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Abstrak :
ABSTRAK
Penelitian ini bertujuan untuk mengetahui pengaruh external pressure dan organizational justice terhadap resistance to change di PT. X. PT. X adalah perusahaan badan usaha milik negara yang bergerak di bidang jasa konsultasi, survei, inspeksi dan verifikasi. Metode analisis data yang digunakan adalah analisis statistik deskriptif dan regresi. Resistance to change adalah faktor yang menghambat proses perubahan. External pressure memiliki dimensi coercive, mimetic dan normative pressure. Organizational justice memiliki dimensi distributive justice, procedural justice, interpersonal justice dan informational justice. Hasil penelitian terhadap 262 responden menunjukkan tingkat resistance to change di PT. X dikategorikan sedang. Dimensi mimetic pressure berpengaruh secara signifikan terhadap resistance to change, dimensi informational justice berpengaruh negatif secara signifikan terhadap resistance to change. Sedangkan coercive, normative, distributive justice, procedural justice dan interpersonal justice tidak terbukti berpengaruh secara signifikan terhadap resistance to change

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ABSTRACT
This research aims to determine the effect of external pressure and organizational justice to resistance to change at PT. X. PT. X is a state-owned enterprise with field of work as consultant for survey, inspection, and verification. Data analysis method used are statistic descriptive analysis and regression. Resistance to change is a factor that prevent change prosess. External pressure has dimensions of coercive, mimetic and normative pressure. Organizational justice has dimensions of distributive justice, procedural justice, interpersonal justice and informational justice. Researh findings on 262 respondents indicated the level of resistance to change at PT. X categorized as moderate. Dimension of mimetic pressure significantly impact to resistance to change, dimension informational justice significantly influence and negatif impact to resistance to change. Whereas coercive, normative, distributive justice, procedural justice and interpersonal justice not proven significantly influence resistance to change

Abstrak :
Berdirinya Bank Syariah Indonesia menjadi hal yang menarik dikarenakan pelaksanaan merger yang terdiri atas anak perusahaan dari tiga bank BUMN terbesar di Indonesia yaitu Bank Syariah Mandiri, BNI Syariah dan BRI Syariah. Merger BSI yang dilaksanakan tanpa adanya pengurangan pegawai dan pelaksanaannya bertepatan dengan kondisi pandemi Covid-19 menampilkan fenoma tersendiri. Penelitian ini bertujuan untuk menjelaskan pengaruh dari tekanan eksternal dan kepemimpinan perubahan terhadap kesiapan atas perubahan yang dirasakan oleh pegawai BSI mengingat merger BSI terlaksana karena keinginan pemerintah melalui kementerian BUMN. Penelitian ini difokuskan pada masa setelah merger terlaksana. Tujuan dari penelitian ini adalah untuk mengetahui apakah perbedayaan budaya dari anak-anak perusahaan BUMN dapat mempengaruhi kesuksesan merger utamanya pada masa integerasi. Hal ini diharapkan dapan menjadi acuan bagi pemerintah atas merger yang dilaksanakan pada BUMN yang ada. Peneliatian dilakukan secara kualitatif deskriptif. Data didapatkan berdasarkan kuisioner yang disebarkan kepada pegawai BSI yang area kerjanya berada di kantor pusat. Berdasarkan penelitian yang telah dilaksanakan, external pressure tidak memiliki pengaruh yang signifikan terhadap change readiness atas merger BSI, namun change leadership lebih berpengaruh terhadap kesiapan pegawai atas perubahan yang terjadi. ......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.