Abstract:
The successful implementation of planned change efforts are still
challenging. Many planned change efforts fall short without achieving
intended results due to lack of employee commitment. Following this
problem, the study aimed to investigates the impact of perceived
organizational support (POS) on commitment to change and the moderating
roles of conscientiousness and openness to experience on the relationship
between perceived organizational support and commitment to change. The
respondents of the study were machine operators those who work in the
recently 5S implemented apparel organizations. Data were collected through
a standard and validated questionnaire survey. Results suggest that POS
positively and significantly affects affective commitment to change,
normative commitment to change and negatively affects continuance
commitment to change. In addition, results of the moderated multiple
regression analyses supports the moderating effect of openness to
experience on the relationships between POS and continuance commitment
to change as well as normative commitment to change. The results imply the
importance of perceived organizational support by employees in order to
foster their affective and normative commitment to change while
minimizing negative effects of continuance commitment. This research
makes a novel contribution to the change management literature by being
among the first to examine perceived organizational support in the context
of commitment to change.
