Research Paper
Year: 2021 | Month: April | Volume: 8 | Issue: 4 | Pages: 435-438
DOI: https://doi.org/10.52403/ijrr.20210452
The Affecting Factors of Commitment to Change after Reorganization in PT PLN (Persero) UIP Sumbagut
Ratih Sri Handayani1, Isfenti Sadalia2, Rulianda Purnomo Wibowo2
1,2Master of Management on Postgraduate School of University of Sumatera Utara
Corresponding Author: Ratih Sri Handayani
ABSTRACT
Organizational change is directed at increasing the effectiveness and improvement of organizational capabilities. PT PLN (Persero) where one of its units is PLN UIP Sumbagut reorganized in 2018 which included several business functions. The purpose of this study is to understand the factors that affect employee commitment to change after reorganization, namely through trust, emotional attachment and perceived organizational support. The data processing method in this study is to use the causality method between variables with the Structural Equation Modeling (SEM) Partial Least Square (PLS) modeling equation. The measurement results showed that the Trust variable (X1) was 0,4% & insignificant with a p-value of 0,637>0,05, the Emotional Attachment (X2) variable was 86% & significant with a p-value of 0,016<0,05 and Perceived Organizational Support (X3) of 14,3% & significant with a a p-value of 0,000<0,05 is able to directly influence Employee Commitment to Change as part of an indicator of organizational climate which is very inherent in determining organizational success. The results of the evaluation show that in an effort to build a commitment to change, management needs to increase the intensity of communication among employees both formally and informally to improve the harmony of relationships between colleagues, the generation gap can be managed specifically with a relationship-oriented approach, namely by placing between generations in one work team. To increase trust, increase employee engagement through networking programs through work networking on work experience and the use of technology, increased organizational support that is felt can be done by cerating a work system that is supported by media aspirations of employees that area evaluated regularly, empowering employees to be more active in implementing changes and conduct special training proactively.
Keywords: Reorganization, Trust, Emotional Attacment, Perceived Organizational Support, Employee Commitment to Change.
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