Purpose

Future organizations must focus on their ability to change to be sustainable, and this calls more attention to sustainability as an organizational issue. However, change initiatives often fail because of a lack of employee commitment. The purpose of this study is to examine how organizational culture and individual readiness for change (IRFC) relate to types of commitment to change.

Design/methodology/approach

Survey data from a sample of 259 employees in a Norwegian public organization undergoing major strategic changes were used to test the hypothesized relations.

Findings

The results show that flexible and stable organizational cultures did not relate differently to types of change commitment. This may indicate that the strength, rather than the type, of organizational culture is vital for change commitment. Nevertheless, a flexible organizational culture had a clearer relation to positive change commitment; in part through its positive relation with both change self-efficacy and negative personal valence. These are important dimensions of IRFC.

Originality/value

The study contributes to a nuanced understanding of the role of contextual and individual factors in explaining various types of commitment to organizational change, in particular, by examining the distinction between flexible and stable organizational culture, as well as separate dimensions of IRFC. A flexible culture together with both of the included dimensions of IRFC is shown to be of importance in fostering affective commitment to change – the gold standard of change commitment. Recognizing sustainability as an organizational issue underscores the need for creating a culture conducive to change.

中文翻译：

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通过对组织变革的承诺来实现可持续发展：组织文化和个人为变革做好准备的含义

目的

未来的组织必须专注于自身改变以实现可持续发展的能力，这需要更多地将可持续性作为组织问题来关注。但是，由于缺乏员工的投入，变更计划通常会失败。这项研究的目的是研究组织文化和个人对变革的准备程度（IRFC）与变革承诺类型之间的关系。

设计/方法/方法

挪威公共组织经历重大战略变革的259名员工的抽样调查数据用于检验假设的关系。

发现

结果表明，灵活稳定的组织文化与变革承诺的类型没有不同的关系。这可能表明，组织文化的力量而不是类型对于变革承诺至关重要。然而，灵活的组织文化与积极的变革承诺有着更清晰的关系；部分是因为它与变化的自我效能感和负面的个人效价具有积极关系。这些是IRFC的重要维度。

创意/价值

这项研究有助于对背景因素和个人因素在解释对组织变革的各种承诺做出解释时的作用进行细致的理解，特别是通过检查灵活和稳定的组织文化之间的区别以及IRFC的不同方面。灵活的文化以及IRFC包括的两个方面都显示出对培养对变更的情感承诺（变更承诺的金标准）非常重要。将可持续性视为组织问题，强调了创造一种有助于变革的文化的必要性。