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"Summary:Cultural Change and Leadership in Organizations discusses ways in which organizations are able to implement successful strategic change; inspirational and conceptual material is combined with practical examples and concrete interventions for planning and implementing cultural change within organizations."

"[ABSTRAKTesis ini bertujuan menguji secara empiris pada sebuah konteks spesifik yakni perusahaan transportasi terbesar di Indonesia, PT. Blue Bird, mengenai hubungan faktor-faktor dalam organizational change, yakni corporate culture, melalui dimensi adaptability dan involvement, faktor trust kepada atasan (middle manager) serta effective communication selama proses perubahan terjadi, terhadap individual readiness to change. Sebanyak 389 kuesioner telah disebar ke pengemudi taksi di perusahaan ini. Kuesioner yang diadopsi dari penelitian sebelumnya oleh Khan (2011) dan Harp (2011), berisikan 30 pertanyaan. Metode analisa data menggunakan teknik Multivariate Structural Equation Modelling (SEM) PLS. Untuk uji validitas dan reliabilitas penulis menggunakan SPSS 22. Hasil penelitian menunjukkan pengaruh beberapa variabel diatas tidak signifikan terhadap individual readiness to change.

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ABSTRACTThis thesis is aimed to test empirically in a specific context, a leading passenger transportation company in Indonesia, PT. Blue Bird, on the correlation between organizational factors such as corporate culture, through its dimensions (adaptability and involvement), trust in middle manager and effective communication during the change process, and individual readiness to change. There have been 389 questionnaire distributed to Blue bird drivers. This questionnaire, adopted from the previous research conducted by Khan (2011) and Harp (2011), consists of 30 questions. The data analysis use the Multivariate, Structural Equation Modelling (SEM) PLS. In term of the validity and reliability, author utilise SPSS 22. The output of the research shows that the influence of some variables mentioned above has no significant impact to the individual readiness to change.;This thesis is aimed to test empirically in a specific context, a leading passenger transportation company in Indonesia, PT. Blue Bird, on the correlation between organizational factors such as corporate culture, through its dimensions (adaptability and involvement), trust in middle manager and effective communication during the change process, and individual readiness to change. There have been 389 questionnaire distributed to Blue bird drivers. This questionnaire, adopted from the previous research conducted by Khan (2011) and Harp (2011), consists of 30 questions. The data analysis use the Multivariate, Structural Equation Modelling (SEM) PLS. In term of the validity and reliability, author utilise SPSS 22. The output of the research shows that the influence of some variables mentioned above has no significant impact to the individual readiness to change., This thesis is aimed to test empirically in a specific context, a leading passenger transportation company in Indonesia, PT. Blue Bird, on the correlation between organizational factors such as corporate culture, through its dimensions (adaptability and involvement), trust in middle manager and effective communication during the change process, and individual readiness to change. There have been 389 questionnaire distributed to Blue bird drivers. This questionnaire, adopted from the previous research conducted by Khan (2011) and Harp (2011), consists of 30 questions. The data analysis use the Multivariate, Structural Equation Modelling (SEM) PLS. In term of the validity and reliability, author utilise SPSS 22. The output of the research shows that the influence of some variables mentioned above has no significant impact to the individual readiness to change.]"

"Salah satu reaksi karyawan yang muncul ketika dihadapkan dengan perubahan adalah sikap sinis (Wanous, Reichers, & Austin, 2000). Sinisme perlu ditanggulangi agar perubahan dapat dijalankan sebagaimana mestinya sehingga tujuan organisasi dapat tercapai. Penelitian ini menguji apakah efektivitas pemimpin merupakan salah satu faktor yang berkontribusi dalam memprediksi munculnya sinisme karyawan terhadap perubahan organisasi dan seberapa besar pengaruhnya. Efektivitas pemimpin diukur menggunakan Leader Effectiveness Scale (DeGroot dkk., 2011) dan sinisme karyawan terhadap perubahan organisasi diukur menggunakan alat ukur Cynicism About Organizational Change (Wanous dkk., 2000). Hasil penelitian pada 284 karyawan di empat lembaga keuangan di Jakarta dan Tangerang menemukan bahwa efektivitas pemimpin memiliki pengaruh yang negatif dan signifikan terhadap sinisme karyawan mengenai perubahan organisasi (β = -.278, p = .000, p<.01). Dengan kata lain, efektivitas pemimpin dapat berkontribusi menjadi prediktor dari kemunculan sinisme karyawan terhadap perubahan organisasi. Peneliti merekomendasikan penelitian selanjutnya dapat menganalisis tipe organisasi untuk dijadikan variabel moderator.

