A research on the variables that effect affective commitment to change

Abstract

Regardless of the change process level for businesses, employees' participation in the change process is a vital factor. Change as an attempt to question the current order and replace it with a more effective and efficient system requires employees to support and see themselves as part of the process emotionally. The research conducted in this context aims to determine the factors that effect affective commitment to change (ACC). In this context, it aims to guide businesses on which factors they should focus on in their change processes. In the study, a quantitative method was preferred, a questionnaire form was used as the data collection technique, and the data were obtained from healthcare professionals working in the Yozgat Provincial Health Directorate. The results indicated that perception of change (general perception, readiness for change, and being affected by the change) and emotional deprivation have negative effects on affective commitment to change. In contrast, communion striving, teamwork, social companionship and workplace friendship have no meaningful effects on the dependent variable.

Pengaruh Lingkungan Kerja Dan Motivasi Intrinsik Terhadap Komitmen Afektif Dengan Kepuasan Kerja Sebagai Variabel Mediasi

“…Hasil koefisien determinasi pengaruh lingkungan kerja dan motivasi intrinsik terhadap kepuasan kerja hanya 36,9% yang masih dibawah 50%, dengan demikian penelitian ke depan perlu menambah variabel lain yang belum diteliti, misalnya dukungan atasan (Kurniawan & Rohmanto, 2021), atasan merupakan sosok yang penting yang menyebabkan karyawan puas atau ingin keluar dari organisasi. Terkait perkembangan perubahan bisnis seperti teknologi informasi yang berdampak besar bagi persaingan organisasi, penelitian ke depan dapat mengarahkan pada bentuk komitmen yang lebih fokus seperti komitmen afektif pada perubahan (Ertem & Şentürk, 2021)…”