The Effect of Internal Communication on Employees’ Commitment to Change in Malaysian Large Companies

Abstract

Employees' commitment seems to be vital in decision making for any organizations in order to be able in business competition and to adapt with changes. The commitment among employees can be a crucial tool for improving their performance in organizations. Communication is needed to raise awareness among employees on the need of change as well as creating the readiness to the change whereby it leads to the commitment to change. The objective of this paper is to examine the influence of internal communication on employees' commitment to change. Apparently, this issue likely has attracted the attention among either scholars or researchers. The theoretical contribution has been added in this study by investigating the effect of internal communication in influencing employees' commitment to change. A survey of structured questionnaire was conducted in five-hundred fifty employees in Malaysian large companies. The significant relationship has been found between internal communication and employees' commitment to change through multivariate regression analysis. Moreover, the implications to practice and theory are discussed.

A Model of Organizational Culture for Enhancing Organizational Commitment in Telecom Industry: Evidence from Vietnam

“…For hypothesis 1, the result found that organizational communication had a positive impact on affective commitment with a s tandardized coefficient of 0.170 a nd p-value = 0.017. The result of this study was consistent with the findings of the previous study of Marchalina and Ahmad [14]. Therefore, hypothesis H 1 was supported.…”

“…Thereby affecting employee commitment. Similarly, some previous researchers examined and found that organizational communication has a positive effect on employee commitment [e.g., 14]. Therefore, the following hypothesis is posited: H 1 : Organizational communication positively influences organizational commitment.…”

A Model of Organizational Culture for Enhancing Organizational Commitment in Telecom Industry: Evidence from Vietnam

“…For hypothesis 1, the result found that organizational communication had a positive impact on affective commitment with a standardized coefficient of 0.170 and p-value = 0.017. The result of this study was consistent with the findings of the previous study of Marchalina and Ahmad [14]. Therefore, hypothesis H 1 was supported.…”

Change Communication and Organizational Trust on Employee’s Commitment to Change

“…Even [11] stated that one of the roles of change leader is to communicate the organizational change, by socializing it before the implementation; as well as while monitoring the change program. Previous studies [4], [12]- [14], also showed that change communication had a positive impact on commitment to change. Meanwhile, although change communication is vital during organizational change, however, studies related to change communication on a commitment to change are still limited, which encourage the current researchers to conduct further investigation.…”