Main Article Content
The purpose of this study was to examine the effects of positive psychological capital, learning goal orientation, and articulating a vision on affective commitment to organizational change. and the moderating effects of benefits of change and organizational cynicism on the relationships between these three variables and commitment of organizational change. Data were collected form 320 employees that have undergone organizational change during recent 1 year. After elimination of inadequate data, 297 data were obtained for statistical analysis. The results of hierarchial regression analyses showed that positive psychological capital and learning goal orientation positively predicted commitment to organizational change. Contrary to hypothesis, however, articulating a vision was negatively related to commitment to organizational change. Also the results of hierarchical regression analyses showed that benefits of change and organization cynicism moderated the relationship between positive psychological capital and affective organizational change commitment. Relationships between leaning goal orientation and affective organizational change commitment are moderated by benefits of change and organizational cynism. Contrary to hypotheses, however, when benefits of change is low and organizational cynicism is high, the relationships were stronger. Finally, implications and limitations of this study and the directions for future research were discussed on the basis of the results.
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