Participation and Organizational Commitment during Change

Lines, Rune; Selart, Marcus

doi:10.1002/9781118326404.ch14

Cited by 7 publications

(3 citation statements)

References 126 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Participation was a positive condition created by the organization. Participation was the power distribution between members of higher hierarchy to members of lower hierarchy in the organization (Lines & Selart, 2013). The essence of participation was the conscious and implied effort on individuals of higher hierarchy in an organization to provide extra role or opportunity to individuals of lower hierarchy to have higher role or voice in one or more performance fields in the organization (Lines, 2004).…”

Section: Participation In Period Of Change and Commitment To Changementioning

confidence: 99%

“…The strength of the relation between participation and organizational commitment depended on many contextual variables, whether there were other features related to participation, such as the participation types, depth and range (Lines & Selart, 2013). Also, the role of mediator and moderator could also affect the strength of the relation between the two variables, making several researches reviewing the relation between participation and commitment to use moderators such as perceived organizational commitment (Butts, Vandenberg, DeJoy, Schaffer, & Wilson, 2009;Wickramasinghe & Wickramasinghe, 2012), length of service (Butts et al, 2009) and the use of mediator such as empowerment (Butts et al, 2009).…”

Section: The Mediating Role Of Perceived Organizational Supportmentioning

confidence: 99%

“…The strategic role of middle managers during change (Giangreco & Peccei, 2005) demanded them to be more active in participating in making the change a success. Active participation would result in positive attitude towards change and required behaviour in change (Lines & Selart, 2013). Various research results showed that participation correlated positively with attitude towards change, such as openness to organizational change (Wanberg & Banas, 2000), individual readiness for change (Bouckenooghe & Devos, 2008;Bouckenooghe, Devos & Van den Broeck, 2009) and commitment to change (Ahmad & Cheng, 2018;Rogiest, Segers, & van Witteloostuijn, 2015; Van der Voet, Kuipers, & Groeneveld, 2016).…”

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

Participation and Commitment to Change on Middle Managers in Indonesia: The Role of Perceived Organizational Support as Mediator

Kurniasari

Suhariadi

Fajrianthi

2020

Global Business Review

View full text Add to dashboard Cite

Commitment to change on middle managers was assumed to be an important factor that supported the success of the implementation of the organizational change plan. Based on the social exchange theory, commitment to change on middle managers could develop with a reciprocal relation between the organization and the middle managers. This research aimed to test the participation of middle managers on the commitment to organizational change with perceived organizational support as the mediator. Participation in the period of change was an exchangeable resource, while perceived organizational support was an indicator of the quality of the relationship between the middle managers and the organization. Research data were obtained from 227 middle managers on one of the government organizations in Indonesia which was in a period of change. Research results showed that perceived organizational support could have the role as a partial mediator between participation in period of change with commitment to change. Perceived organizational support and participation in period of change would increase the affective and normative commitment to change, while decreasing the continuous commitment to change. This research result could contribute practically and theoretically in the understanding and discussion regarding the role of middle managers in organizational change.

show abstract

Section: Participation In Period Of Change and Commitment To Changementioning

confidence: 99%