PENGARUH PSYCHOLOGICAL CAPITAL, PERCEIVED ORGANIZATIONAL SUPPORT DAN TRANSFORMATIONAL LEADERSHIP TERHADAP READINESS TO CHANGE MELALUI MEDIASI WORK ENGAGEMENT PADA DOSEN TETAP PTS DI LLDIKTI WILAYAH III JAKARTA

LISTA MERIA, . (2024) PENGARUH PSYCHOLOGICAL CAPITAL, PERCEIVED ORGANIZATIONAL SUPPORT DAN TRANSFORMATIONAL LEADERSHIP TERHADAP READINESS TO CHANGE MELALUI MEDIASI WORK ENGAGEMENT PADA DOSEN TETAP PTS DI LLDIKTI WILAYAH III JAKARTA. Doktor thesis, UNIVERSITAS NEGERI JAKARTA.

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Abstract

Setiap perubahan akan berdampak terhadap SDM yang ada di dalam organisasi. Oleh karena itu, mendorong anggota organisasi untuk siap menghadapi perubahan sangat penting. Kesiapan perlu mendapat perhatian karena perubahan akan memunculkan hal baru dan cara kerja baru yang lebih menantang. Penelitian ini bertujuan untuk membangun model secara konseptual dan empiris serta untuk mengisi kesenjangan penelitian terkait faktor-faktor yang menjadi anteseden readiness to change, dengan menganalisis, menguji dan menemukan pengaruh psychological capital, perceived organizational support dan transformational leadership terhadap readiness to change melalui work engagement pada dosen tetap PTS di LLDIKTI Wilayah III Jakarta. Pengumpulan data dilakukan dengan menyebarkan kuesioner kepada 367 dosen menggunakan teknik convenience sampling. Evaluasi Common Method Bias (CMB) dilakukan untuk memastikan tidak ada bias pada proses pengumpulan data. Analisis data penelitian menggunakan Structural Equation Modeling (SEM) dengan bantuan software AMOS v24. Terdapat 9 hipotesis yang diterima dan 1 hipotesis yang tidak diterima dalam penelitian ini. Hasil pengujian hipotesis menemukan bahwa psychological capital dan perceived organizational support secara langsung berpengaruh positif dan signifikan terhadap readiness to change. Penelitian ini menemukan bukti empiris bahwa work engagement memediasi secara parsial (partially mediation) pada pengaruh psychological capital terhadap readiness to change dan perceived organizational support terhadap readiness to change. Namun demikian, hasil pengujian hipotesis lainnya membuktikan bahwa transformational leadership tidak dapat memengaruhi readiness to change secara langsung (hipotesis tidak diterima). Pengaruh transformational leadership terhadap readiness to change hanya terjadi ketika variabel work engagement menjadi mediasi, atau dengan kata lain work engagement memediasi secara penuh (fully mediation) pengaruh transformational leadership terhadap readiness to change. Temuan penelitian ini memberikan implikasi dan rekomendasi kepada PTS di LLDIKTI Wilayah III untuk meningkatkan readiness to change dalam lingkungan yang terus berubah. Selanjutnya hasil penelitian ini juga memberikan rekomendasi teoritikal untuk pengembangan penelitian dimasa mendatang. Kata kunci: psychological capital, perceived organizational support, transformational leadership, work engagement, dan readiness to change. *********** Every change has an impact on the human resources within the organization. Therefore, encouraging organizational members to be ready to face change is very important. Readiness needs attention because change will give rise to new things and new, more challenging ways of working. This research aims to build a conceptual and empirical model and to fill research gaps related to factors that are antecedents of readiness to change by analyzing, testing and discovering the effect of psychological capital, perceived organizational support and transformational leadership on readiness to change in private university lecturers at LLDIKTI Region III Jakarta. Data was collected by distributing questionnaires to 367 lecturers using convenience sampling techniques. Common Method Bias (CMB) evaluation was conducted to ensure no bias in the data collection process. Research data analysis uses Structural Equation Modeling (SEM) with the help of AMOS v24 software. There were nine hypotheses accepted and 1 hypothesis rejected in this research. The results of hypothesis testing found that psychological capital and perceived organizational support directly had a positive and significant influence on readiness to change. This research finds empirical evidence that work engagement partially mediates the effect of psychological capital on readiness to change and perceived organizational support on readiness to change. However, the results of other hypothesis testing prove that transformational leadership cannot directly influence readiness to change. The influence of transformational leadership on readiness to change only occurs when the work engagement variable becomes mediation, or in other words, work engagement fully mediates the effect of transformational leadership on readiness to change. This research provides implications and recommendations for private universities in LLDIKTI Region III to increase readiness to change in an ever-changing environment. Furthermore, the results of this research also offer theoretical recommendations for future research development. Keywords: psychological capital, perceived organizational support, transformational leadership, work engagement, and readiness to change.

Item Type:	Thesis (Doktor)
Additional Information:	1). Prof.Dr. Corry Yohana, M.M. ; 2). Unggul Purwohedi, S.E.,M.Si.,Ph.D.,CMA
Subjects:	Manajemen > Manajemen , Business Manajemen > Manajemen Sumber Daya Manusia
Divisions:	PASCASARJANA > S3 Ilmu Manajemen
Depositing User:	Users 20978 not found.
Date Deposited:	19 Jan 2024 07:04
Last Modified:	19 Jan 2024 07:04
URI:	http://repository.unj.ac.id/id/eprint/43266

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