Change Communication and Organizational Trust on Employee's Commitment to Change
Changes occur in every day including in organizations. Previous studies showed that to succeed the change, individual commitment to change has to be developed. The aims of the research are to know the impact of change communication and organizational trust on a commitment to change and to test which of the two factors that have a more significant impact. The study conducted with 238 employees of banking and non banking (insurance) companies in Jakarta. Data collected using the questionnaires of commitment to change inventory, change communication questionnaire and organizational trust inventory. The results indicate that both change communication and organizational trust have a positive impact on commitment to change. However, the result of change communication is still debatable. Results also show that between the two factors, organizational trust has a higher impact on the commitment to change compares to change communication. The applications of the study are essential for the organization to pay attention and develop organizational trust to establish a commitment to change.