Profile Variables, Organizational Commitment, Trust in Peers and Management, and Readiness for Organizational Change: An Analysis towards Framework Development

Abstract

The study investigates the profile variables, organizational commitment, trust in peers and management, and readiness for organizational change toward framework development. This research utilizes a sequential mixed methods approach in the research design to answer the research problems at hand. A sequential mixed method research design is utilized by the researcher in collecting both quantitative and qualitative data, then analyzing and comparing them separately to see if the findings confirm or disconfirm with each other. Hence, purposive sampling is employed in gathering the sample size which is a non-probability sampling using the set criteria of the study. The study comprised four hundred respondents only. Results show that the majority of the respondents are master’s degrees which are needed in organizational change, commitment, and trust in peers. They have the necessary skills in leadership. Indeed, the extent of organizational commitment of employees shows that the company offers training and education relevant to their job at the correct time and the company offers promotions without any discrepancy at the correct time as part of the organizational commitment in addition to the benefits received by the employees beyond expectation. In addition, the extent of trust in peers & management of employees shows that employees trust their colleagues and support during the change process where they express their readiness in the implementation of the change among the respondents. They are willing to suggest and support higher education institutions. Similarly, the extent of employee readiness for organizational change shows that employees are willing to support the change process of the higher educational institutions and are willing to take responsibility for the change process where they can create new ideas and suggestions in times of change because they are also willing to learn especially in the innovation process of the change.