Change is a necessity because no one can reject or avoid change. This can also happen in organizations, so it is important to be able to see a person's readiness in dealing with changes with the variables that influence it. The main objective of this study was to examine the role of psychological capital as a mediators in the relationship between perceived organizational support and readiness of change in PT X. Participants were 150 employees of PT X, a subsidiary of one of the BUMN. Data were collected using a change readiness questionnaire based on the Holt scale, Armenakis (2007), the scale of the perception of organizational support by Eisenberger, Huntington, Hutchinson, & Sowa (1986) to measure perceived organizational support. Psychological capital is measured using a concept from Luthans, Youssef-Morgan, Avolio (2015) which was later developed by the Faculty of Psychology at Tarumanagara University. Data processing using linear regression has proven the perceived of organizational support directly has a positive and significant effect on readiness of changes in PT X. The contribution of the variable perception of organizational support in explaining the variable readiness of change is 30.2%. Perceived organizational support have a positive and significant effect on readiness to face change through psychological capital mediators at PT X. The contribution of readiness of change and psychological capital in explaining the variables of readiness to face change is 46.6%. Perubahan adalah keniscayaan karena tidak ada seorang pun yang dapat menolak atau menghindar dari perubahan. Hal ini pun dapat terjadi di organisasi, sehingga penting untuk dapat melihat kesiapan seseorang dalam menghadapi perubahan dengan mempertimbangkan variabel-variabel yang mempengaruhinya. Tujuan utama dari penelitian ini adalah untuk menguji peran mediator modal psikologis terhadap hubungan persepsi dukungan organisasi dengan kesiapan menghadapi perubahan di PT X. Partisipan adalah 150 karyawan PT X, anak usaha salah satu BUMN. Data dikumpulkan menggunakan kuesioner kesiapan berubah berdasarkan skala Holt, Armenakis (2007), skala studi persepsi dukungan organisasi oleh Eisenberger, Huntington, Hutchinson, & Sowa (1986) untuk mengukur persepsi dukungan organisasi. Variabel modal psikologis diukur dengan menggunakan konsep dari Luthans, Youssef-Morgan, Avolio (2015) yang kemudian dikembangkan oleh Fakultas Psikologi Universitas Tarumanagara. Pengolahan data menggunakan regresi linear telah membuktikan persepsi dukungan organisasi secara langsung berpengaruh positif dan signifikan terhadap kesiapan menghadapi perubahan di PT X. Kontribusi dari variabel persepsi dukungan organisasi dalam menjelaskan variabel kesiapan menghadapi perubahan sebesar 30.2%. Persepsi dukungan organisasi berpengaruh positif dan signifikan terhadap kesiapan menghadapi perubahan melalui mediator modal psikologis di PT X. Kontribusi dari variabel persepsi dukungan organisasi dan modal psikologis dalam menjelaskan variabel kesiapan menghadapi perubahan sebesar 46.6%.
The role of psychological capital and perceived organizational support on task performance: The mediating effects of individual readiness for change