Peran Dukungan Organisasi dan Efikasi Diri Untuk Berubah Terhadap Komitmen untuk Berubah pada Karyawan Grup X
Keywords:
Perubahan Organisasi, Dukungan Organisasi, Efikasi Diri untuk Berubah, Komitmen untuk Berubah
Abstract
Perkembangan bisnis yang cepat dan dinamis menuntut perusahaan untuk dapat beradaptasi dengan cepat namun tetap mempertahankan keunggulan kompetitifnya. Salah satu kunci keberhasilan suatu perubahan organisasi adalah komitmen dari anggota organisasinya untuk berubah. Komitmen karyawan untuk berubah tidak tumbuh dengan sendirinya, melainkan banyak faktor yang memengaruhinya. Penelitian ini bertujuan untuk menguji hubungan antara dukungan organisasi dan efikasi diri untuk berubah terhadap komitmen untuk berubah. Penelitian ini dilakukan menggunakan teknik convenience sampling dan melibatkan 132 karyawan Grup X, sebuah perusahaan agribisnis di Indonesia. Instrumen yang digunakan adalah alat ukur Commitment to Change (Herscovitch & Meyer, 2002), Survey of Perceived Organizational Support (Eisenberger et al., 1986), dan alat ukur Change Related Self-Efficacy (Ashford, 1988). Analisis korelasi Pearson menunjukkan adanya hubungan yang signifikan dan positif antara dukungan organisasi dan komitmen untuk berubah, demikian pula dengan efikasi diri untuk berubah dan komitmen untuk berubah. Artinya, semakin tinggi dukungan organisasi yang dipersepsikan dan semakin besar keyakinan karyawan akan kemampuan dirinya dalam menghadapi perubahan, maka semakin kuat komitmen mereka untuk berubah. Dengan demikian, penelitian ini menekankan pentingnya keberadaan dukungan organisasi, efikasi diri dan komitmen untuk berubah di kalangan karyawan selama perubahan organisasi berlangsung. Â
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References
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Blau, P. M. (1964). Exchange and power in social life. New York: John Wiley.
Cullen, K. L., Edwards, B. D., Casper, W. C., & Gue, K. R. (2014). Employees’ adaptability and perceptions of change-related uncertainty: Implications for perceived organizational support, job satisfaction, and performance. Journal of Business and Psychology, 29(2), 269–280. https://doi.org/10.1007/s10869-013-9312-y
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Fuchs, S., & Prouska, R. (2014). Creating positive employee change evaluation: The role of different levels of organizational support and change participation. Journal of Change Management, 14(3), 361–383. https://doi.org/10.1080/14697017.2014.885460
Han, H., Daihani, D. U., & Arafah, W. (2022). The effect of strategic leadership, organizational identification, perceived organizational support, communication on readiness for change and the impact on commitment to change. Journal of Economics, Finance and Management Studies, 5(12), 3527-3530. DOI: 10.47191/jefms/v5-i12-09
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Herscovitch, L., & Meyer, J. P. (2002). Commitment to organizational change: Extension of a three-component model. Journal of Applied Psychology, 87(3), 474-487. https://doi.org/10.1037/0021-9010.87.3.474
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Kromah, M. D., Ayoko, O. B., & Ashkanasy, N. M. (2024). Commitment to organizational change: The role of territoriality and change-related self-efficacy. Journal of Business Research, 174(2024). https://doi.org/10.1016/j.jbusres. 2024.114499
Ling, B., Guo, Y., & Chen, D. (2018). Change leadership and employees’ commitment to change. Journal of Personnel Psychology, 17(2), 83–93. https://doi.org/10.1027/1866-5888/a000199
Mangundjaya, W. L. (2013). The predictor of affective commitment to change: attitude vs individual readiness for change. Romanian Economic and Business Review, 8, 198-202.
Mangundjaya, W. L. (2016). Psikologi dalam perubahan organisasi. Jakarta: Swasthi Adi Cipta.
Mangundjaya, W. L., & Giovanita, D. (2018). Transformational leadership, change self-efficacy on affective commitment to change, in banking versus insurance industries. Advanced Science Letters, 24(1), 497–499. https://doi.org/10.1166/ asl.2018.12049
Mangundjaya, W. L., Putri, E. M. & Shafira, A. (2023). Psychological empowerment and change self-efficacy as mediators between change leadership and affective commitment to change. Jurnal Sains Psikologi, 12(1), 99-115. http://dx.doi.org/ 10.17977/um023v12i12023p99-115
Meyer, J. P., & Allen, N. J. (1997). Commitment in the workplace: Theory, research, and application. Thousand Oaks, CA: Sage.
