When Compliance Undermines Trust: How Personal Resources Help Employees Adapt to Change

What is it about?

This study examines how employees’ perceptions of their organization’s climate influence their trust in top management. Specifically, it explores the role of perceived organizational compliance (POC)—the belief that an organization discourages change and values strict adherence to established norms. The researchers investigate how POC reduces employees’ trust in leaders and how certain personal resources may help buffer this negative effect, allowing employees to remain engaged and supportive of organizational change efforts. Using data from employees working in Pakistan-based organizations, the study finds that when workers perceive their organization as overly compliant, their trust in top management tends to decrease. However, this effect is weaker among employees who are more open to experience and those who show stronger affective commitment to change. These personal resources appear to help individuals maintain trust even in environments that resist innovation and encourage conformity. For managers and change leaders, the findings highlight the importance of fostering openness and commitment among employees during times of organizational rigidity. Encouraging adaptability and emotional investment in change can help counter the trust-dampening effects of compliance-oriented climates. In turn, this can improve collaboration and sustain morale, even when organizational norms or leadership practices are slow to evolve.

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Photo by Vitaly Gariev on Unsplash

Photo by Vitaly Gariev on Unsplash

Why is it important?

This research contributes to organizational behavior and change management by identifying how employees’ perceptions of compliance interact with personal traits to shape trust in leadership. It shows that the negative consequences of rigid organizational climates are not inevitable—employees with sufficient psychological and emotional resources can mitigate these effects and maintain confidence in top management. In today’s fast-changing business environment, the study’s insights are especially timely. Many organizations struggle to balance stability with adaptability, and these findings illustrate how developing employees’ openness and commitment to change can serve as valuable counterforces to cultures of compliance. Strengthening these personal resources can help build resilience, trust, and readiness for transformation across all levels of the organization.