Dampak Laju Perubahan Organisasional Terhadap Kepercayaan dan Sikap Karyawan: Studi Kasus Pada Perusahaan-Perusahaan Teknologi Informasi dan Komunikas
DOI:
https://doi.org/10.12695/jmt.2015.14.1.6Abstract
Abstrak. Riset ini membahas pengaruh laju perubahan organisasional terhadap kepercayaan organisasional dan sikap-sikap karyawan di perusahaan-perusahaan Teknologi Informasi dan Komunikasi (TIK). Penelitian ini adalah penelitian kuantitatif dengan desain awal menggunakan analisis faktor eksploratori kemudian menggunakan konfirmatori analisis faktor dengan Structural Equation Modeling (SEM). Sample penelitian adalah karyawan yang bekerja di perusahaan telekomunikasi dan teknologi informasi (TIK) yang pernah mengalami perubahan-perubahan organisasional. Output dari penelitian ini menyarankan agar laju perubahan organisasional dilakukan dengan tepat, yaitu ritme perubahan organisasional yang beraturan (regular) untuk mencapai keseimbangan antara perubahan dan stabilitas, sehingga tercipta sikap-sikap karyawan yang positif, yaitu meningkatkan kepuasan kerja, komitmen organisasional dan menurunkan tingkat intensi meninggalkan organisasi. Selain itu penelitian juga menunjukkan bahwa persepsi kepercayaan organisasional sebagai faktor penentu bagi keberhasilan perubahan organisasional yang dapat meningkatkan sikap-sikap positip karyawannya.
Kata kunci: Laju perubahan organisasional, ritme perubahan organisasional, kepercayaan organisasional, sikap-sikap individu, kepuasan kerja, komitmen organisasional, intensi meninggalkan perusahaan.
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Abstract. This article investigating the impact of pace of organizational change on organizational trust and employees attitudes in Information and Communication Technology (ICT) companies. This study based on quantitative using Structural Equation Modeling (SEM-PLS). The outcome of this study suggests that the pacing of organizational change should be done properly by balancing the change and stabilty of the organization. It could stimulate positive individual attitudes, such as enhancing job satisfaction, organizational commitment and and decreasing intention to leave organization. In addition, this research conclude that the organizational trust as supporting factor of positive organizational change and individual attitudes in the ICTs companies.
Key words: Pace of organizational change, rhythm of organizational change, organizational trust, individuals attitudes, job satisfaction, organizational commitment, intention to leave.
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References
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Aryee, S., Budhwar, P.S., & Chen, Z.X. (2002). Trust as mediator of the relationship between organizational justice and work outcomes: Test of a social exchange model. Journal of Organizational Behaviour, 23, 267-285.
Aziri, B.(2011). Job satisfaction: A literature review. Management Research and Practice, 3, 4, 77-86.
Barker, Vincent L, III, & Duhaime, Irene M. (1997). Strategic Change in the turnaround Process: Theory and empirical evidence. Strategic Management Journal, 18, 13-38.
Bordia, P., Hobman, E., Jones, E., Gallois, C., & Callan, V.J. (2004). Uncertainty during organizational change: Types, consequences, and management strategies. Journal of Business and Psychology, 18(4), 507-532.
Burke, W.W. (2002). Organization change: Theory and Practice. California: Sage Publication, Inc.
Chen, H.M. & Chang, W.Y. (2010). The essence of the competence concept: Adopting an organization's sustained competitive advantage viewpoint. Journal of Management & Organization, 16(5), 677-699.
Christen, M., Iyer, G., & Soberman, D. (2006). Job Satisfaction, job performance, and effort: A reexamination using agency theory. Journal of Marketing, 70, 137-150.
Cho, Y.J, & Park, H. (2011). Exploring the relationships among trust, employee satisfaction, and organizational commitment. Public Management Review, 13(4), 551–573
Clugston, M. (2000). The mediating effects of multidimensional commitment on job satisfaction and intent to leave. Journal of Organizational Behavior, 21, 477-486.
