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Despite being regarded as a critical psychological process influencing the effectiveness change initiatives, concerns about change have not received empirical attention in organizational change literature. The present study addresses this issue by the relationships among employees’ concerns about change (conceptualized including concerns about the contents and benefits of change, and concerns about the change), commitment to change and innovative work behavior. First, in a undergoing a major administrative change (N 1⁄4 435), concerns about change generally found to be negatively related to affective and normative commitment change and positively related to continuance commitment to change. These results replicated in a chemical and pharmaceutical company undergoing a technological (N 1⁄4 113), except that concerns about change were unrelated to normative to change. In addition, employees’ innovative work behavior moderated relationship of concerns about change to affective commitment to change such that relationship was negative when innovative behavior was low but nonsignificant innovative behavior was high. This study provides scholars and practitioners with theoretically and empirically grounded framework for assessing employees’ concerns change, and moves research a step forward into identifying the behaviors that should support to counteract this psychological threat.
Battistelli et al. (Thu,) studied this question.