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The purpose of this research was to explore what drives commitment to change processes in middle managers from the example of an energy utility company in Brazil. This study fills a gap in the literature as the existing theory did not fully explain the middle managers commitment to change process. The focus of this kind of study is usually on the individual's commitment to the organization and not to a change process itself. In this book, some relevant aspects of affective and instrumental commitment are exposed, as well as other important issues that can help to enhance middle managers' commitment in change processes.