The Influence of Organizational Commitment and Organizational Culture on Attitudes toward Organizational Change

Norlina Kamudin, (2006) The Influence of Organizational Commitment and Organizational Culture on Attitudes toward Organizational Change. Masters thesis, Open University Malaysia (OUM).

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Abstract

This study investigates the influence of organizational commitment and organizational culture on the attitudes toward organizational change in a tertiary institution in Malaysia. It also investigates the effects of organizational commitment and organizational culture on attitudes toward organizational change. Various dimensions of organizational commitment and attitudes toward organizational change are also examined Organizational culture was measured by using the Organizational Culture Model developed by Goffee and Jones (1998), attitude towards change were measured by using the Dunham et. Al. (1989) instrument and organizational commitment was using Allen and Meyer (1990). A structured questionnaire was developed and self-administered to a private educational institution in Malaysia. A total of 108 usable questionnaires determined the extent of influence of the independent variables on the dependent factors. It was found that there was an association between organizational commitment and various attitudes toward change. The results also showed that the respondents in the organization have a communal culture. It was also found that organizational culture and the cognitive tendency on attitudes toward organizational change are associated. The sociodemographic factors like genders, ethnic, age, position and years in present position was found to have an effect on attitudes toward organizational change. With regards to position, it was found that positions of respondents also have an effect on attitudes towards organizational change. The implications of the study are also discussed.

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