I am Positive So I Change: How Psychological Capital Promotes Commitment to Change

• Main Authors: Hsiang-Yi Lai, 賴湘怡
• Other Authors: 張曼玲
• Format: Others
• Language: zh-TW
• Published: 2019
• Online Access: http://ndltd.ncl.edu.tw/cgi-bin/gs32/gsweb.cgi/login?o=dnclcdr&s=id=%22107NCHU5457040%22.&searchmode=basic

碩士 === 國立中興大學 === 高階經理人碩士在職專班 === 107 === This study aims to explore the relationships between psychological capital (PsyCap) and commitment to change, and whether this relationship can be explained by person-job fit. The issue is important because of the introduction of FinTech, leading organizations to face tremendous changes. The changes have a greater impact on the employees who will be transferred to new positions. If these employees can commit to change, they can successfully adapt to change and promote organizational change. In view of this trend in practice, this issue is worthy of further discussion. To empirically study this issue, employees who work in a commercial bank in Taiwan and were transformed to a new department were invited to participate in surveys. Eventually, 158 valid questionnaires were collected. This study finds that: (1) hope has a positive relationship with the commitment to change; (2) resilience and hope are positively related to the person-job fit; (3) self-efficacy has a negative impact on person-job fit; (4) the relationship between hope and commitment to change was completely mediated by person-job fit. Theoretical implications for organizational change research and PsyCap research, and managerial implications for organizations which undergo changes are discussed.