ANALYSIS OF SUPPORTING FACTORS ON READINESS FOR CHANGE AT PT PLN (PERSERO) SUMATERA BARAT
Article Sidebar
Published:
May 30, 2022
Keywords:
transformation readiness for change resistance to change, perceived organizational support, employee engagement
Section
Computer Science
Statistics Article
Article View : 241 Times
Main Article Content
Abstract
The aim of this study is to analyze the supporting factors that influence readiness for change, including employee engagement and resistance to change with perceived organizational support as a mediating variable. Transformation is the biggest problem facing all organizations today and the challenge lies in employees needing to be prepared for organizational change. The population in this study were employees of PT PLN (Persero) Unit Induk Wilayah Sumatera Barat with a sample of 179 employees. The analytical method used is descriptive statistical analysis and factor description analysis using SmartPLS 3.0. The results of the study indicate that employee engagement has a positive and significant effect on perceived organizational support; resistance to change has no effect on perceived organizational support; employee engagement and perceived organizational support have a positive and significant influence on readiness for change; resistance to change has a negative and significant effect on readiness to change; Then perceived organizational support as a mediating variable only affects employee engagement with readiness for change.
Downloads
Download data is not yet available.
Article Details
How to Cite
Prakoso, R., Harif Amali Rivai and Hendra Lukito (2022) “ANALYSIS OF SUPPORTING FACTORS ON READINESS FOR CHANGE AT PT PLN (PERSERO) SUMATERA BARAT ”, Jurnal Mantik, 6(1), pp. 939-948. doi: 10.35335/mantik.v6i2.2507.
References
[1] Quattrone, P., & Hopper, T. (2001). What does organizational change mean? Speculations on a taken for granted category. Management Accounting Research, 12(4), 403–435. https://doi.org/10.1006/MARE.2001.0176
[2] Cummings, T.G. and Worley, C.G. (2009) Organization Development & Change. 9th Edition, South Western Cengage Learning, Mason.
[3] Zayim, M. (2010). Investigating the relationship between primary and secondary level public school teachers’ readiness for change and perceived organizational trust.
[4] Armenakis, A.A., & Harris, S.G. (2002). Crafting a change message to create transformational readiness. Journal of Organizational Change Management, 15, 169–183.
[5] Walinga, J. (2008). Toward a theory of change readiness: The roles of appraisal, focus, and perceived control. The Journal of Applied Behavioral Science, 44, 315–347.
[6] Samir, D., Abdenour, M. (2016). A study on quality of work life and readiness for organizational change among Algerian University Professors. Journal of Economic Sciences, Management and Commercial Sciences, Vol. 10 No. 16, pp. 1-12
[7] Hameed, I., Khan, A. K., Sabharwal, M., Arain, G. A., & Hameed, I. (2019). Managing Successful Change Efforts in the Public Sector: An Employee’s Kesiapan berubah Perspective. Review of Public Personnel Administration, 39(3), 398–421.
[8] Bean, Randy & Davenport, H. Thomas. Companies Are Failing in Their Efforts to Become Data-Driven. Harvard Business Review. https://hbr.org/2019/02/companies-are-failing-in-their-efforts-to-become-data-driven, 2019, retrieved May 13, 2022.
[9] Aon, Hewitt. Trends in global Employee Engagement. Global Anxiety Erodes Keterikatan karyawan Gains. Publication manual of Aon Hewitt. http://www.aon.com, 2017, Retrieved May 13, 2022.
[10] Abdel-Ghany, M. M. M. (2014). Kesiapan berubah, change beliefs and resistensi perubahan of extension personnel in the New Valley Governorate about mobile extension. Agricultural Sciences, 59(2), 297–303.
[11] Holt, D. T., Armenakis, A. A., Feild, H. S., & Harris, S. G. (2007). Readiness for organizational change: The systematic development of a scale. The Journal of Applied Behavioral Science, 43(2), 232–255
[12] Thakur, R.R. and Srivastava, S. (2018). From resistance to readiness: the role of mediating variables. Journal of Organizational Change Management, Vol. 31 No. 1, pp. 230-247.
