Predicting Employees' Commitment To and Support for Organisational Change

AbstractThis study aimed to identify factors that predict employees' commitment to and support for organisational change. The three components of Herscovitch and Meyer's (2002) commitment to organisational change model were hypothesised to mediate the relationship between organisational climate and behavioural support for organisational change. Data were collected from a Queensland government department (N = 342). Analysis of correlations revealed that organisational climate, commitment to change, and behavioural support for change variables were all significantly related. Structural equation modelling demonstrated that affective, normative, and continuance commitment to change were all predictors of behavioural support for organisational change. Positive work climate also contributed directly to the prediction of behavioural support for change over and above the indirect influence through commitment to organisational change, indicating a partial mediation effect. These findings support Herscovitch and Meyer's (2002) three-component model of commitment to organisational change and extend their nomological network by showing the relevance of two types of organisational climate to the core components of the model. Affective commitment to organisational change is a positive influence on employees' behavioural support for change and also reflects healthy aspects of the organisational climate. However, continuance commitment to organisational change is detrimental influence on employees' behavioural support for change and is linked with unhealthy dimensions of the organisational climate.

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Leadership credibility and change success: mediating role of commitment to change

International Journal of Productivity and Performance Management ◽

10.1108/ijppm-01-2021-0017 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Noufou Ouedraogo ◽

Michel Zaitouni ◽

Mohammed Laid Ouakouak

Keyword(s):

Structural Equation ◽

Affective Commitment ◽

Employee Commitment ◽

Organisational Change ◽

Normative Commitment ◽

Commitment To Change ◽

Continuance Commitment ◽

Content Type ◽

Negative Effect

PurposeThe purpose of this study is to investigate the effects of leadership credibility on employees' behaviours and attitudes towards organisational change through the lens of employee commitment to change.Design/methodology/approachThe authors conducted a quantitative study in which 239 participants from diverse organisations participated.FindingsUsing structural equation modelling techniques, the results reveal that leadership credibility has a positive effect on both affective and normative commitment to change but a negative effect on continuance commitment to change. The authors also report that change success is positively impacted by affective commitment to change and negatively impacted by continuance commitment to change but is not significantly affected by normative commitment to change.Research limitations/implicationsThus, the authors contribute to closing a knowledge gap in change management theory while making practical recommendations for leading people during times of organisational transition.Originality/valueThis study sheds light on the role of leadership credibility and employee commitment during organisational change.

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COMMITMENT SEBAGAI VARIABEL MEDIASI PENGARUH TRUST TERHADAP REPURCHASE INTENTION PADA RESTORAN WARALABA LOKAL

Jurnal Manajemen ◽

10.24912/jm.v20i1.62 ◽

2017 ◽

Vol 20 (1) ◽

pp. 1

Author(s):

Sri Vandayuli Riorini

Keyword(s):

