Dimensions and role of individual resistance against and commitment to planned organizational changes (a case study in a military organization)

This study is aimed to propose and evaluate a conceptual model of the relationship between individual resistance against and commitment to planned organizational changes. The proposed conceptual model consists of two parts، individual resistance with four dimensions and 13 indexes and commitment to organizational changes with 3 dimensions. The model was examined in a military organization. Statistical community of the research consists of all 850 managers and staff of the studied organization. Using Cochran''s formula and simple random sampling method، the sample size was determined 265 people. In this study a main hypothesis and three sub-hypotheses were tested at the 99% confidence level. According to obtained results in this study، there was no significant relationship between resistance against organizational changes and commitment to organizational changes. Also، the correlation between level of education and commitment to changes was reverse and the correlation between work experience and individual resistance against changes was direct. Lack of creative responses also was identified as the most important factor for individual''s resistance against changes. job background was only affective demographic variant on individual resistance; so in organization change process، rise of attention to employees with old job background can control and conduct their resistance. Also type of employment and level of education were affective demographic variants on commitment to change.