Commitment to change: the roles of support, trust, justice, and affect

Introduction & Researches show that lack of commitment to change is one of the important factors that made changes ineffective. Commitment to change is a force that involved individual in processes is necessary for change success. In current research، path analysis model between organizational support، change supervisor support، trust to supervisor، justice، positive affect and commitment to change was investigated. Method & instruments: This study is descriptive and correlational. The research sample contained 463 individuals of Isfahan Oil Refining & Distribution Company that selected by stratified sampling and responded to research instruments.. Instruments was consist of perceived supervisory and organizational support، trust، procedural and interactional justice، positive affect and commitment to change inventories. Boot analysis showed that change supervisor support، procedural justice and interactional justice are mediator variables between trust، organizational support and normative commitment to change. According to results، managers and organizations recommended to establish commitment to change by increasing trust، support، positive affect and justice.