Customer Satisfaction ◽

Structural Equation Model ◽

Structural Equation ◽

Affective Commitment ◽

Word Of Mouth ◽

Positive Influence ◽

Equation Model ◽

Repurchase Intention ◽

Continuance Commitment ◽

Affective Trust

Waralaba merupakan bentuk bisnis ritel khususnya restoran yang semakin berkembang dan menjanjikan. Persaingan menjadi semakin ketat ditambah masuknya franchisor asing. Loyalitas pelanggan merupakan kunci untuk memenangkan persaingan. Tujuan dari penelitian ini adalah untuk menganalisis Trust, Affective commitment, Continuance commitment terhadap Repurchase intention. Responden sebagai sampel dalam penelitian ini sebanyak 200 responden yang berkunjung ke restoran waralaba lokal, yang dipihih dengan menggunakan teknik Purposive sampling. Selanjutnya, metode analisis data menggunakan Teknik Structural Equation Model. Hasil penelitian menemukan bahwa seluruh Hipotesis yang dikemukakan dapat didukung, dimana (1) terdapat pengaruh positif Trust terhadap Affective commitment, (2) terdapat pengaruh positif Trust terhadap Continuance commitment, (3) terdapat pengaruh positif Affective trust terhadap Repurchase intention, (4) terdapat pengaruh positif Continuance commitment terhadap Repurchase intention, dan (5) terdapat pengaruh positif Trust terhadap Repurchase intention. Selanjutnya, ditemukan pula bahwa (1) Affective dan Continuance commitment merupakan variabel mediasi antara Trust dan Repurchase intention, dan (2) Continuance commitment merupakan faktor yang lebih kuat dalam mempengaruhi Trust, dan Repurchase intention dibandingkan Affective commitment. Untuk penelitian selanjutnya disarankan agar penelitian ini diterapkan pada jenis waralaba lokal lainnya, seperti department store, convenience store, specialty store, supermarket, dan hypermarket, serta menambahkan Service quality dan Customer satisfaction sebagai anteseden dari Trust dan Word-of-mouth sebagai konsekuensi dari Commitment.Franchising is a form of retail businesses, especially those of growing and promising restaurants. Competition is becoming more tightly multiplied by the entry of foreign franchisors. Customer loyalty is the key to win the competition. The purpose of this study is to analyze the trust, affective commitment, continuance commitment towards repurchase intention. Respondents as the sample of this study were 200 respondents who visited local franchise restaurants, chosen by using Purposive Sampling technique. Furthermore, the method of data analysis applies the Structural Equation Model techniques. The study finds that the entire hypothesis presented can be supported, where there are (1) a positive influence of trust towards affective commitment, (2) a positive influence of trust towards continuance commitment, (3) a positive affective trust towards repurchase intention, (4) a positive influence continuance commitment towards repurchase intention, and (5) a positive effect of trust towards repurchase intention. Furthermore, it is also found that (1) affective and continuance commitment is a mediator variable between the trust and repurchase intention, and (2) continuance commitment is a stronger factor in influencing the trust and repurchase intention than affective commitment. For further study, it is recommended that this research be applied to other types of local franchises, such as department stores, convenience stores, specialty stores, supermarkets and hypermarkets, as well as adding service quality and customer satisfaction as antecedents of trust and word-of-mouth as a consequence of the commitment

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The Binding and Blinding Influence of Project Commitment

Information Resources Management Journal ◽

10.4018/irmj.2015010104 ◽

2015 ◽

Vol 28 (1) ◽

pp. 57-74 ◽

Cited By ~ 1

Author(s):

Melinda L. Korzaan ◽

Nita G. Brooks

Keyword(s):

Structural Equation ◽

Affective Commitment ◽

Behavioral Control ◽

Equation Modeling ◽

Future Research ◽

Perceived Behavioral Control ◽

It Projects ◽

Continuance Commitment ◽

It Project ◽

Survey Responses

Proper management of information technology (IT) projects remains important within organizations; they require tremendous investment and consume valuable resources. To enhance one's understanding of IT projects and the continued issue of project failure, this study develops a model of the psychological influences of IT project commitment for individuals working on IT projects and its influence on intentions to continue an IT project (ICITP). Survey responses from 232 individuals across several organizations were obtained, and structural equation modeling was used to analyze the data. Three forms of project commitment (affective, continuance, and normative), subjective norm, and perceived behavioral control – internal were significant predictors of ICITP, explaining 64% of the variance. Additionally, continuance commitment and perceived behavioral control – internal were found to explain 46% of the variance in affective commitment. Implications and directions for future research are provided.

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PENGARUH JOB INVOLVEMENT DAN KEADILAN ORGANISASIONAL TERHADAP KOMITMEN ORGANISASIONAL PADA KARYAWAN PACTO - BALI

Matrik Jurnal Manajemen Strategi Bisnis dan Kewirausahaan ◽

10.24843/matrik:jmbk.2016.v10.i02.p04 ◽

2016 ◽

pp. 128

Author(s):

Diyah Arum Puspita Sari ◽

Agoes Ganesha Rahyuda

Keyword(s):

Organizational Commitment ◽

Organizational Justice ◽

Affective Commitment ◽

Sampling Technique ◽

Job Involvement ◽

Employee Motivation ◽

Positive Influence ◽

Continuance Commitment ◽

Analysis Technique ◽

The Relationship

This study aims to find the effect of job involvement and organizational justice on three types of organizationalcommitment, which are affective, continuance and normative. This research was conducted in Pacto-Bali, using 70 employees as its respondents. Sampling technique used in this study was saturated sampling technique.Data was collected through interviews and questionnaires. The data analysis technique was multiple linear regression, which was processed using SPSS software.The findings indicate that job involvement has positive influence on each types of organizational commitment, that was affective commitment, continuance commitment and normative commitment. The same finding was found in the relationship between organizational justice and organizational commitment, where the more justice the employees received the more committed the employees to the organization. To improve the organizational commitment of employees, Pacto-Bali should increase employee motivation by inviting employees to involve in the decision making process, and also should improve the networking between the owners and employees in order to help organization to reach its goals

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Promoting fearlessness of change through social intelligence: mediating role of collective efficacy and moderating role of management commitment to change

