Organizational Actions in Gaining Employee Support for Change: The Roles of Affective Commitment to Change, Organizational Justice, and Organizational Cynicism

Authors

  • Kami L. Tsai Lewis University
  • Wayne Harrison University of Nebraska at Omaha

DOI:

https://doi.org/10.33423/jop.v19i5.2516

Keywords:

Affective Commitment to Change, Organizational Change Actions, Organizational Justice, Organizational Cynicism, Employee Support for Change, Organizational Psychology, Organizational Actions

Abstract

Organizations today must be able to successfully implement changes. This study examined three critical actions organizations can take during change to gain employee support. The study examined the roles of affective commitment to change, organizational justice, and organizational cynicism in the connection between the critical change actions and employee support. Five hundred full-time workers, experienced in organizational change, completed a survey. Results showed the effect of organizational actions on employee support is partially mediated by procedural justice and affective commitment to change and showed organizational cynicism to have a direct effect on procedural, informational, and interpersonal justice. Implications are discussed.

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Published

2019-12-17

How to Cite

Tsai, K. L., & Harrison, W. (2019). Organizational Actions in Gaining Employee Support for Change: The Roles of Affective Commitment to Change, Organizational Justice, and Organizational Cynicism. Journal of Organizational Psychology, 19(5). https://doi.org/10.33423/jop.v19i5.2516

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Articles