Moderating effect of employee's commitment to change on the relationship between leadership styles and employee's readiness to change in Yemen

Moderating effect of employee's commitment to change on the relationship between leadership styles and employee's readiness to change in Yemen

Change in the public sector is one of the main concerns due to its critical role in enhancing the public sector which consequently contributes to the development of the economy and society. Yemen as a least developed country, its employees of public sector were unable to implement the changes planne...

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Main Author: Al-Douis, Gamal Abdullah Ali
Format: Thesis
Language:eng
eng
Published: 2019
Subjects:
HF5549-5549.5 Personnel Management
Employment
Online Access:https://etd.uum.edu.my/8090/1/s93103_01.pdf
https://etd.uum.edu.my/8090/2/s93103_02.pdf
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id my-uum-etd.8090
record_format uketd_dc
institution Universiti Utara Malaysia
collection UUM ETD
language eng
eng
advisor Ahmad, Fais
Zakaria, Nazlina
topic HF5549-5549.5 Personnel Management
Employment
spellingShingle HF5549-5549.5 Personnel Management
Employment
Al-Douis, Gamal Abdullah Ali
Moderating effect of employee's commitment to change on the relationship between leadership styles and employee's readiness to change in Yemen
description Change in the public sector is one of the main concerns due to its critical role in enhancing the public sector which consequently contributes to the development of the economy and society. Yemen as a least developed country, its employees of public sector were unable to implement the changes planned. Besides, there is a gap in the literature in terms of examining the influencing and moderating factors that could affect the employee’s readiness to change. The aim of this thesis is to examine the effects of transformational leadership (TFL) style, transactional leadership (TAL) style and employee’s commitment towards change (ECC) on the employee’s readiness to change (ERC). The thesis also examines the moderating effect of ECC on the relationship between the two leadership styles (TFL and TAL) with ERC. The thesis utilizes Lewin's model and Social Exchange Theory (SET) as guiding theories and employs cross-sectional survey. The questionnaires were administered to collect data from the employees of the public sector in Yemen. Out of 768 questionnaires distributed through a self-administered approach, 387 usable responses were used for the analysis. By using Partial Least Square-Structural Equation Modeling, the findings show significant effects of TFL and ECC on the ERC. Furthermore, the findings show that TAL is not significantly related to ERC among the employees of the public sector in Yemen. Additionally, the findings reveal that ECC is a significant moderator on the relationship between TAL and ERC. These findings provide theoretical and practical implications. It contributes towards the body of knowledge of how employees are ready to changes in the public sectors of a least-developed country. It also provides significant insights in explaining a roadmap that help in understanding the most influential factors on employee’s readiness to change in a least developed country namely Yemen.
format Thesis
qualification_name Doctor of Philosophy (PhD.)
qualification_level Doctorate
author Al-Douis, Gamal Abdullah Ali
author_facet Al-Douis, Gamal Abdullah Ali
author_sort Al-Douis, Gamal Abdullah Ali
title Moderating effect of employee's commitment to change on the relationship between leadership styles and employee's readiness to change in Yemen
title_short Moderating effect of employee's commitment to change on the relationship between leadership styles and employee's readiness to change in Yemen
title_full Moderating effect of employee's commitment to change on the relationship between leadership styles and employee's readiness to change in Yemen
title_fullStr Moderating effect of employee's commitment to change on the relationship between leadership styles and employee's readiness to change in Yemen
title_full_unstemmed Moderating effect of employee's commitment to change on the relationship between leadership styles and employee's readiness to change in Yemen
title_sort moderating effect of employee's commitment to change on the relationship between leadership styles and employee's readiness to change in yemen
granting_institution Universiti Utara Malaysia
granting_department School of Business Management
publishDate 2019
url https://etd.uum.edu.my/8090/1/s93103_01.pdf
https://etd.uum.edu.my/8090/2/s93103_02.pdf
_version_ 1747828321449672704
spelling my-uum-etd.80902022-08-08T04:25:51Z Moderating effect of employee's commitment to change on the relationship between leadership styles and employee's readiness to change in Yemen 2019 Al-Douis, Gamal Abdullah Ali Ahmad, Fais Zakaria, Nazlina School of Business Management School of Business Management HF5549-5549.5 Personnel Management. Employment Change in the public sector is one of the main concerns due to its critical role in enhancing the public sector which consequently contributes to the development of the economy and society. Yemen as a least developed country, its employees of public sector were unable to implement the changes planned. Besides, there is a gap in the literature in terms of examining the influencing and moderating factors that could affect the employee’s readiness to change. The aim of this thesis is to examine the effects of transformational leadership (TFL) style, transactional leadership (TAL) style and employee’s commitment towards change (ECC) on the employee’s readiness to change (ERC). The thesis also examines the moderating effect of ECC on the relationship between the two leadership styles (TFL and TAL) with ERC. The thesis utilizes Lewin's model and Social Exchange Theory (SET) as guiding theories and employs cross-sectional survey. The questionnaires were administered to collect data from the employees of the public sector in Yemen. Out of 768 questionnaires distributed through a self-administered approach, 387 usable responses were used for the analysis. By using Partial Least Square-Structural Equation Modeling, the findings show significant effects of TFL and ECC on the ERC. Furthermore, the findings show that TAL is not significantly related to ERC among the employees of the public sector in Yemen. Additionally, the findings reveal that ECC is a significant moderator on the relationship between TAL and ERC. These findings provide theoretical and practical implications. It contributes towards the body of knowledge of how employees are ready to changes in the public sectors of a least-developed country. It also provides significant insights in explaining a roadmap that help in understanding the most influential factors on employee’s readiness to change in a least developed country namely Yemen. 2019 Thesis https://etd.uum.edu.my/8090/ https://etd.uum.edu.my/8090/1/s93103_01.pdf text eng public https://etd.uum.edu.my/8090/2/s93103_02.pdf text eng public phd doctoral Universiti Utara Malaysia Aarons, G. A., Ehrhart, M. G., Farahnak, L. R., & Hurlburt, M. S. (2015). Leadership and organizational change for implementation (LOCI): a randomized mixed method pilot study of a leadership and organization development intervention for evidence-based practice implementation. 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