Wong, Ka Ho (Izam) (2008) Commitment Profiles and Successful Organisational Change. Honours thesis, University of Southern Queensland. (Unpublished)
Abstract
Commitment to organisational change (affective, normative, continuance commitment to change) has been assessed by many researchers. It has been shown that a combination of three commitment components with pure high affective commitment is most desirable profile for change-relevant behaviour. However, most researchers have used mean or median splits of the three profiles to determine the high and low levels of commitment to change and to measure them. This study established some normative benchmark levels for commitment to organisational change, providing separate levels for gender and tenure. It also redefined the relationships between commitment to organisational change and job satisfaction, organisation climate, and psychological outcomes. This study used archival data collected from 12,968 participants in three different Queensland Public Sector organisations in the period from 2004 to 2007. It was found that females’ affective commitment to change was higher than males, but that there was negligible gender differences in both normative and continuance commitment to change. It was also found that females were more likely than males to have the most desired commitment profiles. Also, in the area of tenure, employees who had been working two years or less had higher affective commitment to change levels than employees who had been working for more than two years, whereas their continuance commitment to change levels were lower than employees who had been working for more than two years. Results also indicated that employees who had been working two years or less were more likely to have more desirable commitment profiles than employees who had been working for more than two years. Job satisfaction was also shown to significantly predict affective and normative commitment to change. Of the various aspects of organisational climate studied, participative decision making was found to significantly predict affective commitment to change; workplace morale was found to significantly predict normative commitment to change; and excessive work demands was found to significantly predict all three commitment to change components. The results also showed that job satisfaction was a partial mediator between psychological outcomes (individual morale, individual distress, and quality of worklife) and affective commitment to change. Further research is recommended to investigate other variables, such as how cultural differences affect commitment to change. An extension of the study is also suggested to investigate cross-cultural differences in benchmark scores.
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| Item Type: | Thesis (Non-Research) (Honours) |
|---|---|
| Item Status: | Live Archive |
| Additional Information: | Current UniSQ staff and students can request access to this thesis. Please email research.repository@unisq.edu.au with a subject line of SEAR thesis request and provide: Name of the thesis requested and Your name and UniSQ email address |
| Faculty/School / Institute/Centre: | Historic - Faculty of Sciences - Department of Psychology (Up to 30 Jun 2013) |
| Supervisors: | Majella Albion |
| Qualification: | Bachelor of Science (Honours) |
| Date Deposited: | 13 Nov 2025 00:26 |
| Last Modified: | 13 Nov 2025 00:26 |
| Fields of Research (2008): | 17 Psychology and Cognitive Sciences > 1799 Other Psychology and Cognitive Sciences > 179999 Psychology and Cognitive Sciences not elsewhere classified |
| Fields of Research (2020): | 52 PSYCHOLOGY > 5299 Other psychology > 529999 Other psychology not elsewhere classified |
| URI: | https://sear.unisq.edu.au/id/eprint/52895 |
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