Abstract
Many efforts for successful implementation of planned changes have fail due to various reasons; out of which people factor is crucial. Thus, managing a change is a challenge. Hence the present study considered commitment to change of lower level employees in Sri Lankan context. The research was based on two studies; first, to find out the levels of commitment to change; and second, to find out the relationship between commitment to change and two cultural dimensions; power distance and individualism using a survey method. The findings revealed that, lower level employees have less affective and normative commitment to change while high continuance commitment to change. Both power distance and individualism significantly and negatively correlated with commitment to change. Thus, lower level employees expect a less power distant and collective work culture to support a successful change effort. 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Disclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.