Abstract:
This study on the Relationship of the Level of Commitment and Behavioral Intent of Sterling
Bank of Asia’s Employees to Support Change is a descriptive-correlational study that delves on
the dimension of the Organizational Commitment and Theory of Planned Behavior. This study
aims to determine the form of commitment the employees have for the organization, the extent of
employees’ behaviora' support for change, and the relationship of their form of commitment to
their intent to support change. The participants for this study consist of employees from the
supervisory and rank and file positions of Sterling Bank of Asia. A convenience sampling
procedure was conducted with The Theory of Planned Behavior Questionnaire by leek Ajzen
and the Organizational Commitment Questionnaire by Meyer and Allen (1991) as the research
instrument. Out of the 160 questionnaires distributes to meet the target 80 respondents, 97
questionnaires that were completely answered by the respondents were included for input and
data analysis. The findings from the data gathered revealed that the Affective Commitment
acquired the highest mean among the three domains of Organizational Commitment measured
measured. The Affective scale of commitment got a mean of x =41.2 (Continuance scale:
x =38.01, Normative scale: x =37.72). The indirect and direct measures used in the TPB scale
revealed a fairly strong intent from the employees to support the change initiatives of the
organization (indirect Measures: x =61.7075 with a range of -84 to +84 on the actual indirect
scale; Direct Measures: x =17.5842 with a range of 7-70 on the actual direct scale). The findings
from the data also revealed that there exists a positive relationship between the employees’
Affective Commitment and their behavioral intent to support change.