[13] Lee, A. N., Nie, Y., & Bai, B. (2020). Perceived principal’s learning support and its relationships with psychological needs satisfaction, organisational commitment and change-oriented work behaviour: A Self-Determination Theory’s perspective. Teaching and Teacher Education, 93, 103076.
[14] Raditya, M., Rahman, H., & Fahmy, R. (2021). The Impact of Human Resources Aspects in Supporting Kesiapan berubah at PT Pertamina (Persero). Enrichment : Journal of Management, 12(1), 65-72.
[15] AlMaamari, Qais Ahmed; Kassim, Rezian-na Muhammed; Raju, Valliappan; Al-Tahitah, Ali; Ameen, Ali Abdulbaqi; Abdulrab, Mohammed. (2018). Factors affecting individual kesiapan berubah: A conceptual framework. International Journal of Management and Human Science (IJMHS); 2, pp. 13-18.
[16] Rafferty, A. E., Jimmieson, N. L., & Armenakis, A. A. (2012). Change Readiness: A Multilevel Review. 110–135.
[17] Weiner, B. J., Amick, H., & Lee, S. Y. D. (2008). Review: Conceptualization and measurement of organizational readiness for change. A review of the literature in health services research and other fields. Medical Care Research and Review, 65(4), 379–436
[18] Von Treuer, K., Karantzas, G., McCabe, M., Mellor, D., Konis, A., Davison, T. E., & O’Connor, D. (2018). Organizational factors associated with kesiapan berubah in residential aged care settings. BMC Health Services Research, 18(1), 1–6.
[19] Wang, T., Olivier, D. F., & Chen, P. (2020). Creating individual and organizational readiness for change: conceptualization of system readiness for change in school education.
[20] Asan, S., Panjaitan, A., Suwu, S. E., & Ferdinand, F. V. (2020). Employee Engagement And Organization Support Strategies: The Mediating Role Of Perceived Organization Support For Holistic Employee Subjective Well-Being. Jurnal Aplikasi Manajemen, 18(4), 754–766.
[21] Canboy, B., Tillou, C., Barzantny, C., Güçlü, B., & Benichoux, F. (2021). The impact of perceived organizational support on work meaningfulness, engagement, and perceived stress in France. European Management Journal.
[22] Oreg, S., & Sverdlik, N. (2011). Ambivalence Toward Imposed Change: The Conflict Between Dispositional Resistance to Change and the Orientation Toward the Change Agent. Journal of Applied Psychology, 96(2), 337–349.
[23] Ming-Chu, Y., & Meng-Hsiu, L. (2015). Unlocking the black box: Exploring the link between perceive organizational support and resistance to change. Asia Pacific Management Review, 20(3), 177–183.
[24] Wulandari, B., Jaya, G.E.D., Hasnida. (2020). The effect of perceived organizational support and employee engagement on readiness for change. International Journal of Progressive Sciences and Technologies (IJPSAT), pp. 24-27.
[25] Aon, Hewitt. (2017). Trends in global Employee Engagement. Global Anxiety Erodes Keterikatan karyawan Gains. Publication manual of Aon Hewitt. http://www.aon.com, 2017, Retrieved May 13, 2022.
[26] Alqudah, I. H. A., Carballo-Penela, A., & Ruzo-Sanmartín, E. (2022). High-performance human resource management practices and readiness for change: An integrative model including affective commitment, employees’ performance, and the moderating role of hierarchy culture. European Research on Management and Business Economics, 28(1), 100177.
[27] Rehman, N., Mahmood, A., Ibtasam, M., Murtaza, S. A., Iqbal, N., & Molnár, E. (2021). The Psychology of Resistensi perubahan: The Antidotal Effect of Organizational Justice, Support and Leader-Member Exchange. Frontiers in Psychology, 12, 3215.
[28] Endrejat, P. C., Klonek, F. E., Müller-Frommeyer, L. C., & Kauffeld, S. (2021). Turning resistance to change into readiness: How change agents’ communication shapes recipient reactions. European Management Journal, 39(5), 595–604.
