Future research considerations on change management should "include individual- and group-level variables and organizational-level variables as a comparative study, across private- and public-sector service organizations" . Alternative views of the role of HR in organizational change should be considered, for "organizations seeking to be change-ready should pay attention to how they involve their HR function in matters of current and potential change" (Barran et al., 2019). Another essential factor to consider is leadership and HR professional development "efforts on competency-based training that builds their capabilities across the spectrum of organizational change and the leadership roles that such change demands" (Barra et al., 2019). Additionally, there are opportunities presented for organizational change researchers to challenge their thinking about the ongoing search for change management model refinement, and for practitioners, "by considering the context of future research into these and how such research, which must continue to lay the foundations for practice-based frameworks, can enable effective organizational change" (Rosenbaum et al., 2018). Research questions to consider: 

1. What success do factors make a transformation successful? Understanding transformation and culture change what works, what does not, and why.

 2. What role do leaders and HR professionals play in sustaining transformational and culture change? 

3. What refinements in the change management model will enable effective organizational change?