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Abstract
Abstrak. Salah satu kunci keberhasilan perubahan organisasi ialah faktor sumber daya manusia yang dimilikinya, terutama pada sikap kesiapan untuk berubah (readiness for change). Di sisi lain, perubahan organisasi biasanya menimbulkan emosi negatif bagi karyawan, sehingga karyawan perlu didukung dengan kesejahteraan karyawan di tempat kerja (workplace wellbeing). Oleh karena itu, penelitian ini menguji pengaruh kesejahteraan karyawan di tempat kerja terhadap kesiapan untuk berubah, dengan hipotesis penelitian bahwa terdapat pengaruh kesejahteraan di tempat kerja terhadap kesiapan untuk berubah. Metode penelitian ini menggunakan pendekatan kuantitatif. Penelitian ini dilakukan di salah satu perusahaan BUMN di Indonesia yang sementara ini sedang melakukan beberapa perubahan, dengan jumlah responden penelitian sebanyak 98 karyawan pelaksana yang dipilih menggunakan teknik simple random sampling. Alat ukur penelitian ini menggunakan kuesioner Kesejahteraan di Tempat Kerja dari Maulana (2018) yang diadaptasi dari Workplace Well-Being Index dari Page (2005), dan kuesioner Kesiapan untuk Berubah yang diadaptasi langsung dari Readiness for Change Questionnaire dari Holt et al. (2007). Analisis data menggunakan analisis regresi. Hasil penelitian ini menunjukkan terdapat pengaruh yang signifikan (.00 < .05) dari kesejahteraan di tempat kerja terhadap kesiapan untuk berubah sebesar 35.5%.
Kata Kunci: kesejahteraan di tempat kerja, kesiapan untuk berubah, sumber daya manusia
The Role of Workplace Well-Being toward Readiness for Change
Abstract. One of the keys to the success of organization changes is its human resource factor, especially in readiness for change. On the other hand, organization changes normally could have a negative emotions for employees, so employees should be supported by the well-being of employees in the workplace (workplace well-being). Therefore, this study attempted to examine the effect of workplace well-being on readiness for change, through the research hypothesis which withnessing an effect of workplace well-being on readiness for change. This research method used a quantitative approach. This research was conducted at a state-owned company in Indonesia, which is currently undergoing some organizational changes, as many as 98 participants using simple random sampling techniques. This research measuring instrument by using a Workplace Well-Being questionnaire from Maulana (2018) which was adapted from the Workplace Well-Being Index of Page (2005), and a Readiness for Change questionnaire which was adapted directly from The Readiness for Change Questionnaire of Holt,dkk. (2007). Regression analysis was used to analyze the data. The results of this study imply that there is a significant effect (.00 < .05) of workplace well-being on readiness for change of 35.5%.
Keywords: human resources, readiness for change, workplace well-being
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