Peranan Komitmen Organisasi dan Employee Engagement Terhadap Kesiapan Berubah Karyawan

Abstract

Change has become the primary needs for organization. Organization which is not adapting to change will be defeated by competitors and finally won’t be able to maintain its existence. Employee readiness was an important aspect for the successful organizational change because organizational change happened through employee. When organization makes change, organizational commitment and employee engagement become the most important element for the successful of organizational change. This study was conducted to investigate the role of organizational commitment and employee engagement toward employee readiness for change. Organizational commitment was measured by using organizational commitment scale; employee engagement was measured by using employee engagement scale and readiness for change was measured by using readiness to change scale. There were 206 plantation employees involved in this study. The main results showed that organizational commitment and employee engagement contributed to employee’s readiness for change (R = 0.632, R2 = 0.399 F = 67.413; p<0.01). It means organizational commitment and employee engagement give positive contribution to employee readiness for change. Furthermore, organizational commitment gives higher contribution to employee readiness for change than employee engagement. R2 = 0,348, p<0,01). In additional, this study also showed that there were two aspects of organizational commitment contributed to employees readiness for change, namely identification and involvement. Identification gives the strongest impact to employees readiness for change. Meanwhile, , there were two dimensions of employee engagement contributed to employees readiness for change namely individual dimension and work dimension. Individual dimension gives the biggest impact to employees readiness for change.

Perubahan telah menjadi kebutuhan primer bagi kehidupan organisasi. Organisasi yang tidak beradaptasi dengan perubahan akan dikalahkan oleh kompetitor yang akhirnya tidak akan mampu mempertahankan eksistensinya. Kesiapan karyawan merupakan faktor penting dalam kesuksesan perubahan organisasi karena perubahan organisasi terjadi melalui karyawan. Ketika organisasi melakukan perubahan, komitmen organisasi dan employee engagement menjadi elemen paling penting untuk kesuksesan perubahan organisasi. Penelitian ini dilakukan untuk mengetahui peranan komitmen organisasi dan employee engagement terhadap kesiapan berubah pada karyawan yang bekerja di bidang perkebunan. Pengukuran komitmen organisasi menggunakan skala komitmen organisasi, pengukuran employee engagement menggunakan skala employee engagement dan pengukuran kesiapan berubah menggunakan skala kesiapan berubah. Dalam penelitian ini melibatkan 206 pekerja. Hasil penelitian menunjukkan bahwa komitmen organisasi dan employee engagement berperan terhadap kesiapan karyawan untuk berubah (R = 0.632, R2 = 0.399 F = 67.413; p<0.01). Artinya komitmen organisasi dan employee engagement, berkontribusi positif terhadap kesiapan karyawan untuk berubah. Lebih lanjut, variabel komitmen organisasi memberikan sumbangan lebih besar terhadap kesiapan berubah dibandingkan variabel employee engagement (r square = 0,348, p<0,01). Hasil tambahan penelitian menunjukkan bahwa ada dua dari tiga aspek komitmen organisasi yang memberikan kontribusi terhadap kesiapan berubah yaitu aspek identification dan aspek involvement. Diantara kedua aspek ini, aspek identification yang memberikan pengaruh paling besar terhadap kesiapan berubah. Selanjutnya, ada dua dari lima dimensi employee engagement yang memberikan kontribusi terhadap kesiapan berubah, yaitu dimensi individual dan dimensi pekerjaan. Diantara kedua dimensi ini, dimensi individual yang memberikan pengaruh paling besar terhadap kesiapan berubah