Please use this identifier to cite or link to this item: http://hdl.handle.net/10419/216874
Authors: 
Fatima, Mehreen
Riaz, Amir
Mahmood, Hafiz Zahid
Usman, Muhammad
Year of Publication: 
2020
Citation: 
[Journal:] Pakistan Journal of Commerce and Social Sciences (PJCSS) [ISSN:] 2309-8619 [Volume:] 14 [Year:] 2020 [Issue:] 1 [Pages:] 334-367
Abstract: 
Based upon the theory of planned behavior, this research intends to examine the direct impact ofemployees' change-related self-efficacy on their commitment to the change process. Further, employees' readiness for change is proposed as a mediator between change-related self-efficacy and commitment to change. Self-administered questionnaire was used for collecting primary data from 583 officer ranked employees working in financial institutions, media, and telecomsectors. To test the hypotheses for the effect of mediation, PROCESS macros are employed. Findings supported the hypothesized relationships of the studythat employees' change-related self-efficacy directly influence their commitment to change. Moreover, employees' readiness to change also mediatesthe relationship between their change-related self-efficacy and commitment to change. These findings affirm the significance of the presence of these factors among employees during change and provide a foundation for equipping employees with the necessary belief, attitude and intention for successful implementation of the change process
Subjects: 
change management
change self-efficacy
change readiness
commitment to change
affective commitment
continuance commitment
normative commitment
Creative Commons License: 
https://creativecommons.org/licenses/by-nc/4.0/
Document Type: 
Article

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