commitment to organizational change

Growth and development in each organization, accomplished with institutionalizing a culture of organizational change and acceptance this by staff. So, the purpose of this study was to investigate the relationship between the role of personal values and ethical behavior with a commitment to organizational change.

The study method was descriptive- correlation. The statistical population was all of the Azarbaijan Shahid Madani university staffs. Among them, 163 people were selected as a statistical sample. In order to collect datas, personal values, ethical behavior and commitment to organizational change questionnaire were used. Data were analyzed by Amos Graphic software through structural equation modeling.

Findings showed that there is a relation between personal values and non- ethical behavior and the commitment to organizational change. The results showed good fit between the saturated models with empirical model.  Mediating role of personal values with relationship between non- ethical behavior and a commitment to organizational change in the path analysis model was confirmed.

Ethical behavior index and its dimensions with personal values have a direct effect on commitment to organizational change. Individuals who do not respect the principles and criteria of organizational ethics have a negative influence on their personal and moral values, and can not be committed to a positive organizational change.