Recognizing the need for organizational change in a transition setting, we specify a research model entailing the effects of two important workplace variables on the relationship between dispositional resistance to change and organizational commitment. Organizational commitment is important because of its relationship with a host of considerations relevant to successful organizational change and development. We test the model with samples from four Ukrainian firms undergoing comparable substantive change, including in their human resource systems. The results indicate that the negative relationship between resistance to change and organization commitment is moderated by trust in management. Specifically, it is the lack of trust that exacerbates the negative influence of resistance to change on commitment. Also, high procedural justice strengthens the negative relationship, thereby reducing organizational commitment, an interesting divergence from the Western literature. These indigenous findings in a markedly different context from the West hold potential for theory that is richer and more comprehensive in its explanatory reach. The findings also provide useful insights for managers in Ukraine in their efforts to change organizational practices.

中文翻译：

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（未）绑定的纽带：乌克兰的变革和组织承诺

认识到在转型环境中组织变革的必要性，我们指定了一个研究模型，该模型涉及两个重要的工作场所变量对变革的性格阻力和组织承诺之间的关系的影响。组织承诺很重要，因为它与许多与成功的组织变革和发展相关的考虑因素有关。我们使用来自四家乌克兰公司的样本来测试该模型，这些公司经历了可比的实质性变化，包括他们的人力资源系统。结果表明，变革阻力与组织承诺之间的负相关关系受到对管理层的信任的调节。具体来说，正是缺乏信任加剧了抵制变革对承诺的负面影响。还，高度的程序正义加强了消极关系，从而降低了组织承诺，这是与西方文献的有趣分歧。在与西方明显不同的背景下，这些本土发现具有解释性范围更丰富、更全面的理论的潜力。调查结果还为乌克兰的管理人员努力改变组织实践提供了有用的见解。