Ali Al-TahitahMohammed AbdulrabMohammed A. AlwaheebYaser Hasan Salem Al-MamaryIshaq Ibrahim2024-05-282024-05-28202026/6/20202394-51252412-7http://dx.doi.org/10.31838/jcr.07.09.188http://www.jcreview.com/index.php?mno=112631https://oarep.usim.edu.my/handle/123456789/5685Journal of Critical Reviews ISSN- 2394-5125 Vol 7 , Issue 9, 2020A 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.enCommitment to Change,Learning Organizational Culture,Readiness for Change,Education,YemenArticle1019102679