ABSTRAK
Penelitian ini bertujuan untuk melihat efektivitas pemberian intervensi coachingdalam rangka meningkatkan iklim psikologis dan komitmen untuk berubah padakaryawan di PT. X. Penelitian ini adalah penelitian korelasional yang terdiri dari duastudi. Pada studi I, digunakan cross-sectional study design dengan partisipansejumlah 48 orang karyawan Departemen Editorial A dan B di PT. X. Sementara,pada studi II digunakan the before-and-after study design dengan partisipan sejumlah3 orang karyawan Departemen Editorial A dan B di PT. X. Penelitian inimenggunakan alat ukur Commitment to Change (Herscovitch & Meyer, 2002) danPsychological Climate (Brown & Leigh, 1996). Hasil uji Pearson correlation danregresi linear pada studi I menunjukkan bahwa terdapat hubungan yang signifikanantara iklim psikologis dan komitmen untuk berubah (p = .009; p < .01), dimana13,7% varians komitmen untuk berubah dapat dijelaskan oleh iklim psikologis(R2 = .137; p = .009; p < 0.1). Uji korelasi menunjukkan bahwa dimensipsychological meaningfulness memiliki hubungan yang signifikan dengan komitmenuntuk berubah (r = .439; p = .002; p < .01). Untuk itu, peneliti menjadikan dimensipsychological meaningfulness sebagai fokus dalam memberikan intervensi coachingkepada 7 pasang atasan-bawahan. Pada studi II dilakukan perhitungan denganWilcoxon signed-rank test dan diperoleh hasil bahwa terdapat perbedaan skor iklimpsikologis (p = .045; p > .05) dan komitmen untuk berubah (p = .007; p > .05) yangsignifikan antara sebelum dan setelah diberikan intervensi. Dengan demikian, dapatdisimpulkan bahwa intervensi coaching yang diberikan efektif untuk meningkatkaniklim psikologis dan komitmen untuk berubah.

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ABSTRACT
This research was conducted to examine the effectiveness of coaching intervention inorder to improve psychological climate and commitment to change on employee inPT. X. This research is a correlational research consisting of two studies. On study I,cross-sectional study design was used for 48 employees of A and B EditorialDepartment?s in PT. X as the research participants. Meanwhile, the second study usedthe before-and-after study design for 3 employees of A and B Editorial Department?sin PT. X as the research participants. This research used Commitment to Changeinventory (Herscovitch & Meyer, 2002) and Psychological Climate inventory (Brown& Leigh, 1996). The result of Pearson correlation and linear regression test on study Ishowed that there is a significant relationship between psychological climate andcommitment to change (p=.009; p<.01), where 13.7% of the variance of commitmentto change can be explained by psychological climate (R2 = .137, p = .009; p < 0.1).Correlation test showed that the dimension of psychological meaningfulness has asignificant relationship with a commitment to change (r = .439, p = .002; p <.01).Therefore, researcher made psychological meaningfulness as a focus in providingcoaching intervention to 7 pairs of superior-subordinate. Based on the calculation ofWilcoxon signed-rank test on study II, it is known that there are significantdifferences between before and after the intervention in psychological climate score(p = .045; p > .05) and commitment to change score (p = .007; p > .05). Thus, it canbe concluded that the coaching intervention is effective to improve psychologicalclimate and commitment to change