world

  • 期刊论文

  • 出版模式：

    开放获取

  • 发表日期：

    2026年1月21日

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  • Anita Gaile,
  • Ieva Zaumane,
  • Agnis Stibe,
  • Kurmet Kivipõld

摘要

This study develops and empirically tests a change management framework that incorporates crisis preparedness as a critical success factor, thereby addressing the dual challenges of digital transformation and recurring crises in the emerging era of artificial intelligence (AI). A systematic literature review identified four groups of factors that influence change success: change management processes, change communication, people factors, and crisis preparedness. Survey data obtained from 191 respondents in Latvia were analyzed using partial least squares structural equation modeling (PLS-SEM) with the assistance of WarpPLS 8.0 software. The results reveal that implementation practices, systematic review, employee experiences, and communication implementation directly predict change success. External consideration, multilevel planning, and leadership support have indirect effects in this context. While crisis preparedness does not directly drive success, it strengthens employees’ perceptions of readiness, thereby indirectly supporting transformation. The study extends Situational Crisis Communication Theory (SCCT) through a human-centered lens by reframing employee resistance as constructive engagement that supports organizational resilience. It highlights leadership and capability-building as key HRM mechanisms and offers practical guidance for embedding preparedness, transparent communication, and employee development into change initiatives.