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Transformational Leadership, Change Management, and Commitment to Change: A Comparison of Academic and Business Organizations

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Abstract

This study examined the differences in transformational leadership and commitment to change among academic and business organizations that had undergone organization transformation in the past 5 years. Surveys were administered to 305 employees from eight higher education academe institutions and 267 employees from eight business organizations in the services industry. As hypothesized, there were significant differences in transformational leadership between academic and business organizations. Academic respondents rated their leaders higher in terms of challenging the status quo, inspiring a shared vision, modeling the way, and encouraging the heart. Academic organizations also reported greater leadership support for changes than respondents from business organizations. In addition, the study found differences on the nature of influence of leadership and change management on employee commitment to change.

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Authors and Affiliations

  1. Ateneo de Manila University, Quezon City, Philippines

    Regina M. Hechanova & Raquel Cementina-Olpoc

Authors
  1. Regina M. Hechanova
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  2. Raquel Cementina-Olpoc
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Correspondence to Regina M. Hechanova.

Appendix

Appendix

Change Management Scale Items

  1. 1.

    Key executives clearly supported the change.

  2. 2.

    Leaders had political will to implement the change/s.

  3. 3.

    Leaders were sensitive to the employees’ reactions.

  4. 4.

    Leaders were transparent about the change/s.

  5. 5.

    Employees trusted the leaders who drove the change.

  6. 6.

    Leaders role modeled the change/s.

  7. 7.

    There was a dedicated change team.

  8. 8.

    The change team was capable.

  9. 9.

    The change team represented different units.

  10. 10.

    The goals of the change were clear.

  11. 11.

    The change was well planned and organized.

  12. 12.

    The change effort was adequately funded.

  13. 13.

    Progress toward goals was monitored.

  14. 14.

    Change efforts were rewarded.

  15. 15.

    People were consulted on the change.

  16. 16.

    The change was explained to everyone.

  17. 17.

    Progress toward goals was publicized.

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Hechanova, R.M., Cementina-Olpoc, R. Transformational Leadership, Change Management, and Commitment to Change: A Comparison of Academic and Business Organizations. Asia-Pacific Edu Res 22, 11–19 (2013). https://doi.org/10.1007/s40299-012-0019-z

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  • DOI: https://doi.org/10.1007/s40299-012-0019-z

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