A primary contribution of this research is to empirically examine the effect of learning organizational culture (LOC) and readiness for change (RFC) on commitment to change (C2C). Meanwhile, it comes to identify the mediating role of readiness for change in the relationship between learning organizational culture and commitment to change. The data was collected throughout a survey distributed on 244 administrative staff of the educational ministries in Yemen using a stratified random sampling approach. Statistically, smart PLSSEM has been employed to obtain the results of the study. The findings revealed that all hypotheses were supported where LOC has a significant influence on both change readiness and commitment to change. Meanwhile, RFC was found to be a partial mediator in the causal and outcome variables. The implications of this study are focused on the importance of readiness for change and learning organizational culture in attaining and implement change processes as well during and after change begin.

Previous studies have shown the important role the organizational citizenship behavior (OCB) plays in determining and contributing to the overall organizational effectiveness and the way it leads organizations towards success in the intense competitive business environment as well as the role employees play in improving the organization's safety outcomes. This article aims at exploring the relationship between transformational leadership, psychological empowerment and organizational citizenship behavior. A survey questionnaire was used to collect primary data from 260 academic staff working in the five Malaysian research universities (MRUs). The study follows the two-steps analytical method using the software of SmartPLS 3.0, the measurement model assessment which include validity and reliability, and structural model assessment which include testing the hypothesized relationships. The results reveal that transformational leadership positively affect the organizational citizenship behavior and psychological empowerment. The study also confirms existence of positive effect of transformational leadership and psychological empowerment. Theoretical and practical implications were also examined. Keywords: psychological empowerment, transformational leadership, organizational citizenship behavior, SmartPLS, Malaysia