IMPACT OF ORGANIZATIONAL CHANGE AND DEVELOPMENT INTERVENTIONS ON EMPLOYEES’ JOB COMMITMENT

Abstract

The objective of this research was to examine which organizational change and development interventions can prepare employees to show high degree of job commitment for organizational change. The study uses descriptive research design. This study is based on the primary data collected from the sample of 331 employees from the entire employees' population of various banks. Similarly, questionnaire survey was used to collect the data for this study. In order to study the relationship between the independent variables that are transformational leadership, effective communication, empowerment, contingent reward, training, work design, learning culture with dependent variables that is employees' job commitment, descriptive analysis, association analysis and impact and regression analysis were performed. The findings of the study was that there is significant positive relationship of effective communication, training, work design and learning culture with employees' job commitment This study suggests the management and human resource managers to implement the organizational change and development interventions that are effective communication, training, work design and learning culture in the system of the organizations. This will develop the self efficacy amongst the employees to adapt to the change and further, prepare the employees to show high degree of job commitment for the organizational change.