Journal of Accounting & Organizational Change ◽

10.1108/jaoc-05-2020-0064 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Meghna Goswami

Keyword(s):

Collective Efficacy ◽

Structural Equation ◽

Social Intelligence ◽

Mediation Effect ◽

Commitment To Change ◽

Content Type ◽

Management Commitment ◽

The Relationship ◽

Moderating Role

Purpose This study aims to investigate the influence of social intelligence and collective efficacy on the fearlessness of change. Furthermore, this study investigates the mediation effect of collective efficacy and moderating role of management commitment to change in the relationship between social intelligence and fearlessness of change. Design/methodology/approach The analysis is based on data collected from 296 members of information technology and Banking Financial Services Industry organisations using a survey questionnaire. Hypotheses have been tested using structural equation modelling. Findings The findings show that social intelligence and collective efficacy positively influence fearlessness of change. Social intelligence also impacts collective efficacy positively. Further, collective efficacy acts as a mediator and management commitment to change acts as a moderator in the relationship between social intelligence and fearlessness of change. Research limitations/implications This study highlights the relevance of social intelligence in fostering a fearless attitude towards change for easy transition from the current organisational state to a new or desired state. Practical implications Organisational leaders must strive to develop a climate of fearlessness in organisations undergoing change so that the employees acquire this attitude of fearlessness and face the hurdles that come with change with a positive mind set. Originality/value This study is amongst the few such studies that examined the relationship amongst variables of this study.

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The relationship between learning culture, inquiry and dialogue, knowledge sharing structure and affective commitment to change

Journal of Organizational Change Management ◽

10.1108/jocm-09-2016-0176 ◽

2017 ◽

Vol 30 (4) ◽

pp. 610-631 ◽

Cited By ~ 12

Author(s):

Parul Malik ◽

Pooja Garg

Keyword(s):

Knowledge Sharing ◽

Structural Equation ◽

Affective Commitment ◽

Learning Culture ◽

Mediating Effect ◽

Commitment To Change ◽

Content Type ◽

Mediating Role ◽

The Relationship

Purpose The purpose of this paper is to empirically investigate the relationship between learning culture, inquiry and dialogue, knowledge sharing structure and affective commitment to change. Also, the paper examines the mediating effect of employee resilience on the relationship between learning culture, inquiry and dialogue, knowledge sharing structure and affective commitment to change. Design/methodology/approach The sample comprised of responses from 510 employees’ working in information technology companies based in India. Confirmatory factor analysis was employed to analyse the proposed measurement model and structural equation modelling was used to test the study hypotheses. Additionally, the study utilized mediation analyses proposed by Preacher and Hayes (2004) to investigate the mediating role of employee resilience. Findings The results show significant relationship between the study variables. Employee resilience was found to partially mediate the relationship between learning culture, inquiry and dialogue, knowledge sharing structure and affective commitment to change. Practical implications Examining the relationship between learning culture, inquiry and dialogue, knowledge sharing structure and employee resilience can have significant implications for organizations. The proposed study framework can be utilized by the researchers and human resource practitioners to frame organizational practices and interventions to develop a pool of resilient and change committed workforce. Originality/value First, the general understanding of the relationship between learning culture, inquiry and dialogue, knowledge sharing structure and affective commitment to change is scant in literature. Second, the study extends the previous research by investigating the mediating role of employee resilience between learning culture, inquiry and dialogue, knowledge sharing structure and affective commitment to change.

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Intrapreneurial behaviour: the role of organizational commitment

World Journal of Entrepreneurship Management and Sustainable Development ◽

10.1108/wjemsd-03-2017-0016 ◽

2017 ◽

Vol 13 (3) ◽

pp. 243-256 ◽

Cited By ~ 12

Author(s):

Muhammad Farrukh ◽

Wei Ying Chong ◽

Shaheen Mansori ◽

Sara Ravan Ramzani

Keyword(s):

Organizational Commitment ◽

Empirical Study ◽

Structural Equation ◽

Affective Commitment ◽

Capital City ◽

Continuance Commitment ◽

Content Type ◽

The Public ◽

The Impact

Purpose The purpose of this paper is to shed light on the impact of organizational commitment (OC) on the intrapreneurial behaviour of the employees in higher educational institutes (HEIs) of Pakistan. Design/methodology/approach This paper opted the empirical study using the survey approach. Structural equation modelling was used to analyse the questionnaires completed the Deans/Head of Schools, professors and associate professors of the 20 public HEIs of Pakistan located in the capital city, Islamabad. In total, 500 structured questionnaires were sent to the Deans/Head of Schools, professors and associate professors. A total of 306 responses were received. Findings Affective commitment (AC) and normative commitment (NC) has a positive and significant impact on the intrapreneurial behaviour while continuance commitment (CC) is negatively associated with the same behaviour. Originality/value This empirical study will contribute to the theoretical knowledge on intrapreneurship and OC in the public sector HEIs, which has been neglected in entrepreneurship research.