Naotunna, S., & Arachchige, B. (2016). Perceived organizational support and non-managerial employees’ commitment to change in Sri Lankan apparel firm. South Asian Journal of Human Resources Management, 3(1), 1-18. doi: 10.1177/2322093716637167
Neves, P. (2009). Readiness for change: Contributions for employee’s level of individual change and turnover intentions. Journal of Change Management, 9(2), 215–231. https://doi.org/10.1080/14697010902879178
Ning, J., & Jing, R. (2012). Commitment to change: Its role in the relationship between expectation of change outcome and emotional exhaustion. Human Resource Development Quarterly, 23(4), 461-485. https://doi.org/10.1002/hrdq.21149
Parish, J.T., Cadwallder, S., & Busch, P. (2008). Want to, need to, and ought to: Employee commitment to change. Journal of Organizational Change Management, 21(1), 32–52. DOI:10.1108/09534810810847020
Petrauskait?-Jocien?, V., & Korsakien?, R. (2024). The factors impacting employee commitment to organizational change. Business: Theory and Practice, 25(2), 488–501. https://doi.org/10.3846/btp.2024.21130
Purwaningrum, E. K., Suhariadi, F., & Fajrianthi. (2022). Participation and commitment to change on middle managers in Indonesia: The role of perceived organizational support as mediator. Global Business Review, 23(5), 1218–1235. DOI: 10.1177/ 0972150919892371
Puspitasari, D. A., & Mangundjaya, W. L. (2019). Leader–member exchange and affective commitment to change: Mediating role of change self-efficacy. Proceedings of the 3rd Forum in Research, Science, and Technology (FIRST 2019), 60–65. https://doi.org/10.2991/assehr.k.200407.011
Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review literature. Journal of Applied Psychology, 87(4), 698-714. Doi:10.1037/ 0021-9010.87.4.698
Robbins, S. P., & Judge, T. A. (2017). Organizational Behavior (17th ed.). Pearson Education.
Rockstuhl, T., Eisenberger, R., Shore, L. M., Kurtessis, J. N., Ford, M. T., Buffardi, L. C., & Mesdaghinia, S. (2020). Perceived organizational support (POS) across 54 nations: A cross-cultural meta-analysis of POS effects. Journal of International Business Studies. https://doi.org/10.1057/s41267-020-00311-3
Septiandari, A., Samian, & Riantoputra, C. D. (2021). Leader humility and employees’ accountability during the pandemic. International Research Journal of Business Studies, 14(1), 13-26. https://doi.org/10.21632/irjbs.14.1.13-26
Wanberg, C. R., & Banas, J. T. (2000). Predictors and outcomes of openness to changes in a reorganizing workplace. Journal of Applied Psychology, 85(1), 132–142. https://doi.org/10.1037/00219010.85.1.132
Azwar, A., & Puspa, D. F. (2018). Pengaruh change appropriateness dan self-efficacy terhadap level of individual change dan kinerja pegawai dengan affective commitment to change sebagai variabel intervening (studi empiris pada dinas pengelolaan keuangan daerah Prov. Sumbar). Jurnal Apresiasi Ekonomi, 1(3), 134-144. https://doi.org/10.31846/jae.v1i3.102
Badan Pusat Statistik Indonesia. (2023). Statistik Kelapa Sawit Indonesia volume 16. Jakarta: Badan Pusat Statistik.
Bandura, A. (1977). Self-efficacy: Toward a unifying theory of behavioral change. Psychological Review, 84(2), 191–215. https://doi.org/10.1037/0033-295x.84. 2.191.
Bandura, A. (1986). Social foundations of thought and action: A social cognitive theory. Prentice-Hall, Inc.
Blau, P. M. (1964). Exchange and power in social life. New York: John Wiley.
Cullen, K. L., Edwards, B. D., Casper, W. C., & Gue, K. R. (2014). Employees’ adaptability and perceptions of change-related uncertainty: Implications for perceived organizational support, job satisfaction, and performance. Journal of Business and Psychology, 29(2), 269–280. https://doi.org/10.1007/s10869-013-9312-y
Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P. D., & Rhoades, L. (2001). Reciprocation of perceived organizational support. Journal of Applied Psychology, 86(1), 42–51. https://doi.org/10.1037/0021-9010.86.1.42
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500–507. https://doi.org/10.1037/0021-9010.71.3.500
Eisenberger, R., Shanock, L. R., & Wen, X. (2020). Perceived organizational support: Why caring about employees counts. Annual Review of Organizational Psychology and Organizational Behavior, 7, 101–24. https://doi.org/10.1146/ annurev-orgpsych-012119-044917
Fatima, M., Riaz, A., Mahmood, H. Z., Usman, M. (2020). Linking employees change-related self-efficacy, change readiness and commitment to change. Pakistan Journal of Commerce and Social Sciences, 14(1), 334-367.
