Readiness for organizational change: Do organizational commitment and social relationships in the workplace make a difference?

2005 ◽  
Vol 16 (2) ◽  
pp. 213-234 ◽  
Author(s):  
Susan R. Madsen ◽  
Duane Miller ◽  
Cameron R. John
Keyword(s):  
Organizational Change ◽  
Organizational Commitment ◽  
Social Relationships

Antecedents of Organizational Change and Its' Consequence towards Organizational Performance

2021 ◽  
Vol 9 (4) ◽  
pp. 261-272
Author(s):  
Lambas Marasi Tua LG ◽  
Kurniawati Kurniawati
Keyword(s):  
Transformational Leadership ◽  
Organizational Change ◽  
Organizational Commitment ◽  
Organizational Performance ◽  
Structural Equation ◽  
Positive Impact ◽  
Design Method ◽  
Positive Influence ◽  
Equation Model ◽  
Cross Sectional

Objective - The research was conducted to identify the positive influence of transformational leadership and organizational commitment towards organization change and the influence of change on learning and its' implication onorganizational performance. Methodology/Technique - The research design method is a hypothesis-testing approach. Units of research analysis areemployees of BUKU 3 and BUKU 4 Banks in Jakarta who have a supervisory function. The study data is cross-sectional obtained in a specified time period. Data was obtained through distributing online questionnaires containing statements to be responded with a minimum of 365 respondents required. Structural Equation Model was used to test the model of the research and AMOS software is used for data processing. Finding - The major finding of the research is that transformational leadership is not directly related to positive performance of the organization but more on how transformational leaders are able to manage organizational change that in the end will have a positive impact on organization performance.Organizational change also perceived has no positive impact on learning and learning also has no direct and mediating impact on positive organizational performance. Novelty - Type of Paper - Keywords: Change; Leadership; Organizational Commitment; Organizational Change; Organizational Learning; Organizational Performance.

scholarly journals The Influence of Psychological Capital and Organizational Change to Employee Performance with Organizational Commitment as Moderating Variable

2018 ◽  
Vol 8 (4) ◽  
pp. 84
Author(s):  
Bambang Suko Priyono ◽  
Yohanes Sutomo ◽  
Tristiana Rijanti ◽  
Ahmad Heru Farokhi ◽  
Amin Kuncoro
Keyword(s):  
Organizational Change ◽  
Regression Analysis ◽  
Organizational Commitment ◽  
Psychological Capital ◽  
Employee Performance ◽  
Sampling Technique ◽  
Hierarchical Regression ◽  
Hierarchical Regression Analysis ◽  
Central Java ◽  
Permanent Employees

This study is aimed to analyze and describe the influence of psychological capital and organizational change to employee performance with organizational commitment conducted on Credit Center of a Banking Company in Semarang, Central Java, Indonesia. The population in this study is 275 employees. The sample 163 respondents is taken by using proportional stratified sampling technique with criteria permanent employees and having been working for at least 5 years. The result of hierarchical regression analysis shows that (1) psychological capital influences employee performance, (2) organizational change influences employee performance, (3) organizational commitment is moderating variable for the influence of psychological capital to employee performance, and (4) organizational commitment is moderating variable for the influence of organizational change to employee performance.

scholarly journals Pengaruh Organisasi Pembelajaran, Keterlibatan Karyawan Terhadap Komitmen dan Perubahan Organisasi Di RSJPDHK

2021 ◽  
Vol 4 (3) ◽  
Author(s):  
Asti Kuwaitiningsih ◽  
Iwan Kresna Setiadi ◽  
Acim Heri Iswanto
Keyword(s):  
Organizational Change ◽  
Organizational Commitment ◽  
Organizational Learning ◽  
Employee Engagement ◽  
Quantitative Research ◽  
Simple Random Sampling ◽  
P Value ◽  
Quantitative Research Methods ◽  
Cardiovascular Center ◽  
National Cardiovascular

research which aims to determine the effect of organizational learning, employee involvement on commitment and organizational change is in a health institution, namely National Cardiovascular Center Harapan Kita located in Slipi, West Jakarta. The research uses quantitative research methods. Data collection was carried out through a survey of 100 respondents who were employees who worked at National Cardiovascular Center Harapan Kita. All respondents are samples that are spread across all work units using simple random sampling and the analysis technique is the PLS method. The results showed that 1) Organizational learning was not significant with a p value of 0.078 on organizational commitment. 2) Significant employee engagement variable with p value 0.00. 3) Organizational commitment itself has a significant effect with a p value of 0.024 on organizational change. 5) learning organization does not have a significant effect with a p value of 0.832 on organizational change. This study also concludes that nurse involvement has more influence on organizational change than learning organizations so that it is expected to increase employee engagement as a strategy for better change.

scholarly journals DAMPAK PERUBAHAN ORGANISASI PEMERINTAH TERHADAP KOMUNIKASI ORGANISASI

2021 ◽  
Vol 4 (2) ◽  
pp. 217
Author(s):  
Bayu Amengku Praja
Keyword(s):  
Organizational Change ◽  
Organizational Commitment ◽  
Organizational Climate ◽  
Organizational Performance ◽  
Organizational Communication ◽  
Work Activities ◽  
Research Technology ◽  
Education Change ◽  
Higher Education Change ◽  
The Impact

