effects of organizational changes on the stuff reaction of isfahan university of medical sciences

introduction: since human resources in organizations are the most important factors of effectiveness and efficiency, identification of the factors affecting the performance and response of personnel, including intraorganizational changes in management levels is very important. therefore the goal of this research was to determine the effects of organizational changes on employee's reaction of head quarter of isfahan university of medical sciences. methods: in this survey study, 100 out of 700 studied people were selected by random stratified sampling method based on morgan table. data collected using questionnaire of employees reactions against changes and questionnaire of acceptation to change job which validity(face and content) and reliability was approved by experts and measuring of cronbach’s coefficient alpha(0.76 for reactions against changes and 0.84 for job change).obtained data analyzed using spss software and descriptive and inferential tests (test kendal). results: 70% of studied population were in 30-39 years age group and had equal men and women distribution. mean of work experiences was 12.6 years and 54% of them were formal employee. the scores obtained from job change questionnaire were between 5-25 and mean score of job change acceptation was 14.42.the scores obtained from reactions against changes questionnaire was between 24-6 and mean of denying, resistance, exploration and commitment  reactions were 14.12,16.32, 13.9 and 12.15.there was no significant relationship between age, sex, organizational position, work experiences and employment type with job change and reactions of deny, acceptance, resistance, exploration and commitment. there was positive correlation between age, commitment, type of employment and acceptance of job change. conclusion: results of research indicate there is a kind of indifference among employees towards the organizational change which may be due to organizational culture, lack of adequate information, lack of involvement in the process of change and lack of proper training. also, people who have job security (formal engagement) showed more commitment reaction than the other staff.