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This paper aims to investigate the impact of Hofstede's five dimensions of national values (Power Distance, Individualism, Uncertainty Avoidance, Masculinity, and Long-Term Orientation) on commitment to organizational change and individual readiness for change. No empirical research of the influence of national values on organizational change was conducted. Structural equation model employed in particular confirmatory factor analysis and path analysis procedures was used to test the hypothesized model. Findings of this study offer valuable insights on why cultural values should be differentiated as they relate to different individual readiness and commitment to change. The findings of this study will be useful to the policy makers and organizations that plan to accomplish change initiatives, particularly those in Arabic region. Managers at international corporations can also benefit from this study if they have business dealings with the people from this region. The study is among the first that investigates the issue of change implementation from the perspective of national cultural values

The National Values Impact on Organizational Change in Public Organizations in Qatar