Does empowering leadership matter for organizational readiness for change through organizational commitment in Indonesia public organization? Romy Estradha, Henry Eryanto, Anis Eliyana
Management Science Program, Postgraduate Faculty, Jakarta State University (UNJ), Jakarta, Indonesia
romy_9917922057[at]mhs.unj.ac.id, henryeryanto[at]unj.ac.id, aniseliyana09[at]gmail.com
Abstract
Every organization needs or will definitely face changes to adapt to developments that occur within the organization or from the outside of the organization. In the context of organizational readiness for change, Statistics Central Agency (BPS) as a Non-Ministry Government Institution (LPNK) or Public Organization has faced continuous or sustain changes, including the role of BPS as the main agency for One Data Indonesia, the implementation of bureaucratic simplification by changing positions from administrative positions to functional positions, and so on. Based on the theoretical gaps and empirical evidence that currently exist, it is interesting to carry out research related to BPS^s readiness for change. Research will develop influential factors in increasing an organization^s readiness for change. The research will examine and analyze the influence of organizational culture, empowering leadership, and technology on organizational readiness for change both directly and through the mediating role of organizational commitment in accordance with the conceptual framework and empirical model prepared. This research is quantitative descriptive approach, using a questionnaire survey method to answer the formulation and to prove the research hypothesis for BPS employees throughout Indonesia. The empirical hypothesis will be tested using the Structural Equation Model (SEM) to confirm the conceptual framework used in the research. Hypothesis testing was carried out using empirical data obtained from the results of questionnaire answers, by determining the sample using a purposive sampling technique, namely obtaining samples with certain criteria to maintain the homogeneity of respondents. In this case, the sample of respondents used is based on the criteria of BPS Civil Servants (PNS) whose duties and functions play a role in the BPS change management team, distributed throughout Indonesia from BPS Headquarter, BPS Province, to BPS Regency/Municipality.