Creswell, J.W. (2003) Research Design: Qualitative, quantitative, and mixed methods approach, 2nd Edition. Sage Publication, California.
Cunha, Miquel Pina e (2004). Organizational time: A dialectical view. Organization, 11, 271-296.
Dachlan, Usman. (2014). Panduan Lengkap Structural Equation Modeling: Tingkat Dasar. Lentera Ilmu, Semarang.
De Ruyter, K., Moorman, L., & Lemmink, J. (2001). Antecedents of Commitment and Trust in Customer–Supplier Relationships in High Technology Markets. Industrial Marketing Management, 30, 271–286.
Dietz, G & Den Hartog, D.N.(2006). Measuring trust inside organisations. Personnel Review, 35(5), 557-588
Dirks, K. T., & Ferrin, D. L. (2001). The role of trust in organizational settings. Organization Science, 12, 450 – 457.
Ernst & Young. (2014). Top 10 risks in telecommunications revisited. http://www.ey.com/GL/en/Industries/Telecommunications/Top-10-risks-in-telecoms---Top-10-risks-in-telecommunications-revisited diakses 15 Agustus 2014.
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Fields, D.L. Taking the Measure of Work: A Guide to Validated Scales for Organizational Research and Diagnosis: Job Satisfaction. SAGE Publications, Inc.:Thousand Oaks, 2002.
Gersick, C. J. G. (1994). Pacing strategic change: The case of a new venture. Academy of Management Journal, 37, 9-45.
Hair, J.F., Black, W.C., Babin, B.J., & Anderson, R.E. (2010). Multivariate data analysis, 7th edition. Pearson Prentice Hall, New Jersey.
Han, Y., & Kakabadse, N.K.(2009). Job satisfaction: what is its true meaning in Greater China? Asia-Pacific Journal of Business Administration, 1, 2, 155-164
Herscovitch, L., & Meyer, J.P. (2002). Commitment to organizational change: Extension of a three-component model. Journal of Applied Psychology, 87(3), 474-487.
Heilmann, Pia. (2007). High level competence: a tool for coping with organizational change. Journal of European Industrial Training, 31(9), 727-741.
Huy, Q.N., & Mintzberg, H. (2003). The Rhythm of change. MIT Sloan Management Review, 44(4).
Jahansoozi, J. (2006). Organization-stakeholder relationships: exploring trust and transparency. Journal of Management Development, 25(10), 942-955.
Judge, T.A., Bono, J.E., Thoresen, C.J., & Patton, G.K. (2001). The Job Satisfaction-job performance relationship: A qualitative and quantitative review. Psychology Bulletin, 127(3), 376-407.
Kim, J., Song, E., & Lee, S. (2013). Organizational change and Employee Organizational identification: Mediation of perceived uncertainty. Social Behavior and Personality, 41(6), 1019 – 1034.
Klarner , P., & Raisch, S. (2013). Move to the beat – Rhythm of change and firm performance. Academy of Manajement Journal, 56, 160 – 184.
Leana, C.R., & Barry, B. (2000). Stability and change as simultaneous experiences in organization life. Academy of Management Review, 25(4), 753-759.
Lines, R., Selart, M., Espedal, B., & Johansen, S.T. (2005). The production of trust during organizational change. Journal of Change Management, 5, 221 – 245.
Liu, X.P., & Wang Z.M. (2013). Perceived risk and organizational commitment: The moderating role of organizational trust. Social Behavior and Personality, 41(2), 229-240.
Mayer, R.C., & Gavin, M.B. (2005). Trust in management and performance: Who mind the shop while the employees watch the boss? Academy of Management Journal, 48(5), 874 – 888.
Mayer, R. C., Davis, J. J., & Schoorman, F. D. (1995). An integrative model of organizational trust. Academy of Management Review, 20, 709–734.
McAllister, D.J.(1995). Affect- and cognition-based trust as foundations for interpersonal cooperation in organizations. Academy of Management Journal, 38(1), 24 – 59.
McConnell, C.J. (2003). A study of relationships among person-organization fit and affective, normative, and continuance component of organizational commitment. Journal of Applied Management and Entrepreneurship, 8(4), 137-156.
Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 7(1), 61-89.
Meyer, J. P., Allen, N. J., & Smith, P. C. (1993). Commitment to organizations and occupations: Extension and test of a three-component conceptualization. Journal of Applied Psychology, 78, 538-561.
Meyer, J. P., Stanley, L. H., Herscovitch, L., & Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior, 61 (1), 20-52.
Meyer, J. P., & Herscovitch, L. (2001). Commitment in the workplace: Toward a general model. Human Resource Management Review, 11, 299–326.
Meyer, J. P., Allen, N. J., & Smith, C. A. (1993). Commitment to organizations and occupations: Extension and test of a three-component conceptualization. Journal of Applied Psychology, 78(4), 538-551.
Morrison, R. (2004). Informal relationships in the workplace: Association with job satisfaction, organisational commitment and turnover intentions. New Zealand Journal of Psychology, 33(3).
Kuncoro, M. ( 2001). Metode kuantitatif : teori dan aplikasi untuk bisnis dan ekonomi. AMP YKPN, Yogyakarta.
Nelissen, P., & Van Selm, M. (2008). Surviving organizational change: how management communication help balance mixed feelings. Corporate Communication An International Journal, 13 (3), 306 – 318.
NXTInsight. (2013). Why Nokia failed – Top 4 reasons. http://nxtinsight.com/why-nokia-failed-top-4-reasons/ diakses 14 Agustus 2014.
Paille, P., Bourdeau, L., & Galois, I. (2010). Support, trust, satisfaction, intent to leave and citizenship at organizational level. International Journal of Organizational Analysis, 18(1), 41-58.
Pettigrew, A.M., Woodman, R.W., & Cameron, K.S. (2001). Studying organizational change and development: Challenges for future research. Academy of Management Journal, 44(4), 697 – 713.
Pirson, M. & Malhotra, D. (2008). Unconventional insight for managing stakeholder trust. MIT Sloan Management Review, 49(4).
Rafferty, A. E., & Griffin, M.A. (2006). Perceptions of organizational change: A stress and coping perspective. Journal of Applied Psychology, 91(5), 1154-1162.
Saruhan, N.(2013). Organizational change: The effects of trust in organization and psychological capital during change process. Journal of Business, Economics & Finance, 2(3), 13-35.
Sekaran, Uma. (2003). Research Methods for Business , 4th edition. John Wiley & Sons Inc, New York.
Shahnawaz, M.G., & Goswami, K. (2011). Effect of Psychological Contract Violation on Organizational Commitment, Trust and Turnover Intention in Private and Public Sector Indian Organizations. Vision, 15(3), 209 – 217
Shockley-Zalabak, P., Ellis, K., & Winograd, G. (2000). Organizational trust: What it means, why it matters. Organizational Development Journal, 18(4), 35 – 48.
Shockley-Zalabak, P., Morreale, S.P., & Hackman, M.Z. (2010). Building the high-trust organizatioan: Strategies for supporting five key dimension of trust. John Wiley & Sons, San Fransisco.
Sholihin, M., & Ratmono, D. (2013). Analisis SEM-PLS dengan WarpPLS 3.0: Untuk Hubungan Nonlinier dalam Penelitian Sosial dan Bisnis. Andi Offset, Yogyakarta.
Society for Human Resource Management (2012). 2012 Employee Job Satisfaction and Engagement: How Employees Are Dealing With Uncertainty.
Srivastava, S. (2013). Job Satisfaction and Organizational Commitment Relationship: Effect of Personality Variables. Vision, 17(2), 159–167.
Stanley, D.J., Meyer, J.P., & Topolnytsky, L. (2005). Employee cynicism and resistance to organizational change. Journal of Business and Psychology, 19(4), 429-459.
SwaOnline .(2014). Meramal Nasib 3 Operator Telekomunikasi di Tahun Kuda. http://swa.co.id/business-strategy/meramal-nasib-3-operator-telekomunikasi-di-tahun-kuda diakses 7 Desember 2014.