[29] Pakdel, A. (2016). An Investigation of the Difference in the Impact of Demographic Variables on Employees’ Resistance to Organizational Change in Government Organizations of Khorasan Razavi. Procedia - Social and Behavioral Sciences, 230, 439–446.
[30] Susilowati, Anggi. (2012). Intervensi pelatihan dan pendampingan feedback untuk meningkatkan persepsi karyawan terhadap dukungan atasan dan kesiapan berubah pada karyawan di PT.A. Tesis Fakultas Psikologi Universitas Indonesia.
[31] Bernerth, J. (2004). Expanding our understanding of the change message. Human Resource Development Review, Vol. 3, No. 1, pp. 36-52.
[32] Rasool, S. F., Chin, T., Wang, M., Asghar, A., Khan, A., & Zhou, L. (2022). Exploring the role of organizational support, and critical success factors on renewable energy projects of Pakistan. Energy, 243, 122765.
[33] Evans, S. W., Allan, D., Xiang, J., Margherio, S. M., Owens, J. S., & Langberg, J. M. (2021). Organization interventions as a mediator of change in grades in the Challenging Horizons Program. Journal of School Psychology, 87, 18–27.
[34] Sekaran, U., Bougie, R. (2017). Metode penelitian untuk bisnis: pendekatan pengembangan-keahlian. Edisi 6, Buku 1, Cetakan Kedua. Jakarta Selatan: Salemba Empat.
[35] Sugiyono. (2013). Statistik untuk penelitian. Bandung: CV. Alfabeta.
[36] Gallup. (2011). Employee engagement: What’s your employee ratio? Washington: Gallup Consulting. Retrieved from Gallup. (2011). Employee engagement: What’s your employee ratio? Washington: Gallup Consulting. Retrieved from www.gallup.com May 12, 2022.
[37] Oreg, S. (2006). Personality, context, and resistance to organizational change. European Journal of Work and Organizational Psychology, Vol. 15, pp. 73-101.
[38] Eisenberger, R., et al. (1986) Perceived Organizational Support. Journal of Applied Psychology, 71, 500-507.
[39] Bouckenooghe, D., Devos, G. & Van den Broeck, H. (2009). Organizational change questionnaire -climate of change, processes and readiness: Development of a new instrument. The Journal of Psychology: Interdisciplinary and Applied, Vol. 143, No. 6, pp. 559-599.
[40] Abdillah, W., Jogiyanto, H.M. (2009). Konsep dan aplikasi PLS (partial least square) untuk penelitian empiris. Yogyakarta: Badan Penerbit Fakultas Ekonomi dan Bisnis UGM.
[41] Hair, J.F., Hult, G.T.M., Ringle, C.M. and Sarstedt, M. (2017) A Primer on Partial Least Squares Structural Equation Modeling (PLS-SEM). 2nd Edition, Sage Publications Inc., Thousand Oaks, CA.
[42] Sarstedt, M., Ringle, C.M., & Hair, J.F. (2017). Partial least square structural equation modeling. Handbook of Market Research, 1 –40.
[2] Cummings, T.G. and Worley, C.G. (2009) Organization Development & Change. 9th Edition, South Western Cengage Learning, Mason.
[3] Zayim, M. (2010). Investigating the relationship between primary and secondary level public school teachers’ readiness for change and perceived organizational trust.
[4] Armenakis, A.A., & Harris, S.G. (2002). Crafting a change message to create transformational readiness. Journal of Organizational Change Management, 15, 169–183.
[5] Walinga, J. (2008). Toward a theory of change readiness: The roles of appraisal, focus, and perceived control. The Journal of Applied Behavioral Science, 44, 315–347.
[6] Samir, D., Abdenour, M. (2016). A study on quality of work life and readiness for organizational change among Algerian University Professors. Journal of Economic Sciences, Management and Commercial Sciences, Vol. 10 No. 16, pp. 1-12
[7] Hameed, I., Khan, A. K., Sabharwal, M., Arain, G. A., & Hameed, I. (2019). Managing Successful Change Efforts in the Public Sector: An Employee’s Kesiapan berubah Perspective. Review of Public Personnel Administration, 39(3), 398–421.
