The goal of this study was to test a multi-level model of organizational change that examined how various antecedents, employee reactions, and organizational and personal outcomes relate to one another. The research was conducted via online surveys and as a longitudinal study. Participants were employees at a large supply distribution company, and were a part of the Pilot implementation of a new Enterprise Resource Planning (ERP) system. Results from the study revealed that job stress was closely related to organizational commitment, job satisfaction, and psychological well-being, while change commitment was associated with higher organizational commitment and job satisfaction. Positive training reactions were linked to increased change commitment and organizational commitment, and change-specific self-efficacy also predicted commitment to change. Additionally, change self-efficacy and principal support significantly moderated the relationship between coping and organizational commitment. These results only partially supported the hypotheses of this study; thus, calling for further research in corroborating this model.
Date of Degree
Master of Arts (MA)
Social and Behavioral Sciences
Nguyen, Ngoc Dinh, "Examination of the Antecedents, Reactions, and Outcomes to a Major Technology-driven Organizational Change" (2016). All Theses, Dissertations, and Other Capstone Projects. 631.
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