Nowadays, employees’ readiness for change plays a key role to implement many organizational change initiatives.

Using a sample of 510 bank employees in Jordan, this study seeks to analyze how high-performance human resource management practices and affective commitment impact employees’ readiness for change. We also seek to study the role of readiness for change in improving employee performance.

The results obtained through statistical analysis demonstrate a positive association between some high-performance human resource management practices with both affective commitment and readiness for change. Results also show a positive relationship between affective commitment and readiness for change.

We have also found that readiness for change is positively related to employees’ individual performance. Finally, our findings show that hierarchy culture positively moderates the relation of high-performance human resource management practices with affective commitment.

如今，员工对变革的准备对于实施许多组织变革举措起着关键作用。

本研究使用约旦 510 名银行员工的样本，旨在分析高绩效人力资源管理实践和情感承诺如何影响员工对变革的准备程度。我们还试图研究变革准备在提高员工绩效方面的作用。

通过统计分析获得的结果表明，一些高绩效人力资源管理实践与情感承诺和变革准备之间存在正相关。结果还表明，情感承诺和变革准备之间存在正相关关系。

我们还发现，对变革的准备程度与员工的个人绩效呈正相关。最后，我们的研究结果表明，等级文化积极调节高绩效人力资源管理实践与情感承诺的关系。