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Abstrak :
Proses perubahan tidak terlepas dari peran komitmen karyawan. Conner (1992) dalam Kling (2004) menyebutkan bahwa komitmen merupakan pengikut vital antara orang dan tujuan perubahan. Penelitian bertujuan untuk menguji ada tidaknya pengaruh dimensi Authentic Leadershipyaitu Leader Self Awareness, Balanced Processing, Internalized Moral Perspectives, Balance Processing, kemudian dimensi Organization Task Environment yaitu Munificence, Dynamism, dan Complexity serta Organization Trust terhadap dimensi Commitment to Change yaitu Affective, Normative, dan Continuance Commitment to Change. Penelitian dilakukan di PT Nindya Karya (Persero) sebuah perusahaan BUMN bergerak di bidang konstruksi. Hasil penelitian menunjukkan bahwa secara umum Authentic Leadership, Organization Trust dan Organization Task Environment memiliki pengaruh terhadap Commitment to Change. Secara khusus, dimensi Leader Self Awareness dari Authentic Leadership berpengaruh signifikan negatif terhadap Affective dan Normative Commitment to Change. Sedangkan dimensi Internalized Moral Perspective berpegaruh positif terhadap Affective dan Normative Commitment to Change. Selain itu Organization trustdan dimensi Dynamism dari Organization Task Environmentmemiliki pengaruh positif terhadap Affective dan Normative Commitment to Changesedangkan Continuance Commitment to Change lebih dipengaruhi oleh Complexity lingkungan tugas perusahaan.

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The process of change can not be separated from the role of employee commitment. Conner (1992) in Kling (2004) mentions that the commitment is vital glue between people and change goal. The study aimed to test the impact of Authentic Leadership dimensions which are Leader Self Awareness, Balanced Processing, Internalized Moral Perspectives, Relational Transparency, then the dimensions of the Organization Task Environment which are Munificence, Dynamism, and Complexity also Organization Trust towards dimensions of Commitment to Change which are Affective Commitment to Change, Normative, Commitment to Change and Continuance Commitment to Change. The study was conducted in Nindya PT Karya (Persero), a state-owned company engaged in the field of construction. The results showed that in general Authentic Leadership, Organization Trust and Organization Task Environment have an influence on the Commitment to Change. In particular, Leader Self Awareness of Authentic Leadership has significant negative effect on Affective and Normative Commitment to Change. While Internalized Moral Perspective has significant positive effect on Affective and Normative Commitment to Change. Additionally Organization Trust and Dynamism from Organization Task Environment have positive influence on Affective and Normative Commitment to Change. While Continuance Commitment to Change more influenced by environmental Complexity.

Abstrak :
Penelitian kuantitatif ini bertujuan untuk menguji pengaruh keterikatan kerja, kepercayaan, dan iklim organisasi terhadap komitmen organisasi pada PT Media Milenial. Penelitian ini melibatkan 201 karyawan PT Media Milenial. Data demografi diperoleh dari peserta yang menyerahkan data jenis kelamin, usia, latar belakang pendidikan, status, masa kerja, dan status kerja. Analisis penelitian ini menggunakan Structural Equation Modeling untuk mengetahui hubungan antar variabel tersebut. Hasil penelitian menunjukan ada pengaruh signifikan antara keterikatan kerja, kepercayaan, dan iklim organisasi terhadap komitmen organisasi; Selain itu, penelitian ini juga bermanfaat dalam pengembangan ilmu manajemen sumber daya manusia khususnya tentang beberapa langkah untuk peningkatan komitmen karyawan di perusahaan media dan dari penelitian ini diharapkan menjadi bahan masukan untuk para praktisi agar dapat meningkatkan kinerja organisasi melalui peningkatan komitmen karyawan di perusahaan media.

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This quantitative research aims to examine the effect of work engagement, trust, and organizational climate on organizational commitment to PT Media Milenial. The study involved 201 employees of PT Media Milenial. Demographic data were obtained from respondents who fill data of gender, age, educational background, status, employment, and employment status. Sturctural Equation Modeling were calculated to know the relationship between these variables. The results of the study indicate that there is a significant influence of work engagement, trust, and organizational climate on organizational commitment. In addition, this research is also useful in the development of human resources management science, especially about some steps to increase employee commitment in media companies and from this research is expected to be input for practitioners in order to improve organizational performance through increased employee commitment in media companies become more committed and perform well especially for media employees.

