This research develops a multilevel motivation model to examine the mediating effect of collective identity and change self-efficacy on the relationship between change leadership and employee commitment to change. Our model is empirically tested using data collected from 647 employees within 110 teams. The results show that in addition to the positive relationship between change leadership and employee commitment to change, collective identity at the group level and change self-efficacy at the individual level significantly mediate the positive relationship between change leadership and employee commitment to change. This paper rounds off with a discussion of limitations and contributions from theoretical and practical perspectives.

中文翻译：

---

变革领导力和员工对变革的承诺

这项研究建立了一个多层次的激励模型，以检验集体身份和变革自我效能对变革领导和员工对变革的承诺之间的关系的中介作用。我们使用从110个团队中的647名员工收集的数据进行了经验检验。结果表明，除了变革领导力与员工对变革的承诺之间存在正向关系外，群体层面的集体认同感和个体员工的变革自我效能在很大程度上改变了变革领导力与员工对变革的承诺之间的正向关系。本文从理论和实践的角度对局限性和贡献进行了讨论。