Job stressors, workplace telepressure, workplace fomo and cynicism about change: Implication towards commitment to change

Organisational change is a crucial component for the organisation to be successful in any field including education. Higher Educational Institutions nowadays have to constantly change their systems, processes and operations in order to accommodate the external challenges. Thus, the objectives of this study is twofold. First, the purpose of this study is to examine the effects of antecedent factors (role overload, role ambiguity, interpersonal conflict, workplace telepressure and workplace Fear of Missing Out) on the commitment to change. Second, this study investigates the moderating effect of cynicism about organisational change in the hypothesised relationship. A total of 328 academic staffs in selected TVET institutions in Malaysia participated in the study. The data were analysed through structural equation modelling using PLS SEM. The finding of the study indicated that role overload, workplace telepressure and workplace Fear of Missing Out (FoMO) are positively affects employees’ commitment to change. The study also confirmed that role ambiguity and interpersonal conflict have a negative effect on the commitment to change among employees. Furthermore, this study also found that cynicism about organisational change moderates the relationship between workplace FoMO and commitment to change. This study contributed to the body of knowledge related to the current workrelated issues and provide more insights on the effect of workplace telepressure and workplace FoMO in the organisational context and the moderating role of cynicism about organisational change. Besides, the study aimed to provide practical implications, notably in the context of organisational change practices in higher educational institutions.