1. JIHAN AHMAD - Kolej Universiti Islam Perlis.
2. BIBI NORAINI MOHD YUSUF - Kolej Universiti Islam Perlis.
3. RAZINDA TASNIM ABDUL RAHIM - Kolej Universiti Islam Perlis.
4. MUHAMMAD AIZAT MD SIN - Kolej Universiti Islam Perlis.
5. ABDUL GHAFUR HANAFIâ€‹ - Kolej Universiti Islam Perlis.
Events and phenomena arising from the COVID-19 pandemic have technically frozen major norms, masses, and activities in Malaysia. Almost all activities, ranging from economies, industrials’ manufacturing and production, transportation, and tourism to education have come to a grinding halt. These norms have opened up new chapters in the methods of management in any organization. In curbing the pandemic, the Malaysian Government has enforced a movement restriction order, known as Movement Control Order (MCO), with effect from 18 March 2020 to curtail the spread of the virus. Faced with limited norms in both movement and activities, various alternatives have been applied by institutions of higher learning to ensure that the critical operations can be resuscitated, continued uninterrupted, and executed out in a smooth and timely manner. These included putting in place both internal and external communication methods to communicate with all parties, implementing online lectures, introducing students’ final assessment components (without any face-to-face examinations), controlling and monitoring of health and safety of academic staff, employees, and students, maintaining facilities and equipment, ensuring internet accessibility, and introducing various contingency plans in the event of extensions of the MCO. Technology has played a crucial role in supporting both teaching and learning continuity during this lockdown window. In addition, the learning institution's mission and vision aspirations to achieve excellence in the future also saw the introduction of various performance indexes to measure new achievement being part of the institution’s long term strategic plans. This preliminary study research was initiated to examine the relationships between an organization’s commitment, trust towards management and colleagues as well as employees’ willingness to accept changes made arising from the new norm. This study was performed through a quantitative approach in collecting the data, where researchers randomly distributed questionnaires to employees of Malaysian private institutions of higher learning and few non-educational respondents. Questionnaires were distributed through online platforms where a total of 172 respondents (86%) participated in this study. Data feedbacks were analyzed using the SPSS Software Version 21. The results of the study showed significant and positive relationships between the organization’s commitment and trust towards management and colleagues, with that of employees’ willingness for these organizational changes. The study outcomes are crucial to any organization in ensuring whatever changes made by the management, the latter should be made known of the changes planned and be able to maintain the momentum of implementation. This can be achieved by management disseminating the advantages of making changes, the benefits accrued, and for the best interests of the organization. These should be shared and communicated immediately for the knowledge of employees so that they would understand, appreciate, and are sensitive to the proposed changes to be made.
Change Management, Private Institutions of Higher Learning, Organizational Commitment, Trust in Management and Colleagues, Willingness to Change Among Employees, COVID19 pandemic and Movement Control Order (MCO).