Graduation Year

2023

Document Type

Dissertation

Degree

D.B.A.

Degree Granting Department

Business Administration

Major Professor

Paul Spector, Ph.D.

Co-Major Professor

Mauricio Palmeira, Ph.D.

Committee Member

Danielle Clark, DBA

Committee Member

Mark Taylor, Ph.D.

Keywords

affective, continuance, normative, constraints, counterproductive

Abstract

The purpose of this dissertation was to examine the phenomenon of commitment to organizational change using both positive and negative organizational contexts and employee behaviors that may influence an employee’s commitment to change dimensions (affective, continuance, normative). A cross-sectional survey was used to collect data from 407 physician assistants across a national healthcare system and analyzed using descriptive statistics, exploratory and confirmatory factor analysis, and multiple regression to test the relationships among constructs. Results indicate that commitment to change dimensions are related to innovative work behavior, climate for innovation, and organizational constraints. Affective commitment was positively related to innovative work behavior and negatively related to climate for innovation. Both climate for innovation and organizational constraints shared a positive relationship with continuance commitment while innovative work behavior was negative. The study explored commitment to change using variables that were previously neglected to offer new insights for commitment to change research.

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