[8] Bean, Randy & Davenport, H. Thomas. Companies Are Failing in Their Efforts to Become Data-Driven. Harvard Business Review. https://hbr.org/2019/02/companies-are-failing-in-their-efforts-to-become-data-driven, 2019, retrieved May 13, 2022.
[9] Aon, Hewitt. Trends in global Employee Engagement. Global Anxiety Erodes Keterikatan karyawan Gains. Publication manual of Aon Hewitt. http://www.aon.com, 2017, Retrieved May 13, 2022.
[10] Abdel-Ghany, M. M. M. (2014). Kesiapan berubah, change beliefs and resistensi perubahan of extension personnel in the New Valley Governorate about mobile extension. Agricultural Sciences, 59(2), 297–303.
[11] Holt, D. T., Armenakis, A. A., Feild, H. S., & Harris, S. G. (2007). Readiness for organizational change: The systematic development of a scale. The Journal of Applied Behavioral Science, 43(2), 232–255
[12] Thakur, R.R. and Srivastava, S. (2018). From resistance to readiness: the role of mediating variables. Journal of Organizational Change Management, Vol. 31 No. 1, pp. 230-247.
[13] Lee, A. N., Nie, Y., & Bai, B. (2020). Perceived principal’s learning support and its relationships with psychological needs satisfaction, organisational commitment and change-oriented work behaviour: A Self-Determination Theory’s perspective. Teaching and Teacher Education, 93, 103076.
[14] Raditya, M., Rahman, H., & Fahmy, R. (2021). The Impact of Human Resources Aspects in Supporting Kesiapan berubah at PT Pertamina (Persero). Enrichment : Journal of Management, 12(1), 65-72.
[15] AlMaamari, Qais Ahmed; Kassim, Rezian-na Muhammed; Raju, Valliappan; Al-Tahitah, Ali; Ameen, Ali Abdulbaqi; Abdulrab, Mohammed. (2018). Factors affecting individual kesiapan berubah: A conceptual framework. International Journal of Management and Human Science (IJMHS); 2, pp. 13-18.
[16] Rafferty, A. E., Jimmieson, N. L., & Armenakis, A. A. (2012). Change Readiness: A Multilevel Review. 110–135.
[17] Weiner, B. J., Amick, H., & Lee, S. Y. D. (2008). Review: Conceptualization and measurement of organizational readiness for change. A review of the literature in health services research and other fields. Medical Care Research and Review, 65(4), 379–436
[18] Von Treuer, K., Karantzas, G., McCabe, M., Mellor, D., Konis, A., Davison, T. E., & O’Connor, D. (2018). Organizational factors associated with kesiapan berubah in residential aged care settings. BMC Health Services Research, 18(1), 1–6.
[19] Wang, T., Olivier, D. F., & Chen, P. (2020). Creating individual and organizational readiness for change: conceptualization of system readiness for change in school education.
[20] Asan, S., Panjaitan, A., Suwu, S. E., & Ferdinand, F. V. (2020). Employee Engagement And Organization Support Strategies: The Mediating Role Of Perceived Organization Support For Holistic Employee Subjective Well-Being. Jurnal Aplikasi Manajemen, 18(4), 754–766.
[21] Canboy, B., Tillou, C., Barzantny, C., Güçlü, B., & Benichoux, F. (2021). The impact of perceived organizational support on work meaningfulness, engagement, and perceived stress in France. European Management Journal.
[22] Oreg, S., & Sverdlik, N. (2011). Ambivalence Toward Imposed Change: The Conflict Between Dispositional Resistance to Change and the Orientation Toward the Change Agent. Journal of Applied Psychology, 96(2), 337–349.
[23] Ming-Chu, Y., & Meng-Hsiu, L. (2015). Unlocking the black box: Exploring the link between perceive organizational support and resistance to change. Asia Pacific Management Review, 20(3), 177–183.
[24] Wulandari, B., Jaya, G.E.D., Hasnida. (2020). The effect of perceived organizational support and employee engagement on readiness for change. International Journal of Progressive Sciences and Technologies (IJPSAT), pp. 24-27.
