中文摘要：

企业必须持续变革以追求生存和发展，同时又面临变革失败率高的风险。而员工的变革承诺对组织变革具有重要意义，因此得到越来越多的关注，却少有研究关注变革氛围是否、以及如何影响变革承诺。本文基于激励理论视角，结合氛围、变革能力和信任的相关文献构建了一个理论模型，用于解释变革氛围感知和变革承诺的关系，以及变革能力评价和对领导的信任在此关系中的调节作用。基于16家实施“军民结合”战略的军工企业的472份有效问卷的数据建立回归模型，分析结果表明员工感知到的变革氛围与其变革承诺正相关，且这种关系受到对领导的信任和组织变革能力评价的正向调节。文章结尾讨论了研究的意义、局限性和未来研究方向。

英文摘要：

Nowadays, the complexity and dynamics of external environment force all business organizations to change for smwival and de- velopment. Although more and more attention has been paid to the commitment to organizational change, very few researches address the questions of whether and how organizational change climate influences employees＇ commitment to organizational change. From the per- spective of incentive theory, the current research incorporates relevant literature to build a theoretical model to describe the relationship between individual perception of organizational change climate and commitment to organizational change, and the moderating roles of trust in change leaders and evaluation of change capacity. Based on the data of 472 employees from 16 companies which have implemented the strategic organizational change of ＂military-civilian-integration policy＂, the proposed model is tested by a series of regression models. The results indicate that the perception of organizational change climate is positively related to commitment to organizational change, and this relationship is positively moderated by the trust in organizational change leaders and the evaluation of organizational change capacity. The theoretical and practical significance as well as some limitations and future research directions are discussed.