Van Yperen, N.W., & Hagedoorn, M. (1996). Intent to leave and absenteeism as reaction to perceived inequity: The role of psychology and social constraints. Journal of Occupational and Organizational Psychology, 69, 367-372.
Waychal, P., Mohanty, R.P., & Verma, A. (2011). Leading indicators of innovation as a competence for individuals: an empirical study. Journal of Advances in Management Research, 8(2), 301-322.
Wischnevsky, J.D. (2004). Change as the winds of change: The impact of organizational transformation on firm survival in a shifting environment. Organization Analysis, 12(4), 361 – 377.
Van Yperen, N.W., & Hagedoorn, M. (1996). Intent to leave and absenteeism as reaction to perceived inequity: The role of psychology and social constraints. Journal of Occupational and Organizational Psychology, 69, 367-372.
Aryee, S., Budhwar, P.S., & Chen, Z.X. (2002). Trust as mediator of the relationship between organizational justice and work outcomes: Test of a social exchange model. Journal of Organizational Behaviour, 23, 267-285.
Aziri, B.(2011). Job satisfaction: A literature review. Management Research and Practice, 3, 4, 77-86.
Barker, Vincent L, III, & Duhaime, Irene M. (1997). Strategic Change in the turnaround Process: Theory and empirical evidence. Strategic Management Journal, 18, 13-38.
Bordia, P., Hobman, E., Jones, E., Gallois, C., & Callan, V.J. (2004). Uncertainty during organizational change: Types, consequences, and management strategies. Journal of Business and Psychology, 18(4), 507-532.
Burke, W.W. (2002). Organization change: Theory and Practice. California: Sage Publication, Inc.
Chen, H.M. & Chang, W.Y. (2010). The essence of the competence concept: Adopting an organization's sustained competitive advantage viewpoint. Journal of Management & Organization, 16(5), 677-699.
Christen, M., Iyer, G., & Soberman, D. (2006). Job Satisfaction, job performance, and effort: A reexamination using agency theory. Journal of Marketing, 70, 137-150.
Cho, Y.J, & Park, H. (2011). Exploring the relationships among trust, employee satisfaction, and organizational commitment. Public Management Review, 13(4), 551–573
Clugston, M. (2000). The mediating effects of multidimensional commitment on job satisfaction and intent to leave. Journal of Organizational Behavior, 21, 477-486.
Creswell, J.W. (2003) Research Design: Qualitative, quantitative, and mixed methods approach, 2nd Edition. Sage Publication, California.
Cunha, Miquel Pina e (2004). Organizational time: A dialectical view. Organization, 11, 271-296.
Dachlan, Usman. (2014). Panduan Lengkap Structural Equation Modeling: Tingkat Dasar. Lentera Ilmu, Semarang.
De Ruyter, K., Moorman, L., & Lemmink, J. (2001). Antecedents of Commitment and Trust in Customer–Supplier Relationships in High Technology Markets. Industrial Marketing Management, 30, 271–286.
Dietz, G & Den Hartog, D.N.(2006). Measuring trust inside organisations. Personnel Review, 35(5), 557-588
Dirks, K. T., & Ferrin, D. L. (2001). The role of trust in organizational settings. Organization Science, 12, 450 – 457.
Ernst & Young. (2014). Top 10 risks in telecommunications revisited. http://www.ey.com/GL/en/Industries/Telecommunications/Top-10-risks-in-telecoms---Top-10-risks-in-telecommunications-revisited diakses 15 Agustus 2014.
Esaunggul.(2012). Peran Teknologi Informasi dalam Dunia Komunikasi. http://www.esaunggul.ac.id/article/peran-teknologi-informasi-dalam-dunia-komunikasi/ diakses 7 Desember 2014.
Farjoun, M. (2010). Beyond dualism: Stability and change as a duality. Academy of Management Review, 35, 202-225.
Fields, D.L. Taking the Measure of Work: A Guide to Validated Scales for Organizational Research and Diagnosis: Job Satisfaction. SAGE Publications, Inc.:Thousand Oaks, 2002.
