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"Reformasi Birokrasi menuntut pemerintah melakukan perubahan dalam mencapai tata kelola pemerintahan kelas dunia. Dalam menjalankan Reformasi Birokrasi tersebut banyak perubahan yang dilakukan oleh pemerintah berupa perubahan manajemen kinerja, perubahan pola kerja, perubahan budaya kerja dan lainnya. Berdasarkan penelitian terdahulu, perubahan yang sukses perlu adanya commitment to change pada individu di organisasi. Studi menemukan bahwa transformational leadership, readiness for change dan public service motivation memiliki pengaruh terhadap commitment to change. Tujuan dari studi ini adalah mengetahui peranan readiness for change dan public service motivation dalam memediasi pengaruh transformational leadership terhadap commitment to change. Dengan menggunakan online survey kepada 174 responden dengan pengolahan data Lisrel didapati hasil penelitian berupa readiness for change dan public service motivation secara signifikan dan positif memediasi pengaruh dari Transformational leadership terhadap Commitment to Change. Berbeda dari hasil penelitian terdahulu, penelitian ini menemukan bahwa transformational leadership memiliki pengaruh negatif dan signifikan terhadap commitment to change. Hal ini menekankan bahwa pentingnya peranan readiness to change dan public service motivation dalam memediasi pengaruh transformational leadership terhadap commitment to change pegawai negeri sipil di pemerintahan pusat. Penelitian ini diharapkan dapat memecahkan permasalahan reformasi birokrasi sehingga pemerintahan pusat dapat mencapai tata kelola pemerintahan kelas dunia.

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Bureaucratic Reform requires the government to make changes in achieving world-class governance. In carrying out this Bureaucracy Reform many changes made by the government consist of change management, work patterns, changes in work culture and others. Based on previous research, successful change requires commitment to change in individuals in the organization. The study found that transformational leadership, readiness for change and public service motivation have an influence on commitment to change. The purpose of this study is to determine the role of readiness for change and public service motivation in mediating the effect of transformational leadership on commitment to change. Using an online survey of 174 respondents by processing the Lisrel data, the results of the study were in the form of readiness for change and motivation for public services that significantly and positively mediated the effect of transformational leadership on Commitment to Change. Different from the initial research, this study found that transformational leadership has a negative and significant influence on commitment to change. Therefore, Readiness for change and public service motivation has important role for mediating the influence of transformational leadership on commitment to change in central government. This research is expected to solve the problem of bureaucratic reform so that so that the central government can realize world-class governance."

"Berdirinya Bank Syariah Indonesia menjadi hal yang menarik dikarenakan pelaksanaanmerger yang terdiri atas anak perusahaan dari tiga bank BUMN terbesar di Indonesiayaitu Bank Syariah Mandiri, BNI Syariah dan BRI Syariah. Merger BSI yangdilaksanakan tanpa adanya pengurangan pegawai dan pelaksanaannya bertepatan dengankondisi pandemi Covid-19 menampilkan fenoma tersendiri. Penelitian ini bertujuan untukmenjelaskan pengaruh dari tekanan eksternal dan kepemimpinan perubahan terhadapkesiapan atas perubahan yang dirasakan oleh pegawai BSI mengingat merger BSIterlaksana karena keinginan pemerintah melalui kementerian BUMN. Penelitian inidifokuskan pada masa setelah merger terlaksana. Tujuan dari penelitian ini adalah untukmengetahui apakah perbedayaan budaya dari anak-anak perusahaan BUMN dapatmempengaruhi kesuksesan merger utamanya pada masa integerasi. Hal ini diharapkandapan menjadi acuan bagi pemerintah atas merger yang dilaksanakan pada BUMN yangada. Peneliatian dilakukan secara kualitatif deskriptif. Data didapatkan berdasarkankuisioner yang disebarkan kepada pegawai BSI yang area kerjanya berada di kantor pusat.Berdasarkan penelitian yang telah dilaksanakan, external pressure tidak memilikipengaruh yang signifikan terhadap change readiness atas merger BSI, namun changeleadership lebih berpengaruh terhadap kesiapan pegawai atas perubahan yang terjadi.

