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"Reformasi Birokrasi menuntut pemerintah melakukan perubahan dalam mencapai tata kelola pemerintahan kelas dunia. Dalam menjalankan Reformasi Birokrasi tersebut banyak perubahan yang dilakukan oleh pemerintah berupa perubahan manajemen kinerja, perubahan pola kerja, perubahan budaya kerja dan lainnya. Berdasarkan penelitian terdahulu, perubahan yang sukses perlu adanya commitment to change pada individu di organisasi. Studi menemukan bahwa transformational leadership, readiness for change dan public service motivation memiliki pengaruh terhadap commitment to change. Tujuan dari studi ini adalah mengetahui peranan readiness for change dan public service motivation dalam memediasi pengaruh transformational leadership terhadap commitment to change. Dengan menggunakan online survey kepada 174 responden dengan pengolahan data Lisrel didapati hasil penelitian berupa readiness for change dan public service motivation secara signifikan dan positif memediasi pengaruh dari Transformational leadership terhadap Commitment to Change. Berbeda dari hasil penelitian terdahulu, penelitian ini menemukan bahwa transformational leadership memiliki pengaruh negatif dan signifikan terhadap commitment to change. Hal ini menekankan bahwa pentingnya peranan readiness to change dan public service motivation dalam memediasi pengaruh transformational leadership terhadap commitment to change pegawai negeri sipil di pemerintahan pusat. Penelitian ini diharapkan dapat memecahkan permasalahan reformasi birokrasi sehingga pemerintahan pusat dapat mencapai tata kelola pemerintahan kelas dunia. ......Bureaucratic Reform requires the government to make changes in achieving world-class governance. In carrying out this Bureaucracy Reform many changes made by the government consist of change management, work patterns, changes in work culture and others. Based on previous research, successful change requires commitment to change in individuals in the organization. The study found that transformational leadership, readiness for change and public service motivation have an influence on commitment to change. The purpose of this study is to determine the role of readiness for change and public service motivation in mediating the effect of transformational leadership on commitment to change. Using an online survey of 174 respondents by processing the Lisrel data, the results of the study were in the form of readiness for change and motivation for public services that significantly and positively mediated the effect of transformational leadership on Commitment to Change. Different from the initial research, this study found that transformational leadership has a negative and significant influence on commitment to change. Therefore, Readiness for change and public service motivation has important role for mediating the influence of transformational leadership on commitment to change in central government. This research is expected to solve the problem of bureaucratic reform so that so that the central government can realize world-class governance."

"ABSTRAK

Komitmen perubahan menurut Herscovitch dan Meyer (2002) adalah kekuatan atau pola pikir yang mengikat seorang individu dengan serangkaian tindakan yang penting untuk kesuksesan pelaksanaan dari perubahan. Penelitian ini dilakukan untuk mengetahui korelasi antara jarak kekuasaan dan kepercayaan organisasi dengan komitmen perubahan. Desain dari penelitian ini adalah non-eksperimental dengan memberikan kuesioner kepada responden. Kuesioner yang digunakan adalah Commitment to Change Inventory dari Herscovitch dan Meyer yang telah dimodifikasi oleh Mangundjaya (2014b), alat ukur GLOBE yang dimodifikasi dari House, Hanges, Dorfman, dan Gupta (2004), serta Organizational Trust Inventory dari Cummings dan Bromiley yang dimodifikasi oleh Mangundjaya (2014a). Penelitian ini menggunakan metode korelasi dan regresi berganda. Dari 176 responden, didapati hasil bahwa tidak terdapat korelasi yang signifikan antara jarak kekuasaan dan komitmen perubahan (r=-0,137; p>0,05, two-tail), terdapat korelasi yang signifikan antara kepercayaan organisasi dan komitmen perubahan (r=0,232; p<0,01, two-tail), serta terdapat korelasi signifikan antara jarak kekuasaan dan kepercayaan organisasi dengan komitmen perubahan (F=5,073; p<0,01, two-tail). Dengan demikian, kepercayaan organisasi memiliki peran yang penting sebagai faktor suksesnya komitmen perubahan.

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ABSTRACT

Based on Herscovitch and Meyer (2002), commitment to change is a force (mindset) that binds an individual to a course of action deemed necessary for the successful implementation of a change initiative. This study was conducted to determine the correlation between power distance and organization trust with commitments to change. The design of this study is non-experimental study. Researcher used questionnaire to collect the information from respondents. Questionnaires were contained with Commitment to Change Inventory by Herscovitch and Meyer which was modified by Mangundjaya (2014b), GLOBE instrument which was modified by House, Hanges, Dorfman, dan Gupta (2004), and Organizational Trust Inventory by Cummings and Bromiley which was modified by Mangundjaya (2014a). This study was processed with correlation and multiple regression methods. The result from 176 respondents showed that there is no significant correlation between power distance and commitment to change (r=-0.137; p>0.05,two tail), and there is significant correlation between organization trust and commitment to change (r=0.0232; p<0.01, two tail), and there is significant correlation between power distance and organization trust with commitment to change (F=5.073; p<0.01, two tail). Thus, it can be said organizational trust has essential role in achieving commitmen to change.<.p>"