Impacts of personal trust, communication, and affective commitment on change success

Simple item page
dc.contributor.authorOuedraogo, Noufou
dc.contributor.authorOuakouak, Mohammed Laid
dc.date.accessioned2020-10-14
dc.date.accessioned2022-05-31T01:15:42Z
dc.date.available2022-05-31T01:15:42Z
dc.date.issued2018
dc.description.abstractPurpose Successful change implementation is crucial for organizational prosperity, and even survival. The purpose of this paper is to examine the impacts of personal trust and communication on change success, through affective commitment.Design/methodology/approach Based on an empirical study conducted among 307 employees of Canadian organizations and using structural equation modeling techniques.Findings The authors find that communication has a direct impact on change success, as well as an indirect impact through affective commitment. Trust only exerts an indirect effect through affective commitment.Originality/value This research thus extends the literature on the role of “soft” organizational factors on organizational change. Since the authors have limited this study to “soft” variables, it can be complemented with a study of hard factors contributing to change success, in order to build a comprehensive organizational change success model.
dc.description.urihttps://library.macewan.ca/full-record/bth/129492480
dc.identifier.citationOuedraogo, N., & Ouakouak, M. L. (2018). Impacts of personal trust, communication, and affective commitment on change success. Journal of Organizational Change Management, 31(3), 676–696. https://doi.org/10.1108/JOCM-09-2016-0175
dc.identifier.doihttps://doi.org/10.1108/JOCM-09-2016-0175
dc.identifier.urihttps://hdl.handle.net/20.500.14078/1872
dc.languageEnglish
dc.language.isoen
dc.rightsAll Rights Reserved
dc.subjectpersonal trusts
dc.subjectcommitment
dc.subjecttrust
dc.subjectchange
dc.subjectethics
dc.subjectcommunication
dc.titleImpacts of personal trust, communication, and affective commitment on change success
dc.typeArticle
Files
Collections
Department of Organizational Behaviour, Human Resources Management and Management