[25] Aon, Hewitt. (2017). Trends in global Employee Engagement. Global Anxiety Erodes Keterikatan karyawan Gains. Publication manual of Aon Hewitt. http://www.aon.com, 2017, Retrieved May 13, 2022.
[26] Alqudah, I. H. A., Carballo-Penela, A., & Ruzo-Sanmartín, E. (2022). High-performance human resource management practices and readiness for change: An integrative model including affective commitment, employees’ performance, and the moderating role of hierarchy culture. European Research on Management and Business Economics, 28(1), 100177.
[27] Rehman, N., Mahmood, A., Ibtasam, M., Murtaza, S. A., Iqbal, N., & Molnár, E. (2021). The Psychology of Resistensi perubahan: The Antidotal Effect of Organizational Justice, Support and Leader-Member Exchange. Frontiers in Psychology, 12, 3215.
[28] Endrejat, P. C., Klonek, F. E., Müller-Frommeyer, L. C., & Kauffeld, S. (2021). Turning resistance to change into readiness: How change agents’ communication shapes recipient reactions. European Management Journal, 39(5), 595–604.
[29] Pakdel, A. (2016). An Investigation of the Difference in the Impact of Demographic Variables on Employees’ Resistance to Organizational Change in Government Organizations of Khorasan Razavi. Procedia - Social and Behavioral Sciences, 230, 439–446.
[30] Susilowati, Anggi. (2012). Intervensi pelatihan dan pendampingan feedback untuk meningkatkan persepsi karyawan terhadap dukungan atasan dan kesiapan berubah pada karyawan di PT.A. Tesis Fakultas Psikologi Universitas Indonesia.
[31] Bernerth, J. (2004). Expanding our understanding of the change message. Human Resource Development Review, Vol. 3, No. 1, pp. 36-52.
[32] Rasool, S. F., Chin, T., Wang, M., Asghar, A., Khan, A., & Zhou, L. (2022). Exploring the role of organizational support, and critical success factors on renewable energy projects of Pakistan. Energy, 243, 122765.
[33] Evans, S. W., Allan, D., Xiang, J., Margherio, S. M., Owens, J. S., & Langberg, J. M. (2021). Organization interventions as a mediator of change in grades in the Challenging Horizons Program. Journal of School Psychology, 87, 18–27.
[34] Sekaran, U., Bougie, R. (2017). Metode penelitian untuk bisnis: pendekatan pengembangan-keahlian. Edisi 6, Buku 1, Cetakan Kedua. Jakarta Selatan: Salemba Empat.
[35] Sugiyono. (2013). Statistik untuk penelitian. Bandung: CV. Alfabeta.
[36] Gallup. (2011). Employee engagement: What’s your employee ratio? Washington: Gallup Consulting. Retrieved from Gallup. (2011). Employee engagement: What’s your employee ratio? Washington: Gallup Consulting. Retrieved from www.gallup.com May 12, 2022.
[37] Oreg, S. (2006). Personality, context, and resistance to organizational change. European Journal of Work and Organizational Psychology, Vol. 15, pp. 73-101.
[38] Eisenberger, R., et al. (1986) Perceived Organizational Support. Journal of Applied Psychology, 71, 500-507.
[39] Bouckenooghe, D., Devos, G. & Van den Broeck, H. (2009). Organizational change questionnaire -climate of change, processes and readiness: Development of a new instrument. The Journal of Psychology: Interdisciplinary and Applied, Vol. 143, No. 6, pp. 559-599.
[40] Abdillah, W., Jogiyanto, H.M. (2009). Konsep dan aplikasi PLS (partial least square) untuk penelitian empiris. Yogyakarta: Badan Penerbit Fakultas Ekonomi dan Bisnis UGM.
[41] Hair, J.F., Hult, G.T.M., Ringle, C.M. and Sarstedt, M. (2017) A Primer on Partial Least Squares Structural Equation Modeling (PLS-SEM). 2nd Edition, Sage Publications Inc., Thousand Oaks, CA.
[42] Sarstedt, M., Ringle, C.M., & Hair, J.F. (2017). Partial least square structural equation modeling. Handbook of Market Research, 1 –40.
Copyright and Licensing
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.