Fuchs, S., & Prouska, R. (2014). Creating positive employee change evaluation: The role of different levels of organizational support and change participation. Journal of Change Management, 14(3), 361–383. https://doi.org/10.1080/14697017.2014.885460
Han, H., Daihani, D. U., & Arafah, W. (2022). The effect of strategic leadership, organizational identification, perceived organizational support, communication on readiness for change and the impact on commitment to change. Journal of Economics, Finance and Management Studies, 5(12), 3527-3530. DOI: 10.47191/jefms/v5-i12-09
Haqq, Z. N., Haerudin, & Suwardi. Enhancing behavioral support for change: The role of employee participation and change self-efficacy as predictors. Proceedings of the 4th Asia Pacific Management Research Conference (APMRC 2022), 80-97. https://doi.org/10.2991/978-94-6463-076-3_6
Herscovitch, L., & Meyer, J. P. (2002). Commitment to organizational change: Extension of a three-component model. Journal of Applied Psychology, 87(3), 474-487. https://doi.org/10.1037/0021-9010.87.3.474
Jacobs, G., Witteloostuijn, A., & Christe?Zeyse, J. (2013). A theoretical framework of organizational change. Journal of Organizational Change Management, 26(5), 772-792. https://doi.org/10.1108/JOCM-09-2012-0137
Kromah, M. D., Ayoko, O. B., & Ashkanasy, N. M. (2024). Commitment to organizational change: The role of territoriality and change-related self-efficacy. Journal of Business Research, 174(2024). https://doi.org/10.1016/j.jbusres. 2024.114499
Ling, B., Guo, Y., & Chen, D. (2018). Change leadership and employees’ commitment to change. Journal of Personnel Psychology, 17(2), 83–93. https://doi.org/10.1027/1866-5888/a000199
Mangundjaya, W. L. (2013). The predictor of affective commitment to change: attitude vs individual readiness for change. Romanian Economic and Business Review, 8, 198-202.
Mangundjaya, W. L. (2016). Psikologi dalam perubahan organisasi. Jakarta: Swasthi Adi Cipta.
Mangundjaya, W. L., & Giovanita, D. (2018). Transformational leadership, change self-efficacy on affective commitment to change, in banking versus insurance industries. Advanced Science Letters, 24(1), 497–499. https://doi.org/10.1166/ asl.2018.12049
Mangundjaya, W. L., Putri, E. M. & Shafira, A. (2023). Psychological empowerment and change self-efficacy as mediators between change leadership and affective commitment to change. Jurnal Sains Psikologi, 12(1), 99-115. http://dx.doi.org/ 10.17977/um023v12i12023p99-115
Meyer, J. P., & Allen, N. J. (1997). Commitment in the workplace: Theory, research, and application. Thousand Oaks, CA: Sage.
Naotunna, S., & Arachchige, B. (2016). Perceived organizational support and non-managerial employees’ commitment to change in Sri Lankan apparel firm. South Asian Journal of Human Resources Management, 3(1), 1-18. doi: 10.1177/2322093716637167
Neves, P. (2009). Readiness for change: Contributions for employee’s level of individual change and turnover intentions. Journal of Change Management, 9(2), 215–231. https://doi.org/10.1080/14697010902879178
Ning, J., & Jing, R. (2012). Commitment to change: Its role in the relationship between expectation of change outcome and emotional exhaustion. Human Resource Development Quarterly, 23(4), 461-485. https://doi.org/10.1002/hrdq.21149
Parish, J.T., Cadwallder, S., & Busch, P. (2008). Want to, need to, and ought to: Employee commitment to change. Journal of Organizational Change Management, 21(1), 32–52. DOI:10.1108/09534810810847020
Petrauskait?-Jocien?, V., & Korsakien?, R. (2024). The factors impacting employee commitment to organizational change. Business: Theory and Practice, 25(2), 488–501. https://doi.org/10.3846/btp.2024.21130
Purwaningrum, E. K., Suhariadi, F., & Fajrianthi. (2022). Participation and commitment to change on middle managers in Indonesia: The role of perceived organizational support as mediator. Global Business Review, 23(5), 1218–1235. DOI: 10.1177/ 0972150919892371
Puspitasari, D. A., & Mangundjaya, W. L. (2019). Leader–member exchange and affective commitment to change: Mediating role of change self-efficacy. Proceedings of the 3rd Forum in Research, Science, and Technology (FIRST 2019), 60–65. https://doi.org/10.2991/assehr.k.200407.011
Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review literature. Journal of Applied Psychology, 87(4), 698-714. Doi:10.1037/ 0021-9010.87.4.698
Robbins, S. P., & Judge, T. A. (2017). Organizational Behavior (17th ed.). Pearson Education.
Rockstuhl, T., Eisenberger, R., Shore, L. M., Kurtessis, J. N., Ford, M. T., Buffardi, L. C., & Mesdaghinia, S. (2020). Perceived organizational support (POS) across 54 nations: A cross-cultural meta-analysis of POS effects. Journal of International Business Studies. https://doi.org/10.1057/s41267-020-00311-3
Septiandari, A., Samian, & Riantoputra, C. D. (2021). Leader humility and employees’ accountability during the pandemic. International Research Journal of Business Studies, 14(1), 13-26. https://doi.org/10.21632/irjbs.14.1.13-26
Wanberg, C. R., & Banas, J. T. (2000). Predictors and outcomes of openness to changes in a reorganizing workplace. Journal of Applied Psychology, 85(1), 132–142. https://doi.org/10.1037/00219010.85.1.132
Published
2026-02-03
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