The effects of organizational communication, leadership, and employee commitment in organizational change in the hospitality sector

Abstract

The purpose of this study was to empirically analyze the interrelationships among organizational communication, leadership, and employee commitment, in terms of organizational change. A structural model was developed to delineate the interactions between the constructs, and to explore the mediating effects of leadership and employees’ commitment on the relationship between communication and organizational change. A quantitative online survey was conducted, based on a sample of 335 employees from the hospitality sector. Findings indicated that organizational communication positively and significantly affected leadership and employee commitment and was positively related to organizational change. Furthermore, this study argues that communication, leadership, and employee commitment are key variables in the success of organizational change. The findings can provide academics and managers with a valuable and much-needed approach to managing change, by identifying the predictors of organizational change, and by exploring how individual antecedents affect the success of organizational change.

A Multilevel Study of Change-Oriented Leadership and Commitment: The Moderating Effect of Group Emotional Contagion

“…The results confirm that COL plays a substantial role in the enhancement of employees' change commitment, which is consistent with the findings of. 11,24,32 A COL, such as depicting a vision for the future with lucid details, can help guide employees as organizations undergo change. When employees perceive COL, they have a sense of belonging and identification that increases their willingness to be involved in the organization's activities, pursue the organization's goals, and remain with the organization.…”

“…A leader's change-oriented vision might have a positive indirect relationship with employees' change commitment. 11,24 In other words, the ability of the leader to deliver this vision is also predicted to have a positive indirect relationship with change commitment. COL also encourage innovative ways to solve problems, facilitate the process of helping followers absorb new knowledge, and think "outside of the box."…”

“…However, theoretical understanding of these relationships is limited. Although researchers have accumulated knowledge on how leadership affects employees' change commitment, 11,24 the mechanisms behind employees' emotional transformations and reactions to change, such as process-based approaches, have not been examined in detail, 25,26 Therefore, a more thorough investigation can adopt a systematically quantitative method to measure employees' behavioral and emotional dimensions in organizational change. 27 Based on the above, this study proposes that the mediator, individuals' emotion regulation, is responsible for transmitting the effects of COL to change commitment.…”

Organizational Commitment: Boosting Innovation Through Knowledge Sharing

“…Previous studies have concluded that innovative work behavior within organizations is not only a product of individual talents and traits but also results from social and psychological influences (Khaola & Coldwell, 2019) such as commitment and willingness to share. Organizational commitment has been recognized as a crucial factor influencing employee work behavior (Hakimian et al, 2016) which contributes to the success of organizational change (Maçães & Román-Portas, 2022). Teacher commitment determines school success because it is related to creating a conducive learning environment, supporting positive behavior, and ongoing guidance.…”

The Effects of Charismatic Aspects of Transformational Leadership on Personal Outcomes: An Empirical Literature Review

“…And the capacity of a transformation leader is also confirmed to have effect on satisfaction of followers (Allozi et al, 2022;Bushra et al, 2011) and dedication (Chen & Cuervo, 2022) to the organization. Additionally, employee's self-motivation and commitment to organizational change and organizational conditions (Adnan & Azar, 2023;Herold et al, 2008;Ramos-Maçães & Román-Portas, 2022) are also affected by transformational leadership. Organizations of any kind require transformational leadership because it can positively affect success of the individual and the organization (Sharma & Jain, 2022).…”