Volume 4, Issue 2 (2014)                   ORMR 2014, 4(2): 1-23 | Back to browse issues page

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barati H, Oreyzi H, Dorry B. Commitment to Change: the Roles of Support, Trust, Justice, and Affection. ORMR. 2014; 4 (2) :1-23
URL: http://ormr.modares.ac.ir/article-28-537-en.html
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:   (8657 Views)
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.      
Full-Text [PDF 164 kb]   (2046 Downloads)    
Article Type: Research Paper | Subject: -
Received: 2014/06/12 | Accepted: 2014/12/13 | Published: 2015/01/21

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