Organizational Change, Uncertainty and Employee Intentions: Based on the Perspective of Theory of Planned Behavior

Abstract

From the perspective of theory of planned behavior, this research developed a new causal model from the uncertainty of organizational change to employee response behavior. Relationships were verified with the use of the structural equation modelling method. The 354 employees of the case company were surveyed by questionnaire. The results indicated that the relationship between uncertainty and commitment is opposite to the original hypothesis. Uncertainty has a significant effect on job satisfaction and turnover intention. Job satisfaction has no directly significant effect on turnover intention, but it has a negatively significant effect through commitment. Subjective norm significantly affects turnover intention. This means that employees who are easily influenced by their superiors and colleagues will be more likely to be disturbed by others and have herd behavior, and they will have higher turnover intention.