Employees' commitment to change: personality traits and organizational culture

Marchalina, Leonis; Ahmad, Hartini; Gelaidan, Hamid Mahmood

doi:10.1108/jeas-11-2018-0131

Cited by 12 publications

(14 citation statements)

References 93 publications

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“…For instance, aversive leadership, tyrannical leadership, etc. Researches have also taken into account the impact of C2C on various variables including employee psychological processes (Straatmann et al, 2018), supportive intentions (Straatmann et al, 2018), organizational identification (Zappal a et al, 2019), change efficacy (Wulandari et al, 2019), employee innovativeness, personality traits (Marchalina et al, 2018), etc. Future researchers can look for other variables that are impacted by the C2C.…”

Section: Directions For Future Researchmentioning

confidence: 99%

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What literature has to say about commitment to change: philosophy of commitment to change

Kayani

Ali

Javed

2022

JOCM

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PurposeThis paper aims to conclude and provide a review of the current literature on a commitment to change (C2C). Detailed research is provided on the operationalization and conceptualization of C2C.Design/methodology/approachThe review is conducted based on 55 research papers published in different journals at different times in the past on C2C.FindingsA complete framework from previous to latest literature has been depicted in the current paper on a C2C with their citation in the one study. Gaps that had not been addressed by previous authors are also highlighted to facilitate future researchers in regards to C2C. Especially in the context of quantitative studies gaps are highlighted in previous literature of C2C.Practical implicationsFuture researchers can study the highlighted gaps with regards to C2C. Further it provides researchers a brief summary of 55 researches on C2C.

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Section: Directions For Future Researchmentioning

confidence: 99%

“…, 2019), change efficacy (Wulandari et al. , 2019), employee innovativeness, personality traits (Marchalina et al. , 2018), etc.…”

Section: Directions For Future Researchmentioning

confidence: 99%

What literature has to say about commitment to change: philosophy of commitment to change

Kayani

Ali

Javed

2022

JOCM

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“…On the other hand, it is noteworthy that the openness to experience trait has a statistically insignificant relationship with customer citizenship behaviours (Lakmali and Kajendra, 2021). In large Malaysian companies, organizational culture moderates the association between employees' commitment to change and personality traits (Marchalina et al. , 2021).…”

Section: Literature Review and Conceptual Frameworkmentioning

confidence: 99%

Personality traits, organizational cynicism and employee performance among academic leaders

Soomro

Saraih

Ahmad

2022

IJEM

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PurposeThis study examines the effect of personality traits on organizational cynicism (OC). It explores, also, OC's predictive power on Employee Performance (EP) in Pakistan.Design/methodology/approachThis is a quantitative study in which the authors employed a survey questionnaire to collect cross-sectional data from the academic leaders of Pakistan's Higher Education Institutes (HEIs). The authors utilized 325 usable cases to arrive at this study's findings.FindingsThe Structural Equation Model (SEM) analysis shows a positive and significant effect of agreeableness, extraversion, Emotional Stability (ES), conscientiousness and openness to experience on Cognitive Cynicism (CC), Affective Cynicism (AC) and Behavioural Cynicism (BC). Moreover, CC, AC and BC have proven to be negative and insignificant predictors of EP.Practical implicationsThis study's findings offer additional insights to understanding the direct connection between personality traits, OC and EP. Therefore, the findings support the development of effective policies and organizational setups to manage OC through personality traits. The findings assist, also, in understanding OC and its adverse effects on EP. Finally, the findings further add to the depth of the literature through empirical confirmation by academic leaders.Originality/valueThis study's findings offer the original contribution of personality traits, OC and EP among HEIs' academic leaders in a developing country.

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“…Meanwhile, Marchalina, Ahmad, & Gelaidan (2020) in their research related to Commitment to Change in Malaysia used the personality trait variable as a predictor and the Organizational Culture variable as a moderator. From the test, it was found that personality traits had a significant effect on the Commitment to Change by being mediated by Organizational Culture (6). Acar (2012) in research on employee enthusiasm to ensure that the outcomes that continue to affect the Commitment to Change.…”

Section: The Influence Of Organizational Culture On Employee Affectiv...mentioning

confidence: 99%

“…Recent studies have proven the importance of employee attitude factors in determining the success of the organizational change. Lack of commitment and resistance (rejection) are real barriers to change (5) because employees are a major role in organizational change (6). According to Brzeziński and Bąk (2015) employees are a crucial factor in all changes because without involving employees, changes and innovations will not be able to be made.…”

Section: Introductionmentioning

confidence: 99%

The Influence of Organizational Culture on Employee Affective Commitment to Change with Employee Resilience and Employee Readiness to Change as Mediators

2022

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Changes in the organizational environment (e.g. IT, covid-19, age of employees) are driving organizational change, including government organization. Several studies have shown that 70% of change programs fail to run with various causes. The role of humans as a factor that influences the success of organizational change is necessary to research employee commitment to change by looking at the factors that affect it. This study aims to analyze, interpret and evaluate resource management practices, especially about the influence of Organizational Culture, Employee Resilience, and Employee Readiness to Change on Employee Affective Commitment to Change. Data collection was carried out through a survey at a government-owned academy in Indonesia with 185 respondents. The data were analyzed using variant-based Structural Equation Modeling (SEM) or Partial Least Square (PLS-SEM). As a result, Externally Oriented Organizational Culture significantly affects Employee Affective Commitment to Change through Employee Readiness to Change as a mediator variable. On the other hand, Employee Resilience has no significant effect on Employee Affective Commitment to Change Keywords: affective employee commitment to change, organizational culture, employee resilience, employee readiness for change

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Employees' commitment to change: personality traits and organizational culture

Cited by 12 publications

References 93 publications

What literature has to say about commitment to change: philosophy of commitment to change

What literature has to say about commitment to change: philosophy of commitment to change

Personality traits, organizational cynicism and employee performance among academic leaders

The Influence of Organizational Culture on Employee Affective Commitment to Change with Employee Resilience and Employee Readiness to Change as Mediators

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