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One of common reactions from any employees when they are dealing with organizational change is cynicism (Wanous, Reichers, & Austin, 2000). Cynicism has to be overcome in order for changes to be implemented so organization?s goal can be achieved. This study examined that leader?s effectiveness is indeed one of the contributing factors that predicts cynicism about organizational change and how far its affect. Leader?s effectiveness was measured by Leader Effectiveness Scale (DeGroot et al., 2011) and employee cynicism about organizational change was measured by Cynicism About Organizational Change instrument (Wanous et al., 2000). The results carried out among 284 employees from four financial institutions in Jakarta and Tangerang found that there was a negative and significant effect between leader?s effectiveness and employee cynicism about organizational change (β = -.278, p = .000, p<.01). In other words, leader?s effectiveness has proven to be one of employee cynicism about organizational change?s predictor. Researcher recommends that future research can be done by examining type of organization as a moderator variable."

"This Infoline underscores the cyclical nature of the economy. It explores methods for easing the pain of layoffs, providing stability to those staying with your organization, and healing your company as it moves forward."

"Use change as a competitive tool and efficiently move organizations through the change process.Thriving Through Change is not a book of theories, but a change leader's practical guide focused on supercharging the change implementation process. Templates, checklists, and advice help to walk you through."

"[ABSTRAKPenelitian ini bertujuan untuk menganalisis pengaruh Budaya Organisasi dan Keberadaan Seksi Kepatuhan Internal terhadap Komitmen Perubahan (Commitment to Change) dengan metode General Linier Model (GLM) terhadap 301 orang responden yang bertugas di Kantor Pelayanan Pajak Pratama di Wilayah Jakarta Selatan. Budaya Organisasi diukur dengan instrumen yang dikembangkan oleh Daniel R. Denison dan Aneil K. Mishra, yang terdiri atas sub variabel involvement, consistency, adaptability, dan mission. Sementara Keberadaan Seksi Kepatuhan Internal diukur dengan merujuk pada Surat Direktur Jenderal Pajak Nomor S-637/PJ/2013 Tanggal 31 Desember 2013 tentang Perangkat Pemantauan Kepatuhan terhadap Kode Etik dan Disiplin Pegawai. Sedangkan Komitmen Perubahan (Commitment to Change) diukur oleh instrumen yang dikembangkan oleh Herscovitch dan Meyer yang terdiri atas sub variabel affective commitment, continuance commitment dan normative commitment. Penelitian ini membuktikan bahwa sub variabel Budaya Organisasi (involvement dan mission) berpengaruh positif dan signifikan terhadap Komitmen Perubahan Afektif (affective commitment) dan Komitmen Perubahan Normatif (normative commitment). Sementara variabel Keberadaan Seksi Kepatuhan Internal tidak berpengaruh secara signifikan terhadap Komitmen Perubahan (Commitment to Change). Penelitian ini juga membahas tentang implikasi (saran) dan keterbatasan penelitian.;

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ABSTRACTThis study is to analyze the effect of organizational culture and the existence of Internal Control and Compliance Division on Commitment to Change using General Linier Model (GLM) towards 301 respondents who worked at Directorate General of Taxes. Organizational culture was measured with an instrument developed by Daniel R. Denison and Aneil K. Mishra, which consists of sub-variables involvement, consistency, adaptability and mission. The existence of Internal Control and Compliance Division was measured with an instrument The Letter of the Director General of Taxation Number S-637/PJ/2013 dated December, 31, 2013. While Commitment to Change was measured with an instrument developed by Herscovitch dan Meyer, which consists of sub-variables affective commitment, continuance commitment and normative commitment. The result of this study indicate that sub variables Organizational Culture (involvement and mission) have positive and significant impact on affective commitment to change and normative commitment to change. While the variables existence of Internal Control and Compliance Division don?t have influence on all sub variables of commitment to change. This study also discusses the implications (suggestion) and the limitations of the study., This study is to analyze the effect of organizational culture and the existence of Internal Control and Compliance Division on Commitment to Change using General Linier Model (GLM) towards 301 respondents who worked at Directorate General of Taxes. Organizational culture was measured with an instrument developed by Daniel R. Denison and Aneil K. Mishra, which consists of sub-variables involvement, consistency, adaptability and mission. The existence of Internal Control and Compliance Division was measured with an instrument The Letter of the Director General of Taxation Number S-637/PJ/2013 dated December, 31, 2013. While Commitment to Change was measured with an instrument developed by Herscovitch dan Meyer, which consists of sub-variables affective commitment, continuance commitment and normative commitment. The result of this study indicate that sub variables Organizational Culture (involvement and mission) have positive and significant impact on affective commitment to change and normative commitment to change. While the variables existence of Internal Control and Compliance Division don’t have influence on all sub variables of commitment to change. This study also discusses the implications (suggestion) and the limitations of the study.]"