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Organisational change: generational differences in reaction and commitment

9th International Scientific Conference “Business and Management 2016” ◽

10.3846/bm.2016.10 ◽

2016 ◽

Author(s):

Iveta Ludviga ◽

Irina Sennikova

Keyword(s):

Baby Boomers ◽

Structural Equation Modelling ◽

Generational Differences ◽

Structural Equation ◽

Information Technologies ◽

Organisational Change ◽

Modelling Technique ◽

Commitment To Change ◽

Equation Modelling ◽

Structured Questionnaire

Organizational acceptance of change and the willingness to embrace it is largely dependent on employees and their experiences – generations respond to change differently, especially when change is related to information technologies. The paper aims to explore how three major generations of employees – Baby Boomers, Xers and Millennials, react to change and how their commitment to change affect satisfaction and engagement. Data (N = 202) is collected through structured questionnaire and structural equation modelling technique is used for analysis. The results reveal what major differences between generations are in place. Recommendations for managing organisational change across the three generations are provided.

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PENGARUH KOMPENSASI TERHADAP RETENSI KARYAWAN MELALUI KEPUASAAN KERJA DAN KOMITMEN AFEKTIF PADA BEBERAPA RUMAH SAKIT DI DKI JAKARTA

Jurnal Manajemen dan Pemasaran Jasa ◽

10.25105/jmpj.v7i1.527 ◽

2014 ◽

Vol 7 (1) ◽

pp. 199

Author(s):

Diah Puji Astuti ◽

Mutiara Sibarani Panggabean

Keyword(s):

Job Satisfaction ◽

Structural Equation ◽

Employee Retention ◽

Affective Commitment ◽

Compensation Effect ◽

Positive Influence ◽

Equation Model ◽

Primary Data ◽

Work Attitude ◽

Type C

This research refers to a previous study conducted by Anis et al., (2011); Chee Hong et al., (2012) and completed by Lamba & Choudhary (2013). This research is about “Compensation effect on the retention of employees through job satisfaction and affective commitment in several hospitals in Jakarta”. The background of this research is to analyze the Employee Retention refers to the policy of the hospital to prevent the employee out of the hospital. The purpose of this research was to examine the effect of Compensation for Employee Retention Through Work Attitude. The design of this research using primary data obtained by distributing questionnaires to 105 Hospital of type C in Jakarta. Data analysis method used is Structural Equation Model (SEM). The results of this research concluded that there is a positive influence through the Employee Retention Compensation for Work Attitude. Keywords: Compensation, Employee Retention, Job Satisfaction, Affective commitment, Hospital

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How to raise commitment in public university lecturers

International Review of Administrative Sciences ◽

10.1177/0020852309104179 ◽

2009 ◽

Vol 75 (2) ◽

pp. 333-347 ◽

Cited By ~ 3

Author(s):

Cristina Bayona-Sáez ◽

Salomé Goñi-Legaz ◽

Cristina Madorrán-García

Keyword(s):

Affective Commitment ◽

Positive Impact ◽

Academic Staff ◽

Public University ◽

Positive Influence ◽

Significant Group ◽

Continuance Commitment ◽

Human Resource Policies ◽

Or Groups ◽

University Lecturers

The purpose of this article is to qualify the hypothesis that states that the presence of committed workers contributes to organizational success. So, it is necessary to clarify first of all what type of commitment and what kind of success is meant. The article then examines which variables the organization needs to act upon in order to influence it. A survey questionnaire was developed and distributed to academic staff at a public university in Spain. Data were analyzed using two ordered logit models, one for each type of commitment analyzed: affective commitment and continuance commitment. Analysis of the data shows that personal variables have a positive impact on affective commitment, and, while job-related characteristics do not appear to be significant, group variables such as working atmosphere have a positive impact. With respect to continuance commitment, age proved to be negatively significant and possession of a doctorate has a positive influence. The variables used to capture available opportunities to leave the organization are negatively significant. Points for practitioners The results that emerge can help educational managers to understand the predictors of the different types of commitment and design effective human resource policies. The empirical application is carried out in an organization within the services sector, specifically, a public university in Spain. A further contribution is the incorporation of variables from all categories or groups of antecedents, which permits a thorough diagnosis.

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