The relationship between commitment to change, coping with change and organizational engagement
Maria Luisa Giancaspro, Amelia Manuti
Over the last few decades, research and professional practice have devoted great attention to the topic of organizational change in an attempt to formulate concrete suggestions regarding its management. More specifically, by adopting a people-oriented perspective, considerable empirical evidence has highlighted the role played by individual and group attitudes and cognitions in the process of organizational change. The study examined the relationship between commitment to change and organizational engagement, supposing a mediating role of coping with change. Participants were 176 employees working in a medium-sized leading manufacturing company, which was experiencing a radical change in the organization of its working processes. Results confirmed the hypotheses emphasizing the crucial role that the HRM function can play in sustaining the person/organization relationship.
Keywords
Organizational change, commitment, coping.
