The impact of commitment and job insecurity on openness to organizational change: The case of Nigerian Civil Aviation Industry

This study explored the influence of commitment and job insecurity as predictors of openness to organizational change. Using a cross-section survey design, 205 employees from aviation industries in Nigeria participated in the study (58% males and 42% females; mean age = 34.21 years, SD = 7.57). Majority of the participants (87%) had at least Bachelor degree or Higher Diploma. Data were collected using Perceived Job Insecurity Measure, Organizational Commitment Questionnaire and Openness to Organizational Change measure while hierarchical multiple regressions was used for the analyse. The result showed that demographic and psychological factors yielded 3 and 19%, respectively on openness to organizational change. Specifically, commitment and job insecurity contributed significantly to openness to organizational change. The findings provided empirical support for the idea that commitment and job insecurity influence openness to organization change. Plausible implications for employees’ perception and work attitude are emphasized.