Influencing Mechnism Of Transformational Leadership On Affective Commitment To Change

Affective commitment to change refers to the psychological tendency of employees’ emotional attachment,identification and participation in organizational change.Exploring the influencing factors and mechanism of employees’ affective commitment to change has important guiding significance for managers in the period of organizational change to guide employees into organizational change,support change,and promote successful change.Therefore,based on the existing research,from the individual level,explore whether the transformational leadership has a positive predictive effect on the employee’s affective commitment to change,and whether the perceived organizational change capacity has a mediating role between the transformational leadership and the affective commitment to change.On this basis,it is explored from the inter-individual level whether the individual’s proactive personality plays a mediating role in the perceived organizational change capacity,and then affects the employee’s affective commitment to change.That is,the entire theoretical model is a regulated intermediary model.This study consists of two sub-studies,both of which use questionnaires to collect data.Study 1 is a cross-sectional study.In the organizational environment of generalized organizational change,a random sampling method was used to select 217 employees who have experienced organizational change in the past year as subjects to explore the factors that affect the affective commitment to change.Study 2 is a longitudinal study.In the organizational environment of narrow organizational change,135 employees of a large company undergoing organizational change in Yantai City were tested using experience-sampling methodology,and repeated measurements were conducted for 11 consecutive days.Obtained 90(90 × 1 day)inter-individual questionnaires(proactive personality variables)and 900(90 × 10 days)intra-individual questionnaires(transformational leadership,perceived organizational change capacity,and affective commitment to change variables)with hierarchical linear modeling tests the mechanism of transformational leadership,perceived organizational change capacity,proactive personality on the affective commitment to change.The results show that: transformational leadership has a positive predictive effecton the affective commitment to change,and transformational leadership has a positive predictive effect on perceived organizational change capacity;perceived organizational change capacity plays an intermediary role between transformational leadership and affective commitment to change.Proactive personality plays a moderating role between transformational leadership and perceived organizational change capacity.Proactive personality regulates the mediating role of organizational perceived organizational change capacity to transformational leadership and affective commitment to change.That is,the higher the level of proactive personality,the stronger the mediating role of perceived organizational change capacity.The weaker on the contrary.