Examining the role of change cynicism and organizational commitment to change: A public sector organizational change study in Pakistan.
Abstract
Organizational change cynicism is a deprecatory attitude of employees which has gained significant attention in rapidly changing organizational environment in 21st century. It has multiple behavioral consequences however this study tried to investigate its effects on three dimensions of organizational change commitment (i-e affective, normative and continuance change commitment). The article has contributed in existing body of knowledge by investigating the novel relationship of variables at the time of change. This cross-sectional study used convenient sampling to route questionnaires among 408 employees in public sector organizations undergoing restructuring process. The data was analyzed through structural equation modeling. Findings showed significant negative relation among change cynicism, affective and normative change commitment. However, a positive relationship also existed between change cynicism and continuance change commitment. Moreover, results indicated that employees distrusted the change program due to lake of fairness, absence of merit and hidden negative implications. Results also helped to determine reasons for positive relationship between change cynicism and continuance change commitment. The findings of present study may be utilized to lessen the gravity of change cynicism on organizational commitment to change.
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