Analisis faktor-faktor yang mempengaruhi resistensi pegawai terhadap perubahan organisasi di Kantor Pengadilan Agama Gunungsitoli
DOI:
https://doi.org/10.62138/tuhenori.v1i1.8Keywords:
manajemen perubahan, metode deskriptif kualitatif, Pengadilan Agama Gunungsitoli, perubahan organisasi, resistensi pegawaiAbstract
Artikel ini bertujuan untuk menganalisis faktor-faktor yang mempengaruhi resistensi pegawai terhadap perubahan organisasi di Kantor Pengadilan Agama Gunungsitoli. Berfokus pada persepsi pegawai terhadap perubahan organisasi, faktor-faktor yang berkontribusi pada resistensi pegawai, dampak resistensi pegawai pada kinerja dan efektivitas organisasi, serta strategi yang dapat mengurangi resistensi pegawai terhadap perubahan. Penelitian ini menggunakan metode deskriptif kualitatif. Enam informan, dipilih melalui teknik purpose sampling, menjaring data data melalui wawancara semi terstruktur dan dianalisis dengan menggunakan model interaktif Miles et al. Hasil penelitian menyoroti berbagai aspek terkait persepsi pegawai tentang perubahan organisasi, termasuk pemahaman terhadap perubahan organisasi, dampak perubahan terhadap pekerjaan, hubungan kerja dan kerjasama, sikap pegawai terhadap perubahan, dan komunikasi terhadap perubahan organisasi. Penelitian ini mengungkapkan bahwa persepsi pegawai terhadap perubahan organisasi sangat dipengaruhi oleh latar belakang, pengalaman, dan keyakinan individu. Faktor-faktor yang menyebabkan resistensi pegawai meliputi kurangnya pemahaman tentang alasan perubahan, keterlibatan yang minim, kekhawatiran terhadap dampak pribadi, kurangnya komunikasi yang efektif, kekurangan pelatihan atau pendidikan, dan tidak adanya langkah-langkah konkret. Resistensi pegawai dapat berdampak negatif pada kinerja dan efektivitas organisasi. Strategi utama untuk mengurangi resistensi melibatkan pelibatan pegawai dalam proses perubahan dan penyediaan sumber daya yang dibutuhkan untuk adaptasi yang sukses.
References
Armenakis, A. A., & Harris, S. G. (2002). Crafting a change message to create transformational readiness. Journal of Organizational Change Management, 15(2), 169–183. https://doi.org/10.1108/09534810210423080
Armenakis, A. A., & Harris, S. G. (2009). Reflections: our Journey in Organizational Change Research and Practice. Journal of Change Management, 9(2), 127–142. https://doi.org/10.1080/14697010902879079
Bernard, H. R. (2017). Research Methods in Anthropology: Qualitative and Quantitative Approaches (6th ed.). Rowman & Littlefield.
Blom, T. (2018). Organisational wellness: Human reaction to change. South African Journal of Business Management, 49(1). https://doi.org/10.4102/sajbm.v49i1.2
Bordia, P., Hobman, E., Jones, E., Gallois, C., & Callan, V. J. (2003). Uncertainty During Organizational Change: Types, Consequences, and Management Strategies. Journal of Business and Psychology, 18(4), 507–532. https://doi.org/10.1023/B:JOBU.0000028449.99127.f7
Bridges, W., & Bridges, S. (2017). Managing Transitions: Making the Most of Change (Special Ed). Da Capo Lifelong Books.
Choi, M., & Ruona, W. E. A. (2011). Individual Readiness for Organizational Change and Its Implications for Human Resource and Organization Development. Human Resource Development Review, 10(1), 46–73. https://doi.org/10.1177/1534484310384957
Coch, L., & French, J. R. P. (1948). Overcoming Resistance to Change. Human Relations, 1(4), 512–532. https://doi.org/10.1177/001872674800100408
Conner, D. R. (2006). Managing at the Speed of Change: How Resilient Managers Succeed and Prosper Where Others Fail. Random House.
Cummings, S., Bridgman, T., & Brown, K. G. (2016). Unfreezing change as three steps: Rethinking Kurt Lewin’s legacy for change management. Human Relations, 69(1), 33–60. https://doi.org/10.1177/0018726715577707
Cummings, T. G., & Worley, C. G. (2014). Organization Development and Change (10th ed.). Cengage Learning.
Daft, R. L. (2013). Management (11th ed.). Cengage Learning.
