Modeling Change Management Based on Organizational Culture with Emphasis on the Mediating Role of Organizational Commitment
Keywords:
Change Management, Organizational Culture, Organizational Commitment, Structural Equation Modeling, MediationAbstract
This study aimed to develop and test a structural model of change management based on organizational culture, considering the mediating role of organizational commitment among employees of information technology companies. This applied study employed a quantitative descriptive–correlational design. The statistical population consisted of employees working in information technology companies, from which 232 participants were selected using convenience sampling. Data were collected through three standardized instruments: Denison’s Organizational Culture Questionnaire (2000), Allen and Meyer’s Organizational Commitment Questionnaire (1990), and Mill’s Change Management Questionnaire (2003), all measured on a five-point Likert scale. Reliability was confirmed with Cronbach’s alpha coefficients above 0.87 for all constructs. Data analysis was conducted using SPSS and AMOS software. Confirmatory factor analysis and structural equation modeling were applied to evaluate the measurement and structural models. The results indicated that both organizational culture and organizational commitment had positive and significant effects on change management (p<0.001). The correlation coefficient between organizational culture and change management was 0.574, while that of organizational commitment and change management was 0.590. Path analysis revealed that organizational culture had both a direct effect (β=0.415) and an indirect effect through organizational commitment (β=0.217) on change management. The total effect of organizational culture on change management was 0.632, confirming the partial mediating role of organizational commitment. The findings suggest that successful change management depends on the simultaneous reinforcement of organizational culture and employee commitment. A supportive and participative culture enhances employees’ commitment, which in turn facilitates acceptance of change and reduces resistance. Therefore, managers should prioritize fostering a learning-oriented culture and strengthening organizational commitment to ensure effective and sustainable change implementation.
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Copyright (c) 2025 Mahdieh Teimouri (Author); Fatemeh Khoeini; Mehdi Zare Bahramabadi (Author)
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