Publicação
Driving employees’ commitment to change in consulting
| Resumo: | Organizations face quick constant change, and this phenomenon is an inevitable and topmost main concern across all organizations. Changes are common to all industries, as different work environments require to adapt and innovate. However, consulting industry faces challenges not only on their own industry but from others since they deal with different clients every day. Managing change goes from processes to people and employees’ importance in managing change is paramount. Thereby, in this study, it is analyzed the influence that leadership communication and perceived organizational support have on employees’ commitment to change and what is the role of organizational identification in these relationships. The methodology used was quantitative, employing an online questionnaire survey technique for data collection. A total of 204 responses were collected. Based on reliability of normative and continuance areas of employees’ commitment to change variable, it was necessary to adjust the research hypothesis to focus only on the affective part. The findings indicate that leadership communication positively influences consultant’s affective commitment to change. The positive influence of perceived organizational support in employees’ affective commitment to change was also identified. Nevertheless, while leadership communication and perceived organizational support showed to have a direct positive effect on affective commitment to change, organizational identification does not mediate the relationship between these variables. These findings suggest that companies should prioritize fostering effective communication and enhancing how employees feel support to help reduce resistance to change and increase their commitment. |
|---|---|
| Autores principais: | Camboia, Maria Pereira |
| Assunto: | Organizational Change Management Employees’ Commitment to Change Leadership Communication Perceived Organizational Support Organizational Identification Consulting Industry Gestão da Mudança Organizacional Comprometimento dos Colaboradores para com a Mudança Comunicação da Liderança Perceção do Apoio Organizacional Identificação Organizacional |
| Ano: | 2024 |
| País: | Portugal |
| Tipo de documento: | dissertação de mestrado |
| Tipo de acesso: | acesso aberto |
| Instituição associada: | Universidade de Lisboa |
| Idioma: | inglês |
| Origem: | Repositório da Universidade de Lisboa |
| _version_ | 1868468453068767232 |
|---|---|
| author | Camboia, Maria Pereira |
| author_facet | Camboia, Maria Pereira |
| author_role | author |
| contributor_name_str_mv | Jerónimo, Helena Repositório Científico de Acesso Aberto da ULisboa |
| country_str | PT |
| creators_json_txt | [{\"Person.name\":\"Camboia, Maria Pereira\"}] |
| datacite.contributors.contributor.contributorName.fl_str_mv | Jerónimo, Helena Repositório Científico de Acesso Aberto da ULisboa |
| datacite.creators.creator.creatorName.fl_str_mv | Camboia, Maria Pereira |
| datacite.date.Accepted.fl_str_mv | 2024-10-01T00:00:00Z |
| datacite.date.available.fl_str_mv | 2025-01-21T13:00:14Z |
| datacite.date.embargoed.fl_str_mv | 2025-01-21T13:00:14Z |
| datacite.rights.fl_str_mv | http://purl.org/coar/access_right/c_abf2 |
| datacite.subjects.subject.fl_str_mv | Organizational Change Management Employees’ Commitment to Change Leadership Communication Perceived Organizational Support Organizational Identification Consulting Industry Gestão da Mudança Organizacional Comprometimento dos Colaboradores para com a Mudança Comunicação da Liderança Perceção do Apoio Organizacional Identificação Organizacional |
| datacite.titles.title.fl_str_mv | Driving employees’ commitment to change in consulting |
| dc.contributor.none.fl_str_mv | Jerónimo, Helena Repositório Científico de Acesso Aberto da ULisboa |
| dc.creator.none.fl_str_mv | Camboia, Maria Pereira |
| dc.date.Accepted.fl_str_mv | 2024-10-01T00:00:00Z |
| dc.date.available.fl_str_mv | 2025-01-21T13:00:14Z |
| dc.date.embargoed.fl_str_mv | 2025-01-21T13:00:14Z |
| dc.format.none.fl_str_mv | application/pdf |
| dc.identifier.none.fl_str_mv | http://hdl.handle.net/10400.5/97400 |
| dc.language.none.fl_str_mv | eng |
| dc.publisher.none.fl_str_mv | Instituto Superior de Economia e Gestão |
| dc.rights.none.fl_str_mv | http://purl.org/coar/access_right/c_abf2 |
| dc.subject.none.fl_str_mv | Organizational Change Management Employees’ Commitment to Change Leadership Communication Perceived Organizational Support Organizational Identification Consulting Industry Gestão da Mudança Organizacional Comprometimento dos Colaboradores para com a Mudança Comunicação da Liderança Perceção do Apoio Organizacional Identificação Organizacional |
| dc.title.fl_str_mv | Driving employees’ commitment to change in consulting |
| dc.type.none.fl_str_mv | http://purl.org/coar/resource_type/c_bdcc |
| description | Organizations face quick constant change, and this phenomenon is an inevitable and topmost main concern across all organizations. Changes are common to all industries, as different work environments require to adapt and innovate. However, consulting industry faces challenges not only on their own industry but from others since they deal with different clients every day. Managing change goes from processes to people and employees’ importance in managing change is paramount. Thereby, in this study, it is analyzed the influence that leadership communication and perceived organizational support have on employees’ commitment to change and what is the role of organizational identification in these relationships. The methodology used was quantitative, employing an online questionnaire survey technique for data collection. A total of 204 responses were collected. Based on reliability of normative and continuance areas of employees’ commitment to change variable, it was necessary to adjust the research hypothesis to focus only on the affective part. The findings indicate that leadership communication positively influences consultant’s affective commitment to change. The positive influence of perceived organizational support in employees’ affective commitment to change was also identified. Nevertheless, while leadership communication and perceived organizational support showed to have a direct positive effect on affective commitment to change, organizational identification does not mediate the relationship between these variables. These findings suggest that companies should prioritize fostering effective communication and enhancing how employees feel support to help reduce resistance to change and increase their commitment. |