Abstrak :
Penelitian ini untuk menguji sikap pegawai terhadap perubahan dengan sejumlah faktor atau variabel yang mempengaruhi sikap pegawai terhadap perubahan, yaitu faktor kepercayaan pada organisasi dan kepercayaan pada supervisor serta komitmen organisasi. Penelitian dilakukan terhadap pegawai organic PT TGI sebagai responden dengan menyebarkan kuisioner sebagai metode pengumpulan data. Analisis pengolahan data kuisioner menggunakan structural equation modeling untuk mengetahui pengaruh employee’s trust dan attitude toward organizational change dengan menggunakan faktor organizational commitment sebagai mediator. Hasil penelitian menunjukkan bahwa hubungan langsung antara employee’s trust terhadap attitude toward organizational change adalah tidak signifikan. Sementara melalui organizational commitment, pengaruh tidak langsung employee’s trust terhadap attitude toward organizational change adalah positif dan signifikan. ......This study to examine the attitude of employees towards change with a number of factors or variables that influence employee attitudes towards change, namely the factor of trust in the organization and trust in supervisors and organizational commitment. The research was conducted on organic employees of PT TGI as respondents by distributing questionnaires as a data collection method. Questionnaire data processing analysis used structural equation modeling to determine the effect of employee's trust and attitude toward organizational change using organizational commitment as a mediator. The results showed that the direct relationship between employee's trust and attitude toward organizational change was not significant. Meanwhile, through organizational commitment, the indirect effect of employee's trust on attitude toward organizational change is positive and significant.

Abstrak :

Indonesia memiliki potensi pengumpulan Zakat, Infak, dan Sedekah (zis) yang besar. Namun, potensi tersebut belum dapat dimaksimalkan dengan baik. Kurangnya kesadaran masyarakat dan kepercayaan kepada pengelola zis menjadi penyebab rutinitas membayar zis belum terbangun di masyarakat. Salah satu upaya untuk meningkatkan pembayaran zis adalah memberikan pesan pengingat untuk membayar zis. Penelitian ini menganalisis pengaruh message framing, media richness, dan message evidence pada pesan pengingat terhadap pembayaran zis. Lingkup penelitian ini meliputi pembayaran zis pada Badan Amil Zakat Nasional (BAZNAS) sebagai lembaga resmi yang berwenang mengelola zis tingkat nasional. Penelitian ini menggunakan metode eksperimental dengan factorial design 2 (message framing : religious value vs social value) x 2 (media richness : text vs text + image) x 2 (message evidence : high evidence vs low evidence). Penelitian dilakukan dengan menyebarkan kuesioner secara online. Pengolahan data dilakukan pada 200 data responden dengan menggunakan metode analysis of variance. Penelitian ini mengungkapkan bahwa pemberian pesan religious value memiliki pengaruh lebih tinggi terhadap intensi untuk loyal dibandingkan pesan social value.  Pesan dengan text + image lebih meningkatkan kepercayaan terhadap organisasi dibandingkan pesan dengan text. Selain itu, pesan high evidence meningkatkan kepercayaan terhadap organisasi dibandingkan pesan low evidence. Lebih lanjut, pengaruh pesan dengan text + image dan high evidence memberikan pengaruh lebih besar pada kepercayaan terhadap organisasi. Pemberian pesan religious value, text + image, dan high evidence memiliki pengaruh lebih tinggi dari pesan social value terhadap intensi untuk loyal. Hasil penelitian menunjukkan bahwa kepercayaan terhadap organisasi dapat meningkatkan intensi untuk loyal secara signifikan dan sebagai mediasi keseluruhan pengaruh media richness terhadap intensi untuk loyal. BAZNAS dapat menerapkan hasil penelitian ini sebagai upaya meningkatkan loyalitas pembayaran zis.

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Indonesia has the big potential to obtain Zakat, Infaq and Alms (zis). However, this potential cannot be maximized properly. Lack of public awareness and trust in the management of zis is the reason for the routine of paying zis, which has not yet been developed in the community. One effort to increase zis payment is to provide a reminder message to pay zis. This study analyzes the effect of message framing, media richness, and message evidence on reminder messages on zis payments. The scope of this research includes the payment of zis at the National Amil Zakat Agency (BAZNAS) as an official institution authorized to manage zis at the national level. This study uses an experimental method with factorial design 2 (message framing: religious value vs. social value) x 2 (media richness: text vs. text + image) x 2 (message evidence: high evidence vs. low evidence). The study was conducted by distributing questionnaires online. Data processing was performed on 200 data respondents using the analysis of variance method. This study reveals that giving religious values has a higher influence on intention to loyal than social value messages. Text + image messages increase trust to organization more than text messages. In addition, high evidence messages increase trust to organization compared to low evidence messages. Furthermore, the effect of messages with text + image and high evidence gives a greater influence on trust to organization. The delivery of religious value, text + image, and high evidence messages has a higher influence than the message of social value on the intention to loyal. The results showed that trust to organization could significantly increase intention to loyal and mediate the overall effect of media richness on intention to loyal. BAZNAS can apply the results of this study as an effort to increase zis payment loyalty.

Abstrak :
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. ......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.