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The aim of the present study was to develop and authenticate the self-report inventory for evaluating the employee’s reaction in form of resistance to organizational change. The scale is helpful for organizations to recruit the perfect employees and develop beneficial policies for the betterment of the company which would positively affect Pakistan’s economy. The items for scale were generated empirically. Factorial validity of scale was determined on the sample of 200 white collar employees. In Resistance to Change Scale factor analysis resulted in six factors i.e. Cognitive Rigidity, Fear of Failure, Autonomy, Reluctance to Lose Control, Intolerance to Adjustment and Vested Interest; which yielded satisfactory KMO value of .79 at p<.000 and reliability of .91 Cronbach’s alpha. The convergent validity was estimated by correlating with Change Resistance Scale. The resulting correlation of α=.55 was significant, which added to the validity of Resistance to Change Scale. Discriminant validity was assessed by correlating the scores with Perceived Stress Scale, which showed inverse relationship. Hence RCS is reliable and valid measures to assess employees’ resistance to change in indigenous context.

Keywords: Organizational Change, Resistance, Autonomy, Fear of Failure, Cognitive Rigidity, Vested Interest.