Gersick, C. J. G. (1994). Pacing strategic change: The case of a new venture. Academy of Management Journal, 37, 9-45.
Hair, J.F., Black, W.C., Babin, B.J., & Anderson, R.E. (2010). Multivariate data analysis, 7th edition. Pearson Prentice Hall, New Jersey.
Han, Y., & Kakabadse, N.K.(2009). Job satisfaction: what is its true meaning in Greater China? Asia-Pacific Journal of Business Administration, 1, 2, 155-164
Herscovitch, L., & Meyer, J.P. (2002). Commitment to organizational change: Extension of a three-component model. Journal of Applied Psychology, 87(3), 474-487.
Heilmann, Pia. (2007). High level competence: a tool for coping with organizational change. Journal of European Industrial Training, 31(9), 727-741.
Huy, Q.N., & Mintzberg, H. (2003). The Rhythm of change. MIT Sloan Management Review, 44(4).
Jahansoozi, J. (2006). Organization-stakeholder relationships: exploring trust and transparency. Journal of Management Development, 25(10), 942-955.
Judge, T.A., Bono, J.E., Thoresen, C.J., & Patton, G.K. (2001). The Job Satisfaction-job performance relationship: A qualitative and quantitative review. Psychology Bulletin, 127(3), 376-407.
Kim, J., Song, E., & Lee, S. (2013). Organizational change and Employee Organizational identification: Mediation of perceived uncertainty. Social Behavior and Personality, 41(6), 1019 – 1034.
Klarner , P., & Raisch, S. (2013). Move to the beat – Rhythm of change and firm performance. Academy of Manajement Journal, 56, 160 – 184.
Leana, C.R., & Barry, B. (2000). Stability and change as simultaneous experiences in organization life. Academy of Management Review, 25(4), 753-759.
Lines, R., Selart, M., Espedal, B., & Johansen, S.T. (2005). The production of trust during organizational change. Journal of Change Management, 5, 221 – 245.
Liu, X.P., & Wang Z.M. (2013). Perceived risk and organizational commitment: The moderating role of organizational trust. Social Behavior and Personality, 41(2), 229-240.
Mayer, R.C., & Gavin, M.B. (2005). Trust in management and performance: Who mind the shop while the employees watch the boss? Academy of Management Journal, 48(5), 874 – 888.
Mayer, R. C., Davis, J. J., & Schoorman, F. D. (1995). An integrative model of organizational trust. Academy of Management Review, 20, 709–734.
McAllister, D.J.(1995). Affect- and cognition-based trust as foundations for interpersonal cooperation in organizations. Academy of Management Journal, 38(1), 24 – 59.
McConnell, C.J. (2003). A study of relationships among person-organization fit and affective, normative, and continuance component of organizational commitment. Journal of Applied Management and Entrepreneurship, 8(4), 137-156.
Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 7(1), 61-89.
Meyer, J. P., Allen, N. J., & Smith, P. C. (1993). Commitment to organizations and occupations: Extension and test of a three-component conceptualization. Journal of Applied Psychology, 78, 538-561.
Meyer, J. P., Stanley, L. H., Herscovitch, L., & Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior, 61 (1), 20-52.
Meyer, J. P., & Herscovitch, L. (2001). Commitment in the workplace: Toward a general model. Human Resource Management Review, 11, 299–326.
Meyer, J. P., Allen, N. J., & Smith, C. A. (1993). Commitment to organizations and occupations: Extension and test of a three-component conceptualization. Journal of Applied Psychology, 78(4), 538-551.
Morrison, R. (2004). Informal relationships in the workplace: Association with job satisfaction, organisational commitment and turnover intentions. New Zealand Journal of Psychology, 33(3).
Kuncoro, M. ( 2001). Metode kuantitatif : teori dan aplikasi untuk bisnis dan ekonomi. AMP YKPN, Yogyakarta.
Nelissen, P., & Van Selm, M. (2008). Surviving organizational change: how management communication help balance mixed feelings. Corporate Communication An International Journal, 13 (3), 306 – 318.
