Assessment of behavioral maintenance for organizational change in the context of Ethiopian commercial banks

Abstract

Behavior change maintenance can guide the development and evaluation of interventions promoting sustained behaviors in organizational changes. This research aims to examine the factors that influence behavioral maintenance for organizational change in Ethiopian commercial banks. The study developed a comprehensive model to explain the mechanism of behavioral maintenance for organizational change by employees, using self-determination theory with two additional exogenous constructs, value congruence and excessive work demands. Applying mixed-analytical approaches, including SEM and fsQCA, advances the knowledge of how employees motivate to maintain their behavior regarding the organizational change. The target population consists of lower-level managers and 317 valid responses were retained for further analysis. In our findings, the SEM results reveal that perceived relatedness, perceived competency, perceived autonomy, and perceived enjoyment influence employees' behavioral maintenance for organizational change, the fsQCA results indicated that value congruence must always be combined in these variables. The findings suggested an alternative path that might serve as the basis for sustaining organizational change.