Dan, S. M., Spaid, B. I., & Noble, C. H. (2018). Exploring the sources of design innovations: Insights from the computer, communications and audio equipment industries. Research Policy, 47(8), 1495–1504. https://doi.org/10.1016/j.respol.2018.05.004
Dearing, J. W. (2021). Diffusion of Innovations. In The Oxford Handbook of Organizational Change and Innovation (pp. 611–638). Oxford University Press. https://doi.org/10.1093/oxfordhb/9780198845973.013.23
El-Taliawi, O. G. (2018). Resistance to Organizational Change. In Global Encyclopedia of Public Administration, Public Policy, and Governance (pp. 1–4). Springer International Publishing. https://doi.org/10.1007/978-3-319-31816-5_3450-1
Goldstein, I. L., & Ford, J. K. (2002). Training in Organizations: Needs Assessment, Development, and Evaluation. Wadsworth Cengage Learning.
Hasibuan, M. (2019). Manajemen Sumber Daya Manusia. Bumi Aksara.
Hicks, C. (2018). Predicting knowledge workers’ participation in voluntary learning with employee characteristics and online learning tools. Journal of Workplace Learning, 30(2), 78–88. https://doi.org/10.1108/JWL-04-2017-0030
Hughes, M. (2022). Reflections: How Studying Organizational Change Lost Its Way. Journal of Change Management, 22(1), 8–25. https://doi.org/10.1080/14697017.2022.2030980
Indriastuti, D., & Fachrunnisa, O. (2020). Encouraging Behavior Support to Change: The Role of Individual Readiness to Change and Commitment to Change. International Journal of Economics, Business and Accounting Research (IJEBAR), 3(4), 622–4771. https://jurnal.stie-aas.ac.id/index.php/IJEBAR
Irawati, T., Rimawati, E., & Pramesti, N. A. (2020). Penggunaan Metode Technology Acceptance Model (TAM) Dalam Analisis Sistem Informasi Alista (Application Of Logistic And Supply Telkom Akses). @is The Best: Accounting Information Systems and Information Technology Business Enterprise, 4(2), 106–120. https://doi.org/10.34010/aisthebest.v4i02.2257
Khaw, K. W., Alnoor, A., AL-Abrrow, H., Tiberius, V., Ganesan, Y., & Atshan, N. A. (2022). Reactions towards organizational change: a systematic literature review. Current Psychology. https://doi.org/10.1007/s12144-022-03070-6
Kotter, J. P. (2012). Leading Change (1st ed.). Harvard Business Press.
Kruglanski, A. W., Pierro, A., Higgins, E. T., & Capozza, D. (2007). “On the Move” or “Staying Put”: Locomotion, Need for Closure, and Reactions to Organizational Change. Journal of Applied Social Psychology, 37(6), 1305–1340. https://doi.org/10.1111/j.1559-1816.2007.00214.x
Li, J.-Y., Sun, R., Tao, W., & Lee, Y. (2021). Employee coping with organizational change in the face of a pandemic: The role of transparent internal communication. Public Relations Review, 47(1), 101984. https://doi.org/10.1016/j.pubrev.2020.101984
Marshall, C., & Rossman, G. B. (2015). Designing Qualitative Research (6th ed.). SAGE Publications, Inc.
Maurer, T. (2001). Career-relevant learning and development, worker age, and beliefs about self-efficacy for development. Journal of Management, 27(2), 123–140. https://doi.org/10.1016/S0149-2063(00)00092-1
Michela, J. L., & Vena, J. (2012). A Dependence-Regulation Account of Psychological Distancing in Response to Major Organizational Change. Journal of Change Management, 12(1), 77–94. https://doi.org/10.1080/14697017.2011.652376
Miles, M. B., Huberman, A. M., & Saldaña, J. (2014). Qualitative Data Analysis: A Methods Sourcebook (3rd ed.). SAGE Publications, Inc.
Moleong, L. J. (2017). Metodologi Penelitian Kualitatif. Remaja Rosdakarya.
Mullins, L. J., & Christy, G. (2016). Management and Organisational Behavior (11th ed.). Pearson.
