Commitment to Change: the Roles of Support, Trust, Justice, and Affection

Authors
Hajar barati 1
Hamidreza Oreyzi 2
Behrooz Dorry 3
1 PhD, Faculty of Educational Sciences and Psychology, University of Isfahan, Isfahan, Iran
2 Associate Professor, Faculty of Educational Sciences and Psychology, University of Isfahan, Isfahan, Iran
3 Associate Professor, Faculty of Management, Shahid Beheshti University, Tehran, Iran
Abstract
According to researches, lack of commitment to change is one of the important factors making changes ineffective. Commitment to change is a force involving individuals in necessary processes of successful change. In current research, commitment to change path analysis model was designed according to the roles of organizational support, supervisor support, trust to supervisor, justice, and positive affection. This is a descriptive study and is based on correlations. The research sample contained 463 individuals of Isfahan Oil Refining & DistributionCompany that selected by stratifiedsampling and responded to research instruments. Bootstrapping analysis showed that supervisor support, procedural justice and interactional justice are mediator variables between trust, organizational support and normative commitment to change. According to results, managers and organizations are recommended to establish commitment to change by increasing trust, support, positive affection and justice.
Keywords
Organizational and Supervisor Support
Trust to Supervisor
justice
Positive Affection
Commitment to Change

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    V1.1: 1 Jan 2010: Translation into English and updated. V1.0: 1 May 2005: Minor textual amendments.



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Organizational Resources Management Researches
Volume 4, Issue 2
September 2014
Pages 1-23