A Research On The Mechanism Of The Impact Of Change Communication On Commitment To Organizational Change

In the wake of the rapid development of global business, organizations are facing unprecedented competition pressures and management risks. Then, in order to survive in the fierce competive environment, organizational restructuring and change are becoming the most popular strategic measures taken by business unit. However, it is proved that only 30 percent of organizational change practices attained their expected aims, most of them were failed finally. One of the major reasons was that the change agents ignored employees'personal parameters and attributes during organizational change process, so, they lost the most important supports from employees. It knows that commitment to change reflects employees'positive attitude and willing towards organizational change. Then, how to gain employees'high level of commitment to change becomes one of the most especially important things during organizational change process for the change agents.To the question, this study reviewed the previous studies about commitment to organizational change,change communication and trust in management, we explored the relationships among them. Firstly, we established a research construct model based on the reviews of plenty of relative researches, then provided hypotheses of this study. Secondly, we made use of a case study to test and verify the model and hypotheses preliminarily. Thirdly, we obtained research data through questionnaire and finally got 223 valid questionnaire copies, the valid response rate was 70.6%. And then, analyzed the data collected by questionnaire with the help of SPSS16.0,Amos17.0 and other statistical software, and discussed the impacts mechanism of change communication on commitment to organizational change detailedly. Lastly, elicited the best match research model and final conclusions of this study.Through relative studies review, case study and empirical study, we mainly obtained three major findings as follows:1. Trust in management fully mediates the relationship between change communication and commitment to organizational change.2. Under the organizational change situation, task communication can significantly promote the trust in management (trust in top management and direct supervisor); there is causality between career communication and trust in direct supervisor; communication responsiveness can significantly promote the trust in management.3. Trust in top management can significantly promote the level of employees' affective and normative commitment to organizational change; there is causality between trust in direct supervisor and normative commitment to organizational change; there is no significant relationship between trust in management and continuous commitment to organizational change.