Journal of Management and Sustainability; Vol. 4, No. 1; 2014 ISSN 1925-4725 E-ISSN 1925-4733 Published by Canadian Center of Science and Education 204 Assessing Employee Attitudes towards Organizational Commitment and Change: The Case of King Faisal Hospital in Al-Taif Governorate, Kingdom of Saudi Arabia Wageeh A. Nafei 1 1 University of Sadat City, Menoufia, Egypt Correspondence: Wageeh A. Nafei, University of Sadat City, Menoufia, Egypt. E-mail: dr.wageeh1965@yahoo.com Received: June 19, 2013 Accepted: July 22, 2013 Online Published: February 25, 2014 doi:10.5539/jms.v4n1p204 URL: http://dx.doi.org/10.5539/jms.v4n1p204 Abstract This study investigates the attitudes of employees toward organizational commitment and change. It was conducted at King Faisal Hospital in Al-Taif Governorate, KSA. It is the first empirical work in the field of Human Resources Management aiming at analyzing the attitudes of employees toward organizational commitment and change. The study tackles the linkage between employees’ attitudes towards organizational commitment and change which is one of the most significant constructs in organizational behavior. The present study investigates the evaluative attitudes of the employees towards organizational commitment and change. It will also illustrate the relationship between organizational commitment and change. Three groups of employees were examined. Of the 350 questionnaires that were distributed, 295 usable questionnaires were returned, a response rate of 84%. The finding reveals that there are differences among the three groups of employees regarding their evaluative attitudes towards organizational commitment and change. Also, this study showed that there is an association between organizational commitment and change. Organizational commitment is one of the important elements that have impact on organizational change. It plays an important role in employee’s acceptance of change. It will result in willingness to accept organizational change. In sum, employees with high organizational commitment are more willing to exert more effort in a change project. Therefore, it is more likely to develop positive attitudes towards organizational change. Finally, the implications of this study are discussed. Keywords: organizational commitment, organizational change 1. Introduction The change can be really effective only if there is a change of attitude (Dobrea & Găman, 2011). Change is the only constant. The only difficulty is to follow it (Bold, 2010). Change has become a dominant aspect of organizational life (Dupuy, 2002). Change is natural and cannot be controlled. It occurs when there is economic development, climate and technology (Hatch, 2009). One of the prerequisites of organizational change management is that for initiating and implementing successful change which is necessary to conduct a complete and systematic process for transforming the organizational realities. For that, the leadership development plays a very important role, being a key factor in the process of organizational transformation that can explain the shift from a competitive level to another one (Radu & Năstase, 2011). Attitudes towards organizational change may be defined as an employee's overall positive or negative evaluative judgment of a change initiative implemented by their organization (Elias, 2009). It is the internal state that influences individual's choices of personal action, or a response tendency towards the change (Bianey, et al., 2004). It is the certain regularities of an individual's feelings, thoughts and predispositions to act towards some aspect of his or her environment (Visagie, 2010).