Undergraduate Honours Theses
Commitment to change in the constantly evolving world of work presents compelling obstacles for both employers and employees (Meyer, Allen, & Topolnytsky, 1998). The purpose of this study was to investigate the effects of impact reflection (i.e., focus on employer vs. employee) and extrinsic motivation (i.e., approach vs. avoidance motivation) on employed and working participants’ commitment to change scores and other commitment constructs, such as work-life balance and job satisfaction. In an online survey, participants were asked to consider a potential policy change that their employer might adopt (i.e., formalizing the use of social networking sites to recruit and screen potential employees, and monitor and interact with existing employees) and respond to a battery of measures (Commitment to Change Scales, Work-Life Balance Culture Scales, Job Satisfaction Scales) in response to this change. They also completed the Workplace Culture Questionnaire which measured perceptions of autonomy at work. Results showed no significant main effects of impact reflection or motivation on commitment to change, work-life balance, or job satisfaction. However, these three constructs were strongly correlated with each other, and workplace autonomy was strongly correlated with each of these commitment constructs. Other findings showed that age and educational attainment correlated with commitment to change, work-life balance, and job satisfaction. Implications of these findings and future research are discussed.