Future Orientation and Commitment to Change during Large-Scale Organizational Change in Indonesia.

Handayani, Dewa Ayu Puteri; Mangundjaya, Wustari L.

Change is inevitable in organizations, whether or not it is something we desire. However, not all changes turn into successes. Commitment to change is one of the most critical attributes to have among employees during the change process. This study investigated the association between employees' commitment to change and future orientation in companies facing a large-scale organizational change. The sample consisted of 176 employees who worked for two state-owned energy companies in Jakarta, Indonesia. This study is a quantitative study using the correlational method. The results indicated a significant positive correlation between future orientation and commitment to change (r = 0.201, r² = 0.040, p < 0.01). In addition, future orientation was also positively correlated with two dimensions of commitment to change, namely affective commitment to change (r = 0.364, r² = 0.132, p < 0.01) and normative commitment to change (r = 0.258, r² = 0.067, p < 0.01). However, it was not correlated with another dimension of commitment to change, which is continuance commitment to change (r = -0.061, r = 0.004, p > 0.05). The findings contribute to behavioral science by showing the importance of behavioral disposition and work-related values in creating successful large-scale organizational change.

Change Management: An International Journal, 2023, Vol 23, Issue 1, p1

2327-798X

Academic Journal

10.18848/2327-798X/CGP/v23i01/1-12