Organizational commitment and resistance to change relationship and the effect of organizational commitment on resistance to change

It is an inevitable fact that companies must take part in the change process, due to their social nature. With globalization, international competition has increased and national/local companies started to change in order to increase their competitive power. Capital rich companies are expanding to international areas to make new investments and create new markets. International competition, the desire for market share protection and growth, the need for organizational development and growth forced national and international companies to be involved in the change process. Employees may show resistance to change for some reasons such as lack of knowledge about economic, rational, psychological, sociological outcomes and source of change process and its size and unions… Resistance to change can be seen by behaviors such as violation of work hours, collective resistance, strikes, leave of employment, transfer to another department, frequent conflicts, suggesting insignificant reasons for not being able to change, individual /mass work slow down, cutting relationships, withdrawal, complaint, absenteeism. The feelings of belonging that can be defined as the individuals' feeling of being part of the the organization, come out in the change process. The feeling of belonging makes more sense than how people see themselves as an employee. Understanding the level of resistance to change, the characteristics of employees, the feeling and / or thoughts of employees against organisation and the relationship between these variables is gaining importance in the process of identifying and updating strategies to cope with resistance. The research will focus on the resistance level of employees to change and the effect of demographic characteristics and organizational commitment of employees on resistance. Keywords: Resistance to change, Organizational commitment, Organization, Employee