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"VUCA dan kompleksitas persaingan global mendesak semua organisasi untuk siap berubah termasuk organisasi sektor publik. Penelitian ini bertujuan untuk mengetahui pengaruh involved communication dan perceived organizational support terhadap readiness for change di sektor publik. Penelitian ini juga menyelidiki peran mediasi organizational identification. Data sebanyak 437 responden dikumpulkan dari pegawai yang bekerja pada Otoritas Pajak Pusat melalui survei daring dan sebanyak 384 isian responden dianalisis lebih lanjut. Penelitian ini memberikan kontribusi pada prediktor yang mempengaruhi readiness for change pada sektor publik di Indonesia. Pengujian hipotesis menggunakan Structural Equation Modeling dengan Lisrel 8.8. Hasil penelitian menunjukkan bahwa terdapat pengaruh positif signifikan antara involved communication dengan readiness for change namun pengaruh perceived organizational support tidaklah signifikan terhadap readiness for change Organizational identification mampu memediasi secara parsial hubungan antara involved communication dengan readiness for change dan secara penuh antara perceived organizational support dengan readiness for change. Penelitian ini memberikan kontribusi di bidang manajemen sumber daya manusia melalui panduan praktis untuk meningkatkan readiness for change menghadapi perubahan organisasi di sektor publik khususnya pada pelayanan perpajakan.

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VUCA and the complexity of global competition urge all organizations to be ready for change including public sector organizations. This study aims to investigate the influence of involved communication and perceived organizational support on readiness for change in the public sector. The study also explores the mediating role of organizational identification. Data from 437 respondents working at the National Tax Authority were collected through an online survey and 384 respondents data were further analyzed. This research contributes to predictors that affect readiness for change in the public sector in Indonesia. Hypothesis testing was conducted using Structural Equation Modeling with Lisrel 8.8. The results show a significant positive effect of involved communication on readiness for change, while perceived organizational support has a nonsignificant effect on readiness for change. Organizational identification partially mediates the relationship between involved communication and readiness for change, and fully mediated perceived organizational support and readiness for change. This study contributes to the field of human resource management through practical guidelines to enhance readiness for change in facing organizational changes in the public sector especially in taxation service."

"Penelitian ini bertujuan untuk mengetahui pengaruh involved communication terhadap readiness for change yang dimediasi oleh organizational identification dan change recipients’ beliefs pada pendidik dan tenaga kependidikan Perguruan Tinggi Negeri dan Swasta di Indonesia. Penelitian ini merupakan jenis penelitian kuantitatif dengan menggunakan desain cross-sectional dan metode purposive sampling dalam mengumpulkan data primer dengan jumlah sampel 211 responden. Pengolahan data dilakukan menggunakan metode Structural Equation Modeling (SEM). Hasil penelitian ini menunjukkan bahwa involved communication memiliki pengaruh positif terhadap organizational identification dan change recipients’ beliefs, memiliki pengaruh bersifat negatif terhadap resistance to change, tetapi tidak memiliki pengaruh positif terhadap readiness for change. Kontribusi teoritis penelitian ini adalah dapat menemukan pengaruh positif involved communication terhadap organizational identification, change recipients’ beliefs, dan readiness for change dan disaat yang sama memiliki pengaruh negatif terhadap resistance to change. Selain itu, kontribusi praktis dari penelitian ini adalah sebagai bahan pertimbangan untuk dapat menciptakan strategi komunikasi dan keterlibatan tenaga pendidik dan kependidikan perguruan tinggi yang lebih kreatif dan menyesuaikan perkembangan zaman.

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This study aims to determine the effect of involved communication on readiness for change mediated by organizational identification and change recipients’ beliefs in the educators and educational staff in state and private universities in Indonesia. This quantitative research uses cross-sectional design and purposive sampling method to collect primary data with a number of 211 respondents. Data processing is performed using the Structural Equation Modeling (SEM) method. The results of this study indicate that involved communication has a positive influence on organizational identification and change recipients’ beliefs, has a negative effect on resistance to change, but does not have a positive effect on readiness for change. The theoretical contribution of this research is that it can find the positive influence of involved communication on organizational identification, change recipients’ beliefs, and readiness for change and at the same time have a negative influence on resistance to change. Meanwhile, the practical contribution is a material consideration to be able to create a communication strategy and involvement of educators and tertiary education staff who are more creative and adapt to the time."

"ABSTRAKPenelitian ini meneliti 248 responden yang terdiri dari karyawan staff danatasan atau pimpinan di lingkungan PT. Taspen. Dilatarbelakangi oleh ketidakpastian lingkungan yang dialami PT Taspen seperti pengembangan model bisnisbaru dan kekurangan sumber daya manusia akibat putusnya program rekrutmen,memaksa karyawan untuk dapat mengikuti arus perubahan. Sehingga kesiapanuntuk berubah atau readiness for change menjadi hal yang menarik untuk di teliti.Faktor-faktor yang diangkat untuk melihat pengaruhnya terhadap readiness forchange adalah Leader member exchange (LMX) dan Perceived OrganizationalSupport (POS). kedua faktor tersebut memberikan pengaruh yang sangat tinggiterhadap dimensi valence sebagai Readines For Change

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ABSTRACTThis study examined the 248 respondents consisting of staff employees andsuperiors or leaders within the PT. TASPEN. Motivated by the uncertainty of theenvironment that experienced by PT. TASPEN, like developing new businessmodel and lack of human resources due to discontinuation recruitment, thisuncertainty environment force employees to be able to follow the flow of change.So that the readiness for change be interesting to investigate. Factors that influencethe readiness for change in this research are the Leader member exchange (LMX)and Perceived Organizational Support (POS). High finding on the research resultsexplain both factors have the most effect in affecting valence as a Readines ForChange dimension."