| dirty | 0 |
| eu_rights_str_mv | openAccess |
| format | masterThesis |
| fulltext.url.fl_str_mv | https://repositorio.ulisboa.pt/bitstreams/a5a7f8d9-b2b2-4c6f-a4b2-e9ca7008f36d/download |
| id | ul_d47a878d381663a8fa63df21f8cf0cdb |
| identifier.url.fl_str_mv | http://hdl.handle.net/10400.5/97400 |
| instacron_str | ul |
| institution | Universidade de Lisboa |
| instname_str | Universidade de Lisboa |
| language | eng |
| network_acronym_str | ul |
| network_name_str | Repositório da Universidade de Lisboa |
| oai_identifier_str | oai:repositorio.ulisboa.pt:10400.5/97400 |
| organization_str_mv | urn:organizationAcronym:ul |
| person_str_mv | Camboia, Maria Pereira |
| publishDate | 2024 |
| publisher.none.fl_str_mv | Instituto Superior de Economia e Gestão |
| reponame_str | Repositório da Universidade de Lisboa |
| repository_id_str | urn:repositoryAcronym:ul |
| service_str_mv | urn:repositoryAcronym:ul |
| spelling | engInstituto Superior de Economia e Gestãopt_PTOrganizations face quick constant change, and this phenomenon is an inevitable and topmost main concern across all organizations. Changes are common to all industries, as different work environments require to adapt and innovate. However, consulting industry faces challenges not only on their own industry but from others since they deal with different clients every day. Managing change goes from processes to people and employees’ importance in managing change is paramount. Thereby, in this study, it is analyzed the influence that leadership communication and perceived organizational support have on employees’ commitment to change and what is the role of organizational identification in these relationships. The methodology used was quantitative, employing an online questionnaire survey technique for data collection. A total of 204 responses were collected. Based on reliability of normative and continuance areas of employees’ commitment to change variable, it was necessary to adjust the research hypothesis to focus only on the affective part. The findings indicate that leadership communication positively influences consultant’s affective commitment to change. The positive influence of perceived organizational support in employees’ affective commitment to change was also identified. Nevertheless, while leadership communication and perceived organizational support showed to have a direct positive effect on affective commitment to change, organizational identification does not mediate the relationship between these variables. These findings suggest that companies should prioritize fostering effective communication and enhancing how employees feel support to help reduce resistance to change and increase their commitment.application/pdfpt_PTDriving employees’ commitment to change in consultingCamboia, Maria PereiraJerónimo, HelenaHostingInstitutionOrganizationalRepositório Científico de Acesso Aberto da ULisboae-mailmailto:repositorio@reitoria.ulisboa.ptrepositorio@reitoria.ulisboa.pt2025-01-21T13:00:14Z2024-102024-10-01T00:00:00ZHandlehttp://hdl.handle.net/10400.5/97400http://purl.org/coar/access_right/c_abf2open accessOrganizational Change ManagementEmployees’ Commitment to ChangeLeadership CommunicationPerceived Organizational SupportOrganizational IdentificationConsulting IndustryGestão da Mudança OrganizacionalComprometimento dos Colaboradores para com a MudançaComunicação da LiderançaPerceção do Apoio OrganizacionalIdentificação Organizacional1251632 bytesliteraturehttp://purl.org/coar/resource_type/c_bdccmaster thesishttp://purl.org/coar/access_right/c_abf2application/pdffulltexthttps://repositorio.ulisboa.pt/bitstreams/a5a7f8d9-b2b2-4c6f-a4b2-e9ca7008f36d/download |
| spellingShingle | Driving employees’ commitment to change in consulting Camboia, Maria Pereira Organizational Change Management Employees’ Commitment to Change Leadership Communication Perceived Organizational Support Organizational Identification Consulting Industry Gestão da Mudança Organizacional Comprometimento dos Colaboradores para com a Mudança Comunicação da Liderança Perceção do Apoio Organizacional Identificação Organizacional |
| status | SINGLETON |
| subject.fl_str_mv | Organizational Change Management Employees’ Commitment to Change Leadership Communication Perceived Organizational Support Organizational Identification Consulting Industry Gestão da Mudança Organizacional Comprometimento dos Colaboradores para com a Mudança Comunicação da Liderança Perceção do Apoio Organizacional Identificação Organizacional |
| title | Driving employees’ commitment to change in consulting |
| title_full | Driving employees’ commitment to change in consulting |
| title_fullStr | Driving employees’ commitment to change in consulting |
| title_full_unstemmed | Driving employees’ commitment to change in consulting |
| title_short | Driving employees’ commitment to change in consulting |
| title_sort | Driving employees’ commitment to change in consulting |
| topic | Organizational Change Management Employees’ Commitment to Change Leadership Communication Perceived Organizational Support Organizational Identification Consulting Industry Gestão da Mudança Organizacional Comprometimento dos Colaboradores para com a Mudança Comunicação da Liderança Perceção do Apoio Organizacional Identificação Organizacional |
| topic_facet | Organizational Change Management Employees’ Commitment to Change Leadership Communication Perceived Organizational Support Organizational Identification Consulting Industry Gestão da Mudança Organizacional Comprometimento dos Colaboradores para com a Mudança Comunicação da Liderança Perceção do Apoio Organizacional Identificação Organizacional |
| url | http://hdl.handle.net/10400.5/97400 |
| visible | 1 |