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The Ties that (Un)Bind: Change and Organizational Commitment in Ukraine

Published online by Cambridge University Press:  11 January 2021

Wayne H. Stewart Jr. ,
Ruth C. May ,
Kristin L. Scott  and
Amy E. Ingram
Wayne H. Stewart Jr.*
Affiliation:
Clemson University, USA
Ruth C. May
Affiliation:
University of Dallas, USA
Kristin L. Scott
Affiliation:
Clemson University, USA
Amy E. Ingram
Affiliation:
Clemson University, USA
*
Corresponding author: Wayne H. Stewart, Jr. (waynes@clemson.edu)
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Abstract

Recognizing the need for organizational change in a transition setting, we specify a research model entailing the effects of two important workplace variables on the relationship between dispositional resistance to change and organizational commitment. Organizational commitment is important because of its relationship with a host of considerations relevant to successful organizational change and development. We test the model with samples from four Ukrainian firms undergoing comparable substantive change, including in their human resource systems. The results indicate that the negative relationship between resistance to change and organization commitment is moderated by trust in management. Specifically, it is the lack of trust that exacerbates the negative influence of resistance to change on commitment. Also, high procedural justice strengthens the negative relationship, thereby reducing organizational commitment, an interesting divergence from the Western literature. These indigenous findings in a markedly different context from the West hold potential for theory that is richer and more comprehensive in its explanatory reach. The findings also provide useful insights for managers in Ukraine in their efforts to change organizational practices.

摘要

摘要

意识到在转型环境下组织变革的需要，我们建构了一个研究模型，阐明两个重要的工作场所变量对于特质性抵抗变革与组织承诺之间关系的影响。组织承诺是重要的，原因在于它在很大程度上关系到成功的组织变革与发展。我们采用正在经历可比的重大变革、包括人力资源体系变革的四家乌克兰企业样本检验了这一模型。结果表明抵制变革与组织承诺之间的负向关系受到对于管理层信任的调节。具体而言，缺乏信任加强了抵制变革对于组织承诺的负面影响。而且，高程序正义加强了这一负向关系，因而降低了组织承诺。这一发现与西方文献存在有趣的不同。这些来自与西方截然不同的情境的本土发现，有潜力发展成具有更为丰富而全面解释力的理论。这些发现还为乌克兰的经理人进行组织变革提供有用的洞察。

Аннотация

АННОТАЦИЯ

Признавая необходимость организационных изменений в условиях переходного периода, мы определяем модель исследования, которая объединяет в себе влияние двух важных в трудовой деятельности переменных на взаимосвязь между ситуационным сопротивлением изменениям и приверженностью организации. Организационная приверженность важна, потому что она связана со множеством факторов, имеющих отношение к успешным организационным изменениям и развитию. Мы тестируем модель на выборках из четырех украинских компаний, которые претерпевают сходные существенные изменения, в том числе в системах управления персоналом. Результаты показывают, что на отрицательную взаимосвязь между сопротивлением изменениям и приверженностью организации влияет доверие к руководству. В частности, именно отсутствие доверия усугубляет отрицательное влияние сопротивления изменениям на приверженность организации. Кроме того, высокая степень процессуальной справедливости усиливает отрицательное влияние, тем самым уменьшая организационную приверженность, что является интересным отличием от выводов в западной научной литературе. Эти открытия в локальном контексте, который заметно отличается от западного, потенциально способствуют созданию теории, более богатой и всеобъемлющей в своем диапазоне толкования. Наши выводы также предоставляют полезную информацию для менеджеров в Украине, которые работают над изменением организационных методов управления.

Resumen

RESUMEN

Reconociendo la necesidad de un cambio organizacional en un entorno de transición, especificamos un modelo de investigación que supone los efectos de dos variables importantes del lugar de trabajo en la relación entre la resistencia de disposición al cambio y al compromiso organizacional. El compromiso organizacional es importante debido a su relación con una serie de consideraciones relevantes para el éxito del cambio y desarrollo organizacional. Probamos el modelo con muestras de cuatro empresas ucranianas que experimentan cambios sustantivos comparables, incluso en sus sistemas de recursos humanos. Los resultados indican que la relación negativa entre la resistencia al cambio y el compromiso de organización se modera por la confianza en la gestión. Específicamente, es la falta de confianza lo que exacerba la influencia negativa de la resistencia al cambio en el compromiso. Además, la alta justicia de procedimiento fortalece la relación negativa, reduciendo así el compromiso organizacional, una interesante divergencia de la literatura occidental. Estos hallazgos autóctonos en un contexto marcadamente diferente de Occidente tienen un potencial de teoría que es más rico y completo en su alcance explicativo. Los hallazgos también proporcionan información útil para los gerentes de Ucrania en sus esfuerzos por cambiar las prácticas organizacionales.

Keywords

changeorganizational commitmentprocedural justiceresistancetrust in management变革组织承诺程序正义抵制信任管理层измененияприверженность организациипроцессуальная справедливостьсопротивлениедоверие к руководствуcambiocompromiso organizacionaljusticia de procedimientoresistenciaconfianza en la gestión
Type
Article
Information
Management and Organization Review , Volume 17 , Issue 1 , February 2021 , pp. 77 - 111
Copyright
Copyright © The Author(s), 2021. Published by Cambridge University Press on behalf of The International Association for Chinese Management Research

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Footnotes

ACCEPTED BY Senior Editor Maral Muratbekova-Touron

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