Employee-Perceived Benefits of Training and Affective Commitment to Change: The Mediation Effect of Individual Readiness for Change

Authors

  • Eizel Mauldy Muhammad Universitas Gadjah Mada
  • Heru Kurnianto Tjahjono Universitas Gadjah Mada

DOI:

https://doi.org/10.37385/ijedr.v5i4.5133

Keywords:

Affective Commitment to Change, Employee-Perceived Benefits of Training, Individual Readiness for Change, Organizational Change

Abstract

This research explores the relationship between employees' perceived training benefits and affective commitment to change in an organizational context. In addition, this study examines the mediating role of individual readiness for change in this relationship. This study is a multiple correlational research. In this study, a explanatory-quantitative approach will be used. The Structural Equation Modeling (SEM) analysis technique is used to test the proposed hypotheses using AMOS version 26 software. the population comprises 596 employees, data will be collected using the purposive sampling technique, therefore, this study will have a sample size of 100 participants. The results of this study revealed that employee perceived training benefits had no direct impact on affective commitment to change, but significantly influenced affective commitment to change indirectly through individual readiness for change. The implications of this study emphasizing the need for customized training programs and change management strategies, especially in the context of the oil & gas sector.

References

Alamri, M. S., & Al-Duhaim, T. I. (2017). Employees perception of training and its relationship with organizational commitment among the employees working at Saudi industrial development fund. International Journal of Business Administration, 8(2), 25–39. https://doi.org/10.5430/ijba.v8n2p25

Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63(1), 1–18. https://doi.org/10.1111/j.2044-8325.1990.tb00506.x

Almodarresi, S. M., & Hajmalek, S. (2015). The Effect of Perceived Training on Organizational Commitment. International Journal of Scientific Management & Development, 3(12).

Bouckenooghe, D., Devos, G., & Van Den Broeck, H. (2009). Organizational change questionnaire–climate of change, processes, and readiness: Development of a new instrument. The Journal of Psychology, 143(6), 559–599. https://doi.org/10.1080/00223980903218216

Bratianu, C., & Bolisani, E. (2015). Knowledge strategy: An integrated approach for managing uncertainty. Proceedings of the 16th European Conference on Knowledge Management, 169–177.

Cummings, T. G., & Worley, C. G. (2016). Organization development & change.

Hair, J. F., Black, W. C., Babin, B. J., Anderson, R. E., Black, W. C., & Anderson, R. E. (2019). Multivariate data analysis (Eighth). Cengage Learning EMEA. https://doi.org/10.1002/9781119409137.ch4

Herscovitch, L., & Meyer, J. P. (2002). Commitment to organizational change: extension of a three-component model. Journal of Applied Psychology, 87(3), 474. https://doi.org/10.1037/0021-9010.87.3.474

Holt, D. T., Armenakis, A. A., Feild, H. S., & Harris, S. G. (2007). Readiness for organizational change: The systematic development of a scale. The Journal of Applied Behavioral Science, 43(2), 232–255. https://doi.org/10.1177/0021886306295295

Huy, Q. N. (1999). Emotional capability, emotional intelligence, and radical change. Academy of Management Review, 24(2), 325–345. https://doi.org/10.5465/amr.1999.1893939

Jackson, S. E., & Schuler, R. S. (2000). Managing human resources for innovation and learning. Innovatives Management, 327–356. https://doi.org/10.1007/978-3-642-57009-4_19

Jain, P., & Duggal, T. (2016). The influence of transformational leadership and emotional intelligence on organizational commitment. Journal of Commerce and Management Thought, 7(3), 586–598. https://doi.org/10.5958/0976-478X.2016.00033.1

Kane, G. C., Palmer, D., & Phillips, A. N. (2017). Achieving digital maturity. MIT Sloan Management Review.

Madsen, S. R., Miller, D., & John, C. R. (2005). Readiness for organizational change: do organizational commitment and social relationships in the workplace make a difference? Human Resource Development Quarterly, 16(2), 213–234. https://doi.org/10.1002/hrdq.1134

Mahendrati, H. A., & Mangundjaya, W. (2020). Individual readiness for change and affective commitment to change: The mediation effect of technology readiness on public sector. 3rd Forum in Research, Science, and Technology (FIRST 2019), 52–59. https://doi.org/10.2991/assehr.k.200407.010

Mansour, A., Rowlands, H., Al-Gasawneh, J. A., Nusairat, N. M., Al-Qudah, S., Shrouf, H., & Akhorshaideh, A. H. (2022). Perceived benefits of training, individual readiness for change, and affective organizational commitment among employees of national jordanian banks. Cogent Business & Management, 9(1), 1966866. https://doi.org/10.1080/23311975.2021.1966866

Meyer, J. P., & Allen, N. J. (1997). Commitment in the workplace: Theory, research, and application. Sage publications.

Meyer, J. P., Stanley, D. J., Herscovitch, L., & Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior, 61(1), 20–52. https://doi.org/10.1006/jvbe.2001.1842

Mowday, R. T., Steers, R. M., & Porter, L. W. (1979). The measurement of organizational commitment. Journal of Vocational Behavior, 14(2), 224–247. https://doi.org/10.1016/0001-8791(79)90072-1

Sahinidis, A. G., & Bouris, J. (2008). Employee perceived training effectiveness relationship to employee attitudes. Journal of European Industrial Training, 32(1), 63–76. https://doi.org/10.1108/03090590810846575

Santhidran, S., Chandran, V. G. R., & Borromeo, J. (2013). Enabling organizational change–leadership, commitment to change and the mediating role of change readiness. Journal of Business Economics and Management, 14(2), 348–363. https://doi.org/10.3846/16111699.2011.642083

Sekaran, U., & Bougie, R. (2016). Research methods for business: A skill building approach. john wiley & sons.

Somers, M. J. (1995). Organizational commitment, turnover and absenteeism: An examination of direct and interaction effects. Journal of Organizational Behavior, 16(1), 49–58. https://doi.org/10.1002/job.4030160107

Stazyk, E. C., Pandey, S. K., & Wright, B. E. (2011). Understanding affective organizational commitment: The importance of institutional context. The American Review of Public Administration, 41(6), 603–624.

Tahajuddin, S. (2020). The Employees’ Organizational Commitment Impact on Organizational Change–The Introduction of New Work Strategy. International Journal of Research in Engineering, Science and Management, 3(12), 71–74. https://doi.org/10.47607/ijresm.2020.410

Thakore, D. (2013). Conflict and conflict management. Iosr Journal Of Business And Management (Iosr-Jbm), 8(6), 7–16.

Tjahjono, H. K., Basuki, A. T., & Palupi, M. (2021). Aplikasi SEM dalam studi perilaku organisasional.

Yousef, D. A. (2000). Organizational commitment: a mediator of the relationships of leadership behavior with job satisfaction and performance in a non?western country. Journal of Managerial Psychology, 15(1), 6–24. https://doi.org/10.1108/02683940010305270

Downloads

Published

2024-10-09

How to Cite

Muhammad, E. M., & Tjahjono, H. K. . (2024). Employee-Perceived Benefits of Training and Affective Commitment to Change: The Mediation Effect of Individual Readiness for Change . International Journal of Economics Development Research (IJEDR), 5(4), 3478–3490. https://doi.org/10.37385/ijedr.v5i4.5133