Navy, S. L. (2020). Theory of Human Motivation—Abraham Maslow. In B. Akpan & T. J. Kennedy (Eds.), Science Education in Theory and Practice (pp. 17–28). Springer, Cham. https://doi.org/10.1007/978-3-030-43620-9_2
Oreg, S., Vakola, M., & Armenakis, A. (2011). Change Recipients’ Reactions to Organizational Change. The Journal of Applied Behavioral Science, 47(4), 461–524. https://doi.org/10.1177/0021886310396550
Pardo del Val, M., & Martínez Fuentes, C. (2003). Resistance to change: a literature review and empirical study. Management Decision, 41(2), 148–155. https://doi.org/10.1108/00251740310457597
Piderit, S. K. (2000). Rethinking Resistance and Recognizing Ambivalence: A Multidimensional View of Attitudes toward an Organizational Change. The Academy of Management Review, 25(4), 783. https://doi.org/10.2307/259206
Puspita, V., & Widyarini, M. M. N. (2018). ANALISIS RANCANGAN STRUKTUR ORGANISASI DEPARTEMEN ORGANIZATIONAL DEVELOPMENT PADA DIVISI HUMAN CAPITAL DI PT. X. Jurnal Psikologi, 11(1), 107–116. https://doi.org/10.35760/psi.2018.v11i1.2078
Rizzuto, T. E., Schwarz, A., & Schwarz, C. (2014). Toward a deeper understanding of IT adoption: A multilevel analysis. Information & Management, 51(4), 479–487. https://doi.org/10.1016/j.im.2014.02.005
Rogers, E. M. (2003). Diffusion of Innovations (5th ed.). Free Press.
Sabuhari, R., Jabid, A. W., Rajak, A., & Soleman, M. M. (2019). The Effect of Optimal Cash and Deviation from Target Cash on the Firm Value: Empirical Study in Indonesian Firms. Jurnal Dinamika Manajemen, 10(1), 1–13. https://doi.org/10.15294/jdm.v10i1.17359
Saruhan, N. (2013). Organizational Change: The Effects Of Trust In Organization and Psychological Capital During Change Process. Journal of Business Economic and Finance, 2(3), 13–35. https://dergipark.org.tr/en/pub/jbef/issue/32415/360485
STØRSETH, F. (2006). Changes at work and employee reactions: Organizational elements, job insecurity, and short-term stress as predictors for employee health and safety. Scandinavian Journal of Psychology, 47(6), 541–550. https://doi.org/10.1111/j.1467-9450.2006.00548.x
Straatmann, T., Kohnke, O., Hattrup, K., & Mueller, K. (2016). Assessing Employees’ Reactions to Organizational Change. The Journal of Applied Behavioral Science, 52(3), 265–295. https://doi.org/10.1177/0021886316655871
Sudari, S., & Zulkarnain, I. (2019). ANALISIS SISTEM KEPELATIHAN DI IKIP BUDI UTOMO MALANG DITINJAU DARI CRITICAL EVENT MODEL LEONARD NADLER. Jurnal Manajemen Dan Supervisi Pendidikan, 4(1), 89–100. https://doi.org/10.17977/um025v4i22020p089
Wahyudi, A. (2016). PENGARUH PENILAIAN KINERJA, DISIPLIN KERJA, DAN KOMITMEN ORGANISASI TERHADAP MOTIVASI KERJA KARYAWAN MATAHARI DEPARTEMENT STORE TUNJUNGAN PLAZA SURABAYA. E-Jurnal Manajemen Kinerja, 2(1), 37–46. https://jurnal.narotama.ac.id/index.php/manajemenkinerja/article/view/93
Walk, M., & Handy, F. (2018). Job Crafting as Reaction to Organizational Change. The Journal of Applied Behavioral Science, 54(3), 349–370. https://doi.org/10.1177/0021886318777227
Warrick, D. D. (2023). Revisiting resistance to change and how to manage it: What has been learned and what organizations need to do. Business Horizons, 66(4), 433–441. https://doi.org/10.1016/j.bushor.2022.09.001
Wicaksono, S., & Ekowati, D. (2021). RESISTENSI KARYAWAN TERHADAP PERUBAHAN STRUKTUR ORGANISASI DEPARTEMEN PEMELIHARAAN DI PT PETROKIMIA GRESIK. EKONIS: Jurnal Ekonomi Dan Bisnis, 23(1), 86–97. https://doi.org/10.30811/ekonis.v23i1.2191
Winarno, A. (2018). Pengaruh Gaya Kepemimpinan dan Motivasi Terhadap Kinerja Karyawan Rumah Sakit Ahmad Yani. Universitas Islam Riau.
Downloads
Published
Issue
Section
License
Copyright (c) 2023 Ayuni Merlin Jambak, Delipiter Lase, Eliagus Telaumbanua, Palindungan Hulu (Author)
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
