Combating Resistance to Change through Employee Upskilling in Supply Chain and Procurement Transformation

Abstract

The accelerating diffusion of digital technologies, automation, and data analytics across global supply chains and procurement operations has generated substantial pressure on organisational workforces to adapt swiftly to new systems, processes, and roles. In Nigeria, this imperative for transformation is frequently impeded by employee resistance to change, a multidimensional phenomenon rooted in fears of job displacement, skill obsolescence, and institutional distrust. Therefore, this study investigates the role of targeted employee upskilling as a strategic mechanism for combating resistance to change and facilitating sustainable supply chain and procurement transformations in Nigerian public and private enterprises. Three research questions guide this study using the qualitative research design. Semi-structured in-depth interviews were conducted with twelve purposively selected participants comprising supply chain managers, procurement specialists, human resource managers, and business transformation managers from both public and private sector organisations. Data were analysed using thematic analysis. Three primary themes emerged: the multifaceted nature of change resistance, driven particularly by economic insecurity and institutional mistrust; the pivotal role of upskilling in building employee confidence, job security perceptions, and adaptive capacity; and the effectiveness of modular, role-specific, participatory, and experiential training designs in the Nigerian context. The study concludes that a comprehensive, employee-centred approach to change management is essential for sustainable supply chain and procurement transformation in Nigeria and comparable emerging economy contexts.