[ ABSTRAK
Tujuan dari penelitian ini adalah melihat pengaruh gaya kepemimpinan changeleadership dan kepercayaan pada pemimpin terhadap komitmen perubahan padakaryawan. Penelitian ini dilakukan di PT. DEF, sebuah perusahaan distribusi farmasimilik swasta di Jakarta. Kuesioner yang digunakan dengan mengadaptasi 3 alat ukur,yaitu: Commitment to Change Inventory (Herscovitch & Meyer, 2002), ChangeLeadership Scale (Liu, 2010), dan Trust in the Leader Inventory (Yang & Mossholder,2010). Ketiga alat ukur ini diterjemahkan ke dalam Bahasa Indonesia. Hasil penelitian(N=129) menunjukkan bahwa terdapat hubungan yang positif dan signifikan antarachange leadership (r=0,323, p<0,01) dan kepercayaan pada pemimpin (r=0,277,p<0,01) dengan komitmen perubahan. Melalui analisa regresi berganda menggunakanteknik hirarkikal, ditemukan kepercayaan pada pemimpin menjadi prediktor yangsignifikan (b = 0,155, SE = 0,048, p < 0.01) dan change leadership memiliki kontribusiunik terhadap komitmen perubahan (b = 0,128, SE = 0,056, p < 0.01) daripada variabelkepercayaan pada pemimpin (b = 0,069, SE = 0,060, p > 0.01). Hasil penelitian iniberkontribusi pada pelaksanaan perubahan organisasi, karena organisasi dapatmemahami variabel yang lebih memprediksi komitmen perubahan sehingga dapatmelaksanakan perubahan organisasi yang lebih efektif.

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ABSTRACTThe purpose of this research is to identify the influence of change leadership style and

trust in the leader on employee’s commitment to change. This paper based on the

empirical research about commitment to change in PT. DEF, a privately owned

distribution pharmaceutical firm in Jakarta. Questionnaire in this study was adapted

from 3 measuring instrument: Commitment to Change Inventory (Herscovitch &

Meyer, 2002), Change Leadership Scale (Liu, 2010), and Trust in the Leader Inventory

(Yang & Mossholder, 2010). All measuring intrument is translated into Bahasa

Indonesia. The results (N=129) showed that there is a positive and significant

correlation between change leadership (r=0,323, p<0,01) and trust in the leader

(r=0,277, p<0,01) with commitment to change. Through multiple regression analysis, it

was found that trust in the leader as a significant predictor (b = 0.155, SE = 0,048, p

<0,01) and change leadership became a significant predictor to commitment to change

(b = 0,128, SE = 0,056, p <0,01) above and beyond trust in a leader (b = 0,069, SE =

0,060, p > 0,01). Results of this study contribute to the implementation of

organizational changes, because the organization can understand which variables that

better in predicting commitment to change, \so they can implement a more effective

organizational change.;The purpose of this research is to identify the influence of change leadership style and

trust in the leader on employee’s commitment to change. This paper based on the

empirical research about commitment to change in PT. DEF, a privately owned

distribution pharmaceutical firm in Jakarta. Questionnaire in this study was adapted

from 3 measuring instrument: Commitment to Change Inventory (Herscovitch &

Meyer, 2002), Change Leadership Scale (Liu, 2010), and Trust in the Leader Inventory

(Yang & Mossholder, 2010). All measuring intrument is translated into Bahasa

Indonesia. The results (N=129) showed that there is a positive and significant

correlation between change leadership (r=0,323, p<0,01) and trust in the leader

(r=0,277, p<0,01) with commitment to change. Through multiple regression analysis, it

was found that trust in the leader as a significant predictor (b = 0.155, SE = 0,048, p

<0,01) and change leadership became a significant predictor to commitment to change

(b = 0,128, SE = 0,056, p <0,01) above and beyond trust in a leader (b = 0,069, SE =

0,060, p > 0,01). Results of this study contribute to the implementation of

organizational changes, because the organization can understand which variables that

better in predicting commitment to change, \so they can implement a more effective

organizational change., The purpose of this research is to identify the influence of change leadership style and

trust in the leader on employee’s commitment to change. This paper based on the

empirical research about commitment to change in PT. DEF, a privately owned

distribution pharmaceutical firm in Jakarta. Questionnaire in this study was adapted

from 3 measuring instrument: Commitment to Change Inventory (Herscovitch &

Meyer, 2002), Change Leadership Scale (Liu, 2010), and Trust in the Leader Inventory

(Yang & Mossholder, 2010). All measuring intrument is translated into Bahasa

Indonesia. The results (N=129) showed that there is a positive and significant

correlation between change leadership (r=0,323, p<0,01) and trust in the leader

(r=0,277, p<0,01) with commitment to change. Through multiple regression analysis, it

was found that trust in the leader as a significant predictor (b = 0.155, SE = 0,048, p

<0,01) and change leadership became a significant predictor to commitment to change

(b = 0,128, SE = 0,056, p <0,01) above and beyond trust in a leader (b = 0,069, SE =

0,060, p > 0,01). Results of this study contribute to the implementation of

organizational changes, because the organization can understand which variables that

better in predicting commitment to change, \so they can implement a more effective

organizational change.]