"Analisis Pengaruh Readiness for Change terhadap Resistance to Change Karyawan dalam Proses Perubahan Organisasi Studi Kasus: BPJS Kesehatan Penelitian ini bertujuan untuk memahami pengaruh negatif dari individual readiness for change dan organizational readiness for change terhadap resistance to change. Proses pengumpulan data dalam penelitian ini menggunakan metode survey dengan menyebarkan kuesioner online. Objek penelitian ini adalah 3634 karyawan BPJS Kesehatan dengan masa kerja lebih dari setahun. Melalui metode Structural Equation Modelling, hasil penelitian menunjukkan bahwa individual readiness for change memiliki pengaruh positif terhadap resistance to change kemudian individual readiness for change dan organizational readiness for change memiliki korelasi signifikan satu sama lain.

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Analysis of The Effect of Readiness for Change on Employee Resistance to Change in Organizational Change Processes Case Study BPJS Kesehatan This study aims to understand the negative effects of individual readiness for change and organizational readiness for change against resistance to change. The process of collecting data in this study using survey methods by distributing the online questionnaire. The object of this study was 3634 BPJS Kesehatan employees with a working period of more than a year. Using the Structural Equation Modeling method, the results showed that individual readiness for change has a positive influence on resistance to change then individual readiness for change and organizational readiness for change have significant correlation with each other organizational change readiness for change resistance to change Structural Equation Modelling, BPJS Kesehatan "

"Tujuan dari Studi ini adalah untuk mengetahui pengaruh kepemimpinan transformasional dan persepsi dukungan organisasi terhadap kesiapan pegawai untuk berubah. Metode yang digunakan dalam penelitian ini adalah metode kuantitatif yang terdiri atas komparatif, asosiatif dan deskriptif. Hasil yang didapat menunjukan bahwa empat dimensi dari kepemimpinan transformasional yaitu foster acceptance group goal, high performance expectancy dan intellectual stimulation memiliki pengaruh yang signifikan terhadap tingkat partisipasi pegawai. Dua dimensi dari kepemimpinan transformasional yaitu high performance expectancy dan intellectual stimulation memiliki pengaruh yang signifikan terhadap tingkat keinginan pegawai untuk mempromosikan perubahan. Sedangkan persepsi dukungan organisasi memiliki pengaruh yang signifikan terhadap penolakan pegawai terhadap perubahan.

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This study is aim to examines the influence of transformational leadership and perceive organizational support on employees readiness for change. This study using quantitative methode wich consists associative, comparative and descriptive. The result show that four dimensions of transformational leadership namely foster acceptance group goal, high performance expectancy, intellectual stimulation have a significan influence on participating change. Two dimensions of transformational leadership namely high performance expectancy and intellectual stimulation have a significan ingluence on promoting change. While perceive organizational support was found has a significant influence on resisting change."

"Penelitian ini dilakukan untuk melihat pengaruh positif dari desentralisasi, koordinasi, adaptability culture, knowledge exchange dan member perceived LMX terhadap 3 dimensi commitment to change. Dalam penelitian ini, proses pengumpulan data menggunakan survey/kuisioner. Objek penelitian kali ini adalah 119 orang asisten manajer/junior manajer dan supervisor di salah satu BUMN bidang transportasi yang sedang mengalami perubahan organisasi. Dengan menggunakan metode general linear model (GLM) pada SPSS versi 22, penelitian ini mendapatkan hasil bahwa koordinasi berpengaruh positif terhadap 3 affective, continuance dan normative commitment to change. Selain itu, pada penelitian ini juga menunjukkan hasil bahwa adaptability culture dan adaptability culture memiliki pengaruh positif terhadap affective dan normative commitment to change. Dengan demikian, penelitian ini menemukan bahwa pola interaksional dibutuhkan oleh perusahaan dalam proses perubahan organisasi untuk meningkatkan komitmen karyawan pada perubahan organisasi tersebut.

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This study contains the impact of decentralization, coordination, adaptability culture, knowledge exchange and member perceived LMX to employee commitment to change. The process of collecting data in this research with survey questionaire. Object of this study is 119 assistant manager/junior managers and supervisors at one of the state-owned company in transporttasi field that is undergoing organizational change. By using the general linear models (GLM) in SPSS version 22, this research showed that coordination has positive influence on affective, continuance and normative commitment to change. In addition, this study also showed that adaptability culture and member percived LMX has a positive influence on affective and normative commitment to change. Thus, this study found that interactional patterns required by the company in the process of organizational changes to improve employee commitment."