Moderating Effect of Readiness to Change on the Relationship between Change Management and Employee Performance in Fintech Companies in Abuja

This study investigated the moderating effect of readiness to change on the relationship between change management practices and employee performance in Fintech Companies in Abuja. The main objective of the study is to examine the effect of communication on employee performance in Fintech companies in Abuja. The study is supported by Kurt Lewin’s change management Model. The research adopted a survey research design and collected primary data through structured questionnaires administered to the sampled 240 employees out of the population of 600 employees of the selected Fintech companies (Moniepoint, Opay, Palm pay, and Fair money). A stratified sampling technique was employed, and data were analyzed using Partial Least Squares Structural Equation Modelling (PLS-SEM) Smart-PLS 4. Both measurement model and structural models were assessed for reliability and validity. The findings of the study indicated that communication, training, and resistance management has significant effect on employee performance while employee performance was not significantly affected by technological resource. The study further revealed that the relationship between training and employee performance was significantly moderated by readiness to change while the relationship between communication, technological resources, and resistance management and employee performance was insignificantly moderated by readiness to change. The study also concluded that change management in the Nigerian Fintech sector provides a theoretically grounded, empirically validated framework for understanding how organizational change influences employee performance. The study recommends that change management practices should be effectively executed among employees of Fintech companies in Abuja.