Pengaruh Perceived Organizational Support dan Employee Engagement terhadap Kesiapan Berubah Karyawan Bank X Cabang Medan

Abstract

The readiness to change employees is an important element for the sustainability of a company. Employees' perception of organizational support for change itself is important in shaping employee readiness to change. Apart from organizational support, individual factors such as employee engagement also play a role in increasing employee readiness to change. This study intends to see the effect of perceived organizational support and employee engagement on employee readiness to change. The study was conducted on 126 employees of a bank in Medan using a Likert scale model of five answer choices. The sample was determined using simple random sampling. There are three hypotheses in this study. All three hypotheses are accepted. First, perceived organizational support has a positive and significant effect on readiness to change with a contribution of 38.8%. Second, employee engagement has a positive and significant effect on readiness to change with a contribution of 16.7%. Third, perceived organizational support and employee engagement together have a positive and significant effect on readiness to change with a contribution of 55.4%.

Kesiapan berubah karyawan merupakan elemen penting untuk keberlangsungan sebuah perusahaan. Persepsi karyawan mengenai dukungan organisasi terhadap perubahan itu sendiri merupakan hal penting dalam membentuk kesiapan berubah karyawan. Selain adanya dukungan organisasi, faktor individu seperti employee engagement turut berperan meningkatkan kesiapan berubah. Penelitian ini melihat pengaruh perceived organizational support dan employee engagement terhadap kesiapan berubah karyawan. Penelitian dilakukan pada 126 orang karyawan sebuah bank di Medan dengan menggunakan skala likert model lima pilihan jawaban. Sampel ditentukan dengan menggunakan simple random sampling. Seluruh hipotesa diterima. Pertama, perceived organizational support berpengaruh positif dan signifikan terhadap kesiapan berubah dengan kontribusi 38,8%. Kedua, employee engagement berpengaruh positif dan signifikan terhadap kesiapan berubah dengan kontribusi 16,7%. Ketiga, perceived organizational support dan employee engagement secara bersama-sama berpengaruh positif dan signifikan terhadap kesiapan berubah dengan kontribusi 55,4%.