Personality traits, internal communication, leadership styles, organizational culture and employees’ commitment to change in Malaysian large companies

Personality traits, internal communication, leadership styles, organizational culture and employees’ commitment to change in Malaysian large companies

This study examined the influence of personality traits, internal communication and leadership styles on employees’ commitment to change that are moderated by organizational culture. Employees’ commitment to change is important for large companies to sustain in the global economy. Lewin’s Three Step...

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Main Author: Marchalina, Leonis
Format: Thesis
Language:eng
eng
Published: 2018
Subjects:
HD28-70 Management
Industrial Management
Online Access:https://etd.uum.edu.my/7435/1/s93971_01.pdf
https://etd.uum.edu.my/7435/2/s93971_02.pdf
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id my-uum-etd.7435
record_format uketd_dc
institution Universiti Utara Malaysia
collection UUM ETD
language eng
eng
advisor Ahmad, Hartini
topic HD28-70 Management
Industrial Management
spellingShingle HD28-70 Management
Industrial Management
Marchalina, Leonis
Personality traits, internal communication, leadership styles, organizational culture and employees’ commitment to change in Malaysian large companies
description This study examined the influence of personality traits, internal communication and leadership styles on employees’ commitment to change that are moderated by organizational culture. Employees’ commitment to change is important for large companies to sustain in the global economy. Lewin’s Three Step Model underpinned this study which believed the variables that affect the departure from the status quo to the current state. This study utilized the triangulation approach in order to get both broad and in-depth findings. Quantitative data were collected from 294 employees of large companies in various sectors that were listed in the Kuala Lumpur Stock Exchange (KLSE) Malaysia. The research used the simple random sampling and the cross-sectional survey. In order to understand the real situation of the concerns of the individuals on their commitment to change, six participants were interviewed. The key results revealed that personality traits and transformational leadership influence employees’ commitment to change, moderated by the organizational culture. In addition, the real views of the employees’ commitment to change showed that a strong leadership is necessary to enable the employees to undertake change. Interestingly, authentic personality and five senses (i.e. sense of belonging, sense of valuing, sense of believing, sense of urgency, and sense of improving) emerged from the study as natural concerns. This study successfully meets the objectives of discovering the factors that influence employees’ commitment to change through a moderating effect (i.e. organizational culture). Hence, it is hoped that the study contributes to the change management and human resource literature. The originality of the study is the establishment of the instruments and the construction of the theory on employees’ commitment to change, which highlights the importance of transformational leadership and personality traits. Likewise, this study implies that both practitioners and leaders need to review how they could increase employees’ commitment to change based on various personalities, internal communication and leadership approaches.
format Thesis
qualification_name Ph.D.
qualification_level Doctorate
author Marchalina, Leonis
author_facet Marchalina, Leonis
author_sort Marchalina, Leonis
title Personality traits, internal communication, leadership styles, organizational culture and employees’ commitment to change in Malaysian large companies
title_short Personality traits, internal communication, leadership styles, organizational culture and employees’ commitment to change in Malaysian large companies
title_full Personality traits, internal communication, leadership styles, organizational culture and employees’ commitment to change in Malaysian large companies
title_fullStr Personality traits, internal communication, leadership styles, organizational culture and employees’ commitment to change in Malaysian large companies
title_full_unstemmed Personality traits, internal communication, leadership styles, organizational culture and employees’ commitment to change in Malaysian large companies
title_sort personality traits, internal communication, leadership styles, organizational culture and employees’ commitment to change in malaysian large companies
granting_institution Universiti Utara Malaysia
granting_department Othman Yeop Abdullah Graduate School of Business
publishDate 2018
url https://etd.uum.edu.my/7435/1/s93971_01.pdf
https://etd.uum.edu.my/7435/2/s93971_02.pdf
_version_ 1747828218253017088
spelling my-uum-etd.74352021-08-11T01:34:45Z Personality traits, internal communication, leadership styles, organizational culture and employees’ commitment to change in Malaysian large companies 2018 Marchalina, Leonis Ahmad, Hartini Othman Yeop Abdullah Graduate School of Business HD28-70 Management. Industrial Management This study examined the influence of personality traits, internal communication and leadership styles on employees’ commitment to change that are moderated by organizational culture. Employees’ commitment to change is important for large companies to sustain in the global economy. Lewin’s Three Step Model underpinned this study which believed the variables that affect the departure from the status quo to the current state. This study utilized the triangulation approach in order to get both broad and in-depth findings. Quantitative data were collected from 294 employees of large companies in various sectors that were listed in the Kuala Lumpur Stock Exchange (KLSE) Malaysia. The research used the simple random sampling and the cross-sectional survey. In order to understand the real situation of the concerns of the individuals on their commitment to change, six participants were interviewed. The key results revealed that personality traits and transformational leadership influence employees’ commitment to change, moderated by the organizational culture. In addition, the real views of the employees’ commitment to change showed that a strong leadership is necessary to enable the employees to undertake change. Interestingly, authentic personality and five senses (i.e. sense of belonging, sense of valuing, sense of believing, sense of urgency, and sense of improving) emerged from the study as natural concerns. This study successfully meets the objectives of discovering the factors that influence employees’ commitment to change through a moderating effect (i.e. organizational culture). Hence, it is hoped that the study contributes to the change management and human resource literature. The originality of the study is the establishment of the instruments and the construction of the theory on employees’ commitment to change, which highlights the importance of transformational leadership and personality traits. Likewise, this study implies that both practitioners and leaders need to review how they could increase employees’ commitment to change based on various personalities, internal communication and leadership approaches. 2018 Thesis https://etd.uum.edu.my/7435/ https://etd.uum.edu.my/7435/1/s93971_01.pdf text eng public https://etd.uum.edu.my/7435/2/s93971_02.pdf text eng public http://sierra.uum.edu.my/record=b1696766~S1 Ph.D. doctoral Universiti Utara Malaysia Aaker, D. A. (1996). 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