NXTInsight. (2013). Why Nokia failed – Top 4 reasons. http://nxtinsight.com/why-nokia-failed-top-4-reasons/ diakses 14 Agustus 2014.
Paille, P., Bourdeau, L., & Galois, I. (2010). Support, trust, satisfaction, intent to leave and citizenship at organizational level. International Journal of Organizational Analysis, 18(1), 41-58.
Pettigrew, A.M., Woodman, R.W., & Cameron, K.S. (2001). Studying organizational change and development: Challenges for future research. Academy of Management Journal, 44(4), 697 – 713.
Pirson, M. & Malhotra, D. (2008). Unconventional insight for managing stakeholder trust. MIT Sloan Management Review, 49(4).
Rafferty, A. E., & Griffin, M.A. (2006). Perceptions of organizational change: A stress and coping perspective. Journal of Applied Psychology, 91(5), 1154-1162.
Saruhan, N.(2013). Organizational change: The effects of trust in organization and psychological capital during change process. Journal of Business, Economics & Finance, 2(3), 13-35.
Sekaran, Uma. (2003). Research Methods for Business , 4th edition. John Wiley & Sons Inc, New York.
Shahnawaz, M.G., & Goswami, K. (2011). Effect of Psychological Contract Violation on Organizational Commitment, Trust and Turnover Intention in Private and Public Sector Indian Organizations. Vision, 15(3), 209 – 217
Shockley-Zalabak, P., Ellis, K., & Winograd, G. (2000). Organizational trust: What it means, why it matters. Organizational Development Journal, 18(4), 35 – 48.
Shockley-Zalabak, P., Morreale, S.P., & Hackman, M.Z. (2010). Building the high-trust organizatioan: Strategies for supporting five key dimension of trust. John Wiley & Sons, San Fransisco.
Sholihin, M., & Ratmono, D. (2013). Analisis SEM-PLS dengan WarpPLS 3.0: Untuk Hubungan Nonlinier dalam Penelitian Sosial dan Bisnis. Andi Offset, Yogyakarta.
Society for Human Resource Management (2012). 2012 Employee Job Satisfaction and Engagement: How Employees Are Dealing With Uncertainty.
Srivastava, S. (2013). Job Satisfaction and Organizational Commitment Relationship: Effect of Personality Variables. Vision, 17(2), 159–167.
Stanley, D.J., Meyer, J.P., & Topolnytsky, L. (2005). Employee cynicism and resistance to organizational change. Journal of Business and Psychology, 19(4), 429-459.
SwaOnline .(2014). Meramal Nasib 3 Operator Telekomunikasi di Tahun Kuda. http://swa.co.id/business-strategy/meramal-nasib-3-operator-telekomunikasi-di-tahun-kuda diakses 7 Desember 2014.
Van Yperen, N.W., & Hagedoorn, M. (1996). Intent to leave and absenteeism as reaction to perceived inequity: The role of psychology and social constraints. Journal of Occupational and Organizational Psychology, 69, 367-372.
Waychal, P., Mohanty, R.P., & Verma, A. (2011). Leading indicators of innovation as a competence for individuals: an empirical study. Journal of Advances in Management Research, 8(2), 301-322.
Wischnevsky, J.D. (2004). Change as the winds of change: The impact of organizational transformation on firm survival in a shifting environment. Organization Analysis, 12(4), 361 – 377.
Van Yperen, N.W., & Hagedoorn, M. (1996). Intent to leave and absenteeism as reaction to perceived inequity: The role of psychology and social constraints. Journal of Occupational and Organizational Psychology, 69, 367-372.
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Submitted
2015-04-09
Accepted
2015-06-08
Published
2015-06-09
How to Cite
Wibisono, Y., & Wahyuni, S. (2015). Dampak Laju Perubahan Organisasional Terhadap Kepercayaan dan Sikap Karyawan: Studi Kasus Pada Perusahaan-Perusahaan Teknologi Informasi dan Komunikas. Jurnal Manajemen Teknologi, 14(1), 81–99. https://doi.org/10.12695/jmt.2015.14.1.6
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