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The establishment of Bank Syariah Indonesia is an interesting matter due to the

implementation of a merger consisting of subsidiaries of the three largest state-owned

banks in Indonesia, namely Bank Syariah Mandiri, BNI Syariah and BRI Syariah. The

BSI merger which was carried out without any reduction in employees and its

implementation coincided with the conditions of the Covid-19 pandemic presented a

separate phenomenon. The focus if this study is to explain the effect of external pressure

and change leadership towards change readiness at BSI as the bank’s merger were

imposed by government via the Ministry of State-Owned Enterprises. This research is

focused on the post-merger period. The purpose of the study is to study whether the

different culture from the State Owned Enterprises (SOE) subsidiaries could affect the

success of the merger mainly in the integration state. It is hope that this research could

help the government having a matrix on the mergers of SOE. The study is qualitative

descriptive interpretive. The data were collected via questionnaire from BSI employees

that works at the Headquarter. Based on the study conducted, external pressure does not

significantly impact change readiness on BSI’s merger, on the other hand change

leadership has more impact on employees change readiness towards the chance that is

happening."

"Berdasarkan Kebijakan Energi Nasional, target Energi Terbarukan adalah 23% dari bauran energi nasional pada tahun 2025, pemerintah Indonesia berencana untuk menambah target energi terbarukan dan energi alternatif lainnya. Namun, masalah dalam keberlanjutan proyek ketenagalistrikan yang ada dimana mindset perusahaan terdahulu lebih memilih mengembangkan proyek energi fosil daripada energi terbarukan. Hal ini timbul akibat dari masalah organisasi yang masih belum dapat menyiapan kesiapan perubahan organisasi terhadap adopsi energi terbarukan. Penelitian ini dilaksanakan dengan melakukan studi empiris secara kuantitatif dengan menggunakan structural equation model untuk menyeidiki tiga faktor penentu kesiapan perubahan yaitu external pressure, innovation intention, dan commitment of resources. Penelitian dilakukan pada perusahaan Independent Power Producer (IPP) di Indonesia dengan hasil menunjukkan bahwa innovation intention yang merupakan bagian dari budaya inovasi menjadi faktor terbesar penentu kesiapan perubahan organisasi pada sektor tenagalistrikan di Indonesia. Faktor penentu lainnya seperti commitment of resources yang merupakan dorongan internal dalam memberikan alokasi sumber daya tidak menunjukkan pengaruh yang kuat dalam mendorong kesiapan perubahan energi terbarukan.

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Based on the National Energy Policy, the Renewable Energy target in Indonesia is 23% of the national energy mix in 2025, the Indonesian government plans to add renewable and alternative energy power plants by 2028. However, the author acknowledges that there have been urgent problems in the sustainability of existing electricity projects where the mindset of previous companies prefers to develop fossil energy projects rather than renewable energy. The fenomena gap arises due to organizational problems that are still unable to prepare change readiness in the organizational level towards intention to adopt renewable energy. A rapidly changing environment in developing countries, especially in the electricity sector, moves this research to be carried out by conducting quantitative empirical study using the structural equation model to investigating the three determinants of change readiness namely external pressure, innovation intention, and commitment of resources. The study was conducted on the IPP in Indonesia with the results showing that the innovation intention which is part of the culture of innovation is the biggest factor determining change readiness. Other determinants such as commitment of resources do not show a strong influence to encouraging change readiness for renewable energy."

"Teknologi mengubah perilaku masyarakat dunia hari ini. Penelitian bertujuan untuk menjelaskan hubungan relasi positif antar laten variabel brand orientation, brand knowledge, brand involvement dan brand commitment terhadap brand equity suatu organisasi, dengan kebaharuan variabel di moderasi organization change readiness untuk perusahaan business to business (B2B), khususnya Internet Service Provider (ISP) di negara berkembang. Survei online mengikuti metode purposive sampling kepada 68 responden perusahaan dan dilakukan analisis menggunakan metode Partial Least Square (PLS). Hasil penelitian menunjukkan adanya relasi brand commitment terhadap internal brand equity dengan moderasi organization change readiness namun tidak terbukti adanya hubungan langsung dari internal brand equity dan brand equity.

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Technology changes people behavior in today society globally. Reseach objective is to explain positive relationship between latent variables of brand orientation, brand knowledge, brand involvement, brand commitment to brand equity in organization, by novelty in moderation organization change readiness at business to business (B2B), especially to internet service provider (ISP) in developing country. Online survey uses purposive sampling at 68 company respondents and analysis using Partial Least Square (PLS). Result shows relationship between brand orientation, brand commitment to internal brand equity with moderation organization change readiness, however there is no proof established relationship between internal brand equity and brand equity."

