The purpose of the study is to explore and explain how and why perceived support can create a sense of want to, ought to and have to change. This study investigates perceived organizational support (POS) and perceived supervisor supports (PSS) influences on the dimensions of commitment to change (C2C), affective- (AC2C), continuous- (CC2C) and normative commitment to change (NC2C). To investigate the relationships, a mix-method approach is applied. Data is yield from 168 survey respondents from three subsidiaries in Southeast Asia within a multinational corporation (MNC) and through eight interviews with employees at one subsidiary. The findings reveals that POS is more important in change initiatives than PSS, indicating that POS is vital to understand the influence on employees C2C mindset. POS is identified as the glue that binds employees and change goals together into the desired mindset of AC2C. This study contributes to literature by presenting new perspectives concerning POS and PSS influences on C2C dimensions within an MNC. Adding a layer to research that has largely focused on the concepts within psychology. This study is an introduction to deeper understanding of the relationships between POS, PSS and the C2C dimensions. Signaling that further research should focus more on this context.
| Identifer | oai:union.ndltd.org:UPSALLA1/oai:DiVA.org:uu-355009 |
| Date | January 2018 |
| Creators | Brambeck, Maria Tove Helen, Savmyr, Therese Marie Helen |
| Publisher | Uppsala universitet, Företagsekonomiska institutionen, Uppsala universitet, Företagsekonomiska institutionen |
| Source Sets | DiVA Archive at Upsalla University |
| Language | English |
| Detected Language | English |
| Type | Student thesis, info:eu-repo/semantics/bachelorThesis, text |
| Format | application/pdf |
| Rights | info:eu-repo/semantics/openAccess |
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