Apakah Pemberdayaan Psikologis Dan Persepsi Dukungan Organisasi Mendukung Kesiapan Untuk Berubah ?

Abstract

Facing the demands of economic change in global competition which creates an increasingly fierce competition climate, an organization must make changes as an adjustment in order to exist and develop. Increasing readiness for change in all employees is one of the most effective interventions an organization can undertake so that the change process can achieve the expected goals. This aim of this study is to identify the role of psychological empowerment and perceived of organizational on the readiness for change. The readiness for change is an employee's belief that they are capable for implementing the proposed change (change efficacy), the proposed changes are appropriate for the organization (appropriateness), the leader is committed to the proposed change (management support), and proposed changes will benefit the members of the organization personal benefit). The study was conducted on 53 employees of Airline X used populated samples and analyzed using linear regression by SPSS. The results showed that psychological empowerment had positive and significant influence on readiness for change Perceived of organizational support had positive and significant influence on readiness for change Both psychological empowerment and perceived of organizational support have positive and significant influence on readiness for change. The findings may serve as a reference for the improvement of the change strategy. Sebagai penyesuaian diri dalam menghadapi tuntutan perubahan ekonomi dalam persaingan global, suatu organisasi harus melakukan perubahan agar dapat eksis dan berkembang. Salah satu intervensi paling efektif yang dapat dilakukan oleh organisasi agar proses perubahan dapat mencapai tujuan yang diharapkan adalah dengan meningkatkan kesiapan terhadap perubahan pada seluruh karyawan. Penelitian ini bertujuan untuk melihat peran pemberdayaan psikologis dan persepsi dukungan organisasi terhadap kesiapan untuk berubah. Kesiapan untuk berubah merupakan kepercayaan karyawan bahwa mereka mampu melaksanakan perubahan yang diusulkan (change efficacy), perubahan yang diusulkan tepat untuk dilakukan organisasi (appropriateness), pemimpin berkomitmen dalam perubahan (management support), dan perubahan akan memberikan keuntungan bagi anggota organisasi (personal benefit). Penelitian dilakukan terhadap 53 orang karyawan maskapai penerbangan X menggunakan sampel jenuh. Analisis dilakukan menggunakan regresi linear dengan program SPSS. Hasil penelitian menunjukkan pemberdayaan psikologis memengaruhi kesiapan untuk berubah. Persepsi dukungan organisasi memengaruhi kesiapan untuk berubah. Pemberdayaan psikologis dan Persepsi dukungan organisasi secara simultan memengaruhi kesiapan untuk berubah. Temuan penelitian ini diharapkan menjadi referensi penyempurnaan strategi perubahan dengan intervensi peningkatan kesejahteraan karyawan dan mempertahankan keberlanjutan pemberdayaan psikologis karyawan dengan memfasilitasi mereka untuk berkinerja optimal melalui program-program pengembangan yang terarah.

Does Transformational Leadership Impact Individual Readiness for Change and Resilience with Psychological Empowerment as Mediator?

“…The higher level of transformational leadership leads to a higher level of psychological empowerment [47]. Psychological empowerment has a positive and significant effect on employees' readiness to change [39]. One of the transformational leadership attributes is inspirational motivation, this allows employees to be connected to the company's vision and mission in the future.…”

“…Psychological empowerment has a positive and significant effect on employees' readiness to change [39]. The transformational leadership style itself also has a positive and significant influence on individual readiness to change [40].…”