"Analisis Pengaruh Readiness for Change terhadap Resistance to Change Karyawan dalam Proses Perubahan Organisasi Studi Kasus: BPJS Kesehatan Penelitian ini bertujuan untuk memahami pengaruh negatif dari individual readiness for change dan organizational readiness for change terhadap resistance to change. Proses pengumpulan data dalam penelitian ini menggunakan metode survey dengan menyebarkan kuesioner online. Objek penelitian ini adalah 3634 karyawan BPJS Kesehatan dengan masa kerja lebih dari setahun. Melalui metode Structural Equation Modelling, hasil penelitian menunjukkan bahwa individual readiness for change memiliki pengaruh positif terhadap resistance to change kemudian individual readiness for change dan organizational readiness for change memiliki korelasi signifikan satu sama lain.

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Analysis of The Effect of Readiness for Change on Employee Resistance to Change in Organizational Change Processes Case Study BPJS Kesehatan This study aims to understand the negative effects of individual readiness for change and organizational readiness for change against resistance to change. The process of collecting data in this study using survey methods by distributing the online questionnaire. The object of this study was 3634 BPJS Kesehatan employees with a working period of more than a year. Using the Structural Equation Modeling method, the results showed that individual readiness for change has a positive influence on resistance to change then individual readiness for change and organizational readiness for change have significant correlation with each other organizational change readiness for change resistance to change Structural Equation Modelling, BPJS Kesehatan "

"ABSTRAKPenelitian ini bertujuan untuk mengkaji pengaruh persepsi penerimaan terhadap perubahan, kesiapan untuk berubah, komitmen terhadap organisasi, kepercayaan terhadap organisasi, mengkomunikasikan perubahan organisasi dan pelatihan untuk perubahan terhadap perubahan organisasi di Polda Metro Jaya. Persepsi anggota polisi terhadap perubahan organisasi secara positip tentunya sangat menentukan untuk keberhasilan proses perubahan dalam organisasi. Penelitian ini melibatkan 145 anggota polisi yang dipilih dengan teknik kluster random sampling dari berbagai unit fungsi organisasi. Analisis penelitian ini menggunakan multiple regression analysis dan menemukan bahwa persepsi penerimaan perubahan berpengaruh terhadap perubahan organisasi (r= 0.157;p< 0.05); kesiapan untuk berubah berpengaruh terhadap prubahan organisasi (r=0.156; p< 0.05); komitmen organisasi berpengaruh terhadap perubahan organisasi (r= 0.142; p< 0.005); kepercayaan terhadap organisasi berpengaruh terhadap perubahan organisasi (r= 0.139; p< 0.05); mengkmunikasikan perubahan organisasi berpengaruh terhadap perubahan organisasi (r= 0.256; p< 0.05) dan pelatihan berpengaruh terhadap perubahan organisasi (r= 0.212; p< 0.05). Secara keseluruhan variabel mengkomunikasikan perubahan dan pelatihan untuk perubahan mempunyai pengaruh yang paling kuat terhadap perubahan organisasi dan secara keseluruhan variabel memberikan kontribusi sebesar 78.2% terhadap perubahan organisasi (R square adjusted 0.782; p< 0.05). Dengan demikian, faktor mengkomunikasikan pentingnya, urgensi , makna dan manfaat perubahan organisasi menjadi faktor paling penting untuk disosialisasikan dan dipahami anggota organisasi. Pemahaman tentang esensi perubahan akan mendorong persepsi dan sikap positip terhadap dukungan untuk perubahan organisasi

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ABSTRACTThis study aims to examine the effect of perceived acceptance on change, readiness to change, commitment to organization, trust in the organization, communicating organizational change and training for changes to organizational change at Polda Metro Jaya. Positive perceptions of police personnel towards organizational change are of course very decisive for the success of the change process in the organization. This study involved 145 police officers who were selected by cluster random sampling technique from various organizational function units. The analysis of this study used multiple regression analysis and found that the perception of acceptance of change has an effect on organizational change (r = 0.157; p <0.05); readiness to change affects organizational change (r = 0.156; p <0.05); organizational commitment has an effect on organizational change (r = 0.142; p <0.005); trust in the organization has an effect on organizational change (r = 0.139; p <0.05); communicating that organizational change affects organizational change (r = 0.256; p <0.05) and training affects organizational change (r = 0.212; p <0.05). Overall, the variables communicating change and training for change had the strongest influence on organizational change and overall the variables contributed 78.2% to organizational change (R square adjusted 0.782; p <0.05). Thus, factors communicating the importance, urgency, meaning and benefits of organizational change are the most important factors to be socialized and understood by organizational members. An understanding of the essence of change will encourage positive perceptions and attitudes towards support for organizational change"