人力资源创新与人才发展研究院
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冯彩玲教授研究成果发表在国际英文期刊目录ABDC list A刊

发表时间:2020-05-08 10:51

Abstract

Commitment to change is vital for the success of any organizational change initiative. However, despite a sustained increase in research interest on employeescommitment to change, there is still no consistency about the unidimensional or multidimensional construct of commitment to change, and previous research tends to ignore the impact vocational drivers may have on it. The paper aims to discuss these issues. Drawing on prospect theory, the authors extended Herscovitch and Meyers (2002) commitment to change construct by developing and testing an additional dimension of commitment to change centered on employeesvocational commitment across two studies, adopting a longitudinal design within a Chinese context. As organizational change often has implications that impacts individual decision making, vocational development and work adjustments and attitudes within the workplace, the authors presented the case for vocational commitment to change as an important extension to the commitment to change literature. The authors first provided evidence for the internal consistency, factor structure and the validity of the commitment to change in the Chinese context. Subsequently, the authors examined the changes of employeescommitment to change acrosstime, and demonstrated its predictive validity by exploring the relationship between commitment to change and changerelated behaviors. The current research represents improvements in commitment to change measurement, provides construct clarification in the Asia context, and sheds light on theoretical and empirical evidence for how to support change in the Chinese context. Limitations, implications and directions for future research are further discussed. The current study responds to a call for research to further investigate the mechanisms of commitment to change within non-Western contexts, specifically within the Chinese context. Through a rigorous

scale development process, the authors clarified Herscovitch and Meyers (2002) commitment to change model and present an augmented model with a fourth dimension vocational commitment to change. Furthermore, through a longitudinal study, the current study also demonstrates that the cultivation of commitment to change has great importance to improving employees change-supportive behavior and reducing their resistance to change. This is consistent with cross cultural research, which shows that Chinese individuals are more likely to possess inconsistent attitudes toward an object, including themselves, compared to Western individuals. The study also explained the change of commitment to change over time, showing the significant relationships among the commitment to change and change-related behaviors.

原载Commitment to change: structure clarification and its effects on change related behaviors in the Chinese context. Personnel Review, 2019. SSCI第一兼通讯作者,ABDC list(A刊)


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