Peran Coping with Change sebagai Pemediasi Komitmen terhadap Perubahan pada Intensi Keluar
(1) Jl. Darmawangsa, Kampial, Nusa Dua, Bali
Abstract
Penelitian ini bertujuan untuk menguji hubungan antara komitmen terhadap perubahan, coping with change dan intensi keluar dengan tujuan untuk memperoleh pengetahuan dan mendiagnosa respon karyawan ketika terjadi perubahan organisasi di tempat kerja. Seting dalam penelitian ini adalah karyawan PT. Penerbit Erlangga, Kantor Cabang (Kancab), Daerah Istimewa Yogyakarta (DIY), yang telah mengalami restrukturisasi adanya pengurangan jumlah karyawan (downsizing), sehingga terdapat tuntutan perubahan pada intensitas kerja yang semakin meningkat. Data dianalisis dengan regresi sederhana dan bertingkat untuk menguji hubungan diantara komitmen terhadap perubahan, coping with change dan intensi keluar. Hasil penelitian menunjukkan, bahwa dari ketiga pengujian mediasi, hanya satu hipotesis mediasi yang didukung, yaitu coping with change memediasi hubungan negatif komitmen afektif terhadap perubahan dan intensi keluar, sementara komitmen normatif pada perubahan dan komitmen kontinuans pada perubahan tidak didukung. Hasil penelitian ini konsisten dengan penelitian terdahulu.
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This study investigates the relationship between commitment to change, coping with change and turnover intention with gaining knowledge goal and employees response diagnose when organizational change occurs. Sample of this study is the employees of PT. Penerbit Erlangga, Yogyakarta who work in new condition because of restructuring in the organization which is  increase  work intention. Simple and  hierarchical regression are used to test relationship among commitment to change, coping with change and turnover intention. The results show that coping with change mediate negative association between affective commitment to organizational change and turnover intention. Meanwhile coping with change as mediating variable between normative commitment and turn over intention and coping with change as mediating variable between continuance and turn over intention are not significant statistically.
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Muliawan, A. D., Green, P. F & Robb, D. A. 2009. The Turnover Intentions of Information Systems Auditors. International Journal of Accounting Information Systems. Vol. 10, pp: 117-136.
Oreg, S. 2006. Personality,Context,and Resistance to Organizational Change. European Journal of Work and Organizational Psychology. Vol. 15, No. 1, pp: 73-101.
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Peraturan Menteri Pendidikan Nasional No. 02 Tahun 2008. Tentang Kebijakan Penggunaan E-book
Rafferty, A. E & Griffin, M. A. 2006. Perceptions of organizational change: A stress and coping perspective. Journal of Applied Psychology. Vol. 91, pp: 1154–1162.
Susanto, A. B. 2008. Organizational Readiness for Change: A Case Study on Change Readiness in a Manufacturing Company in Indonesia. International Business and Toursim Society. Vol. 2, No. 1, pp: 50-61.
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Sweeney, J.T & Quirin, J.J. 2009. Accountants as layoff survivors: A research note. Accounting organizations and society. Vol. 34, pp: 787-795.
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