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"Penelitian ini bertujuan untuk mengkaji pengaruh dari kepemimpinan dan komunikasi di dalam mendukung keterbukaan pegawai untuk berubah di dalam organisasi melalui charismatic leadership communication dan transparent communication terhadap openness to change melalui efek mediasi trust in organization. Data dikumpulkan melalui kuesioner dan dianalisis menggunakan Structural Equation Modeling (SEM) untuk memeriksa kecocokan keseluruhan model dan menguji kausalitas antar konstruk. Sejumlah 290 PNS di Kementerian PPN/Bappenas dengan berpartisipasi menjadi sampel penelitian. Hasil penelitian ini mengungkapkan bahwa charismatic leadership communication dan transparent communication berpengaruh positif terhadap openness to change, baik secara langsung maupun melalui mediasi trust in organization. Lebih lanjut, penelitian ini diharapkan dapat memberikan kontribusi kepada organisasi untuk mendorong peranan komunikasi baik yang dilakukan oleh pemimpin maupun organisasi secara transparan untuk meningkatkan kepercayaan pegawai terhadap organisasi, yang pada akhirnya menimbulkan adanya keterbukaan untuk berubah, khususnya di sektor publik.

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The aim of this study is to examine the effect of leadership and communication in supporting employee openness to change in the organization in the form of charismatic leadership communication and transparent communication in influencing openness to change through the mediating effect of trust in organization. Data were collected through questionnaires and analyzed using Structural Equation Modeling (SEM) to check the fit of the entire model and test causality between constructs. A total of 290 civil servants at the Ministry of National Development Planning/Bappenas participated as research samples. The results of this study reveal that charismatic leadership communication and transparent communication have a positive effect on openness to change, both directly and partially through mediation of trust in the organization. Furthermore, this study is expected to contribute to the organization to encourage the role of good communication carried out by leaders and organizations in a transparent manner to increase employee confidence in the organization, which in turn creates openness to change, especially in the public sector."

"Peran sektor perpajakan sangat penting dalam perekonomian negara. Dalam beberapa tahun terakhir, target penerimaan pajak terus meningkat seiring dengan kebutuhan pembiayaan negara yang semakin besar. Untuk mencapai target tersebut, Otoritas Pajak Pusat perlu menjaga reputasi yang baik demi mempertahankan dan meningkatkan kepercayaan masyarakat melalui strategi employee advocacy, yaitu strategi di mana pegawai secara aktif mempromosikan nilai-nilai dan citra positif organisasi kepada publik. Berdasarkan berbagai literatur, terdapat beberapa hal yang dapat mendorong perilaku employee advocacy yaitu ethical culture, servant leadership, dan transparent communication. Sebagai tambahan, penelitian ini juga menggunakan variabel perceived relationship investment sebagai mediator. Penelitian ini bertujuan untuk mengetahui pengaruh ethical culture, servant leadership, transparent communication, dan perceived relationship investment terhadap employee advocacy pada organisasi sektor publik. Data penelitian dikumpulkan melalui survei secara daring terhadap pegawai pada Otoritas Pajak Pusat di Indonesia. Data sebanyak 762 sampel telah berhasil dikumpulkan, adapun data akhir responden sebanyak 586 sampel selanjutnya dianalisis dengan metode Structural Equation Modelling menggunakan LISREL. Hasil penelitian ini menunjukkan bahwa ethical culture, servant leadership, dan perceived relationship investment memiliki pengaruh positif dan signifikan terhadap employee advocacy. Ethical culture, servant leadership, dan transparent communication memiliki pengaruh positif dan signifikan terhadap employee advocacy melalui peran mediasi perceived relationship investment. Penelitian ini memberikan kontribusi di bidang manajemen sumber daya manusia terkait faktor-faktor yang perlu diperhatikan oleh organisasi sektor publik untuk dapat meningkatkan perilaku employee advocacy

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The role of the tax sector is crucial in a country’s economy. In recent years, tax revenue targets have continuously increased in line with the growing financial needs of the state. To achieve these targets, the Central Tax Authority must maintain a positive reputation to sustain and enhance public trust through an employee advocacy strategy, where employees actively promote the organization’s values and positive image to the public. Based on various literature, several factors can encourage employee advocacy behavior, namely ethical culture, servant leadership, and transparent communication. Additionally, this study includes perceived relationship investment as a mediator variable. The aim of this research is to examine the influence of ethical culture, servant leadership, transparent communication, and perceived relationship investment on employee advocacy in public sector organizations. Research data were collected through an online survey of employees at the Central Tax Authority in Indonesia. A total of 762 responses were received, with a final sample size of 586 being analyzed using Structural Equation Modeling (SEM) with LISREL. The results indicate that ethical culture, servant leadership, and perceived relationship investment have a positive and significant impact on employee advocacy. Ethical culture, servant leadership, and transparent communication also positively and significantly influence employee advocacy through the mediating role of perceived relationship investment. This research contributes to the field of human resource management by highlighting the factors public sector organizations should consider to enhance employee advocacy behavior."

"Penelitian ini bertujuan untuk menguji pengaruh dari anteseden-anteseden pada aspek komunikasi, seperti symmetrical communication, transparent communication, partisipasi pegawai, komunikasi informal, knowledge sharing, dan komunikasi melalui media sosial organisasi terhadap employee engagement yang dimediasi oleh perceived communication satisfaction di lingkungan organisasi pemerintah X. Survei dilakukan terhadap 108 pegawai dengan menyebarkan kuesioner melalui aplikasi perpesanan, yang bertujuan untuk menguji pengaruh dari keenam anteseden tersebut dengan employee engagement yang dimediasi oleh variabel perceived communication satisfaction. Dari hasil pengujian, diketahui bahwa symmetrical transparent communication, partisipasi pegawai, knowledge sharing dan komunikasi melalui media sosial organisasi berpengaruh secara positif terhadap perceived communication satisfaction, hanya komunikasi informal tidak memiliki pengaruh yang positif terhadap variabel tersebut. Hal ini menandakan bahwa kelima anteseden yang diajukan memberikan pengaruh terhadap kepuasan komunikasi di organisasi pemerintah X. Sementara itu, hasil yang bertolak belakang terlihat pada variabel employee engagement, dimana hanya komunikasi informal yang berpengaruh terhadap variabel tersebut, sehingga bisa disimpulkan bahwa pegawai di organisasi pemerintah X merasakan keterlibatan dengan organisasi akibat dari diterapkannya komunikasi informal di tempat kerja mereka.

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This study aims to test the effect of antecedents on communication aspects, such as symmetrical communication, transparent communication, employee participation, informal communication, knowledge sharing, and communication through organizational social media on employee engagement which is mediated by perceived communication satisfaction in government organizations X. The survey was conducted on 108 employees by distributing questionnaires through messaging applications, which aims to test the influence of the six antecedents on employee engagement which is mediated by the perceived communication satisfaction variable. From the test results, it is known that symmetrical communication, transparent communication, employee participation, knowledge sharing, and communication through organizational social media positively affect perceived communication satisfaction. Only informal communication does not have a positive effect on this variable. This indicates that the five antecedents proposed have an influence on communication satisfaction in government organizations X Meanwhile, contradictory results were seen in the employee engagement variable, where only informal communication had an effect on this variable so that it can be concluded that employees in government organization X feel involved with the organization as a result of implementing informal communication in their workplace."