• Isuru Achintha Ekanayake Faculty of Management Studies, Sabaragamuwa University of Sri Lanka, Belihuloya, Sri Lanka
  • Rathnayaka Mudiyanselage Samanthika Kumari Faculty of Management Studies, Sabaragamuwa University of Sri Lanka, Belihuloya, Sri Lanka
  • Sachini Charuni Nimalsiri Faculty of Management and Finance, University of Colombo, Colombo, Sri Lanka



Individualism, Commitment to Change, Culture, Organizational Change, Power Distance


Many efforts for successful implementation of planned changes have fail due to various reasons; out of which people factor is crucial. Thus, managing a change is a challenge. Hence the present study considered commitment to change of lower level employees in Sri Lankan context. The research was based on two studies; first, to find out the levels of commitment to change; and second, to find out the relationship between commitment to change and two cultural dimensions; power distance and individualism using a survey method. The findings revealed that, lower level employees have less affective and normative commitment to change while high continuance commitment to change. Both power distance and individualism significantly and negatively correlated with commitment to change. Thus, lower level employees expect a less power distant and collective work culture to support a successful change effort. 


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How to Cite

Ekanayake, I. A., Kumari, R. M. S., & Nimalsiri, S. C. (2019). CULTURAL IMPACT ON COMMITMENT TO CHANGE OF LOWER LEVEL EMPLOYEES. PEOPLE: International Journal of Social Sciences, 5(1), 440–459.