Employees&rsquo; Commitment And Readiness For Organizational Change

Louella   Y. Buot,

Employees’ Commitment And Readiness For Organizational Change

Abstract:

This study is anchored on the Unfreeze – Change – Refreeze change model developed by Kurt Lewin (2001) to determine the employees’ commitment and readiness for organizational change. It utilized the descriptive research design. The respondents are all full-time tenured employees who have served the organization for at least three years. Purposive sampling design guided data-gathering using questionnaire was employed. The study revealed that the employees are very strongly committed to the organization. They are fairly committed to their career and social relationship. The stronger the commitment of these employees for the organization, the more they are willing to participate and ready for organizational change. Commitment for career and social relations are not significantly related to the employees’ readiness for change. Commitment to the organization, career, social relations and readiness for change do not differ significantly when grouped according to the respondents’ profile.

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