Organizational change and commitment: Effects on well-being, turnover intent and quality of care in Spanish and Swedish eldercare

Abstract

Frequent organizational changes have been a rule rather than an exception in many European countries for decades. The present study investigates how affective organizational commitment relates to and moderates the effects of having been exposed to organizational restructuring on employee well-being, quality of care and turnover intentions among 530 eldercare employees in Sweden and Spain. The results show that there was a main effect of employees' experiences of being affected by change on well-being and turnover intentions but not on quality of care. Restructuring changes were moderated by affective commitment on turnover intentions. However, the buffering effect of affective commitment in terms of protecting employees from turnover intentions was weak.