This study aims to see the impact of organizational change on communication organization, organizational climate, and organizational commitment on organizational perfomance within the Ministry Research Technology and Higher Education. Change of organization can have an impact on communication organization. This research uses research methods qualitative and post-positivist approaches. Respondent research as many as eleven sources consisting of eight resources persons are Kemenristekdikti employees and three sources outside of stakeholders. There is also a vision and mission from Kemenristekdikti as a reference for various work activities. As a consequence of the elaboration of this vision and mission, required planning and implementation of strategic steps a structured and measurable incorporation of Kemenristekdikti. In this case organizational communication is an aspect important in organizational change to produce a good working relationship with fellow employees. Because organizational communication can form a climate organizational communication, which will have an impact towards organizational commitment that also delivers impact on organizational performance.

scholarly journals The Influence of Leadership Styles on Organizational Commitment: The Moderating Effect of Emotional Intelligence

2015 ◽  
Vol 2 (1) ◽  
pp. 23 ◽  
Author(s):  
Ali Hussein Alkahtani
Keyword(s):  
Emotional Intelligence ◽  
Organizational Commitment ◽  
Leadership Styles ◽  
Social Relationships ◽  
Physical Environment ◽  
Organizational Factors ◽  
Continuance Commitment ◽  
Leadership Culture ◽  
Intellectual Quotient ◽  
The Relationship

Organizations need employees who are committed in their work so that they can contribute to the survival of the organization in the marketplace competition. Organizational commitment can be divided into three components; normative, affective and continuance commitment. There are various factors that influence employees’ commitment. These factors can be categorized into four groups; organizational factors, including leadership, culture, structure and processes; individual factors, including personality traits, emotional quotient, intellectual quotient, and spiritual quotient; job factors, including job characteristics, and remuneration systems; and environment factors, including social relationships and physical environment. This paper is meant to discuss on the influence of the most dominant organizational factor; leadership styles, on employees’ organizational commitment by concentrating on the effect of leaders’ emotional intelligence. Leadership styles are hypothesized to significantly influence the three types of employees’ organizational commitment. Besides, leaders’ emotional intelligence is hypothesized to enhance the relationship between leadership styles and employees’ organizational commitment. The practical and research implications of the paper are also discussed.

scholarly journals ETIKA KERJA ISLAM, KOMITMEN ORGANISASI, SIKAP PADA PERUBAHAN ORGANISASI TERHADAP KINERJA

2018 ◽  
Vol 18 (2) ◽  
pp. 116
Author(s):  
Prima Utama Wardoyo Putro
Keyword(s):  
Organizational Change ◽  
Organizational Commitment ◽  
Work Performance ◽  
Affective Commitment ◽  
Mediation Effect ◽  
Normative Commitment ◽  
Continuance Commitment ◽  
Work Ethics ◽  
Change Commitment ◽  
The Impact

The subject of this study is to examine the impact of Islamic work ethics, organizational commitment, and attitude toward organizational change to work performance, where attitude toward organizational change as an intervening. Organizational commitment consists of affective commitment, normative commitment, and continuance commitment. The samples of this research are theacers of state Islamic school in Sragen Regency. The instrument analysis to test the model is AMOS. The result showed that Islamic work ethics has no positif significant effect to work performance and attitude toward organizational change. Either organizational commitment has no positif significant effect to performance. Organizational commitment has positif significant effect to attitude toward organizational change and attitude toward organizational change has positif significant effect to performance. The variable of attitude toward organizational change has no mediation effect between Islamic work ethics to work performance, and has no mediation effect between organizational commitments toward work performance. Keywords—Work Performance; Islamic Work Ethics; Attitude Toward Organizational Change; Organizational Change; Commitment Abstrak Dalam penelitian ini, diuji pengaruh etika kerja didalam lingkup Islam, komitmen pada organisasi, dan sikap dalam menghadapi perubahan organisasi terhadap kinerja karyawan. Dalam penelitian ini, komitmen organisasi didasari pada tiga aspek: affective commitment, normative commitment, dan continuance commitment. Sampel yang digunakan untuk penelitian ini adalah guru yang dikhususkan pada sekolah Islam (madrasah) di Kabupaten Sragen. Penelitian ini menggunakan AMOS sebagai alat analisis. Berdasarkan hasil penelitian diperoleh bahwa etika kerja Islam, komitmen, dan sikap terhadap perubahan di organisasi tidak memberikan pengaruh yang signifikan terhadap kinerja guru. Sementara itu komitmen organisasi berpengaruh signifikan terhadap sikap pada perubahan organisasi. Sikap terhadap perubahan organisasi juga berpengaruh terhadap kinerja guru. Variable sikap terhadap perubahan organisasi tidak memediasi antara variable etika kerja Islam pada kinerja dan tidak memediasi antara komitmen pada kinerja. Kata kunci—kinerja, etika kerja Islam, sikap pada perubahan organisasi, perubahan organisasi, dan komitmen.

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