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Oct 13, 2025 by thesweetdesigns.com 108 views

The Effect of Perception of Organizational Support and Transformational Leadership on the Readiness to Change PT MBP Employees

Introduction

In today's fast-paced and competitive business world, organizations must continuously adapt and evolve to stay ahead of the curve. This requires a significant amount of change, which can be challenging for employees to navigate. The success of the change process is heavily dependent on the human resources within the organization, making employee readiness a crucial factor in achieving organizational transformation. This study aims to investigate the effect of the perception of organizational support and transformational leadership on the readiness to change employees at PT MBP Medan.

The Importance of Employee Readiness

Employee readiness is a critical factor in the success of organizational change. When employees are prepared to adapt to change, they are more likely to be receptive to new ideas, willing to take on new challenges, and committed to the organization's goals. On the other hand, a lack of readiness can lead to resistance, decreased motivation, and ultimately, a failed change initiative. Therefore, it is essential for organizations to understand the factors that influence employee readiness and develop strategies to enhance it.

Methodology

This study involved 144 permanent employees of PT MBP, a leading organization in the industry. The research data was collected using three scales: the readiness scale for changes, the perception scale of organizational support, and the scale of transformational leadership. The results of multiple regression analysis showed that both the perception of organizational support and transformational leadership contributed positively to the readiness of changing employees, with a total contribution of 53.4%.

Analysis of the Effect of Organizational Support Perception

The perception of organizational support reflects the extent to which employees feel that the organization provides support for their needs and developments. When employees feel supported, they tend to be better prepared to face change. This shows that organizations need to develop strategies to build positive perceptions among employees. For example, by providing training, resources, and opportunities to develop, employees will feel valued and ready to adapt.

Organizational support can take many forms, including:

Providing resources: Organizations can provide employees with the necessary resources, such as training, equipment, and technology, to help them adapt to change.
Offering opportunities for development: Employees who feel that they have opportunities for growth and development are more likely to be motivated and engaged in the change process.
Fostering a positive work climate: A positive work climate can help to reduce resistance to change and increase employee readiness.

Transformational Leadership Role

Transformational leadership focuses on the influence of leaders in inspiring and motivating employees to achieve organizational goals. Leaders who are able to create a clear vision and support employees in achieving these goals will contribute to increasing changing readiness. This leadership style also creates a positive work climate, which can reduce resistance to change. Leaders must actively communicate with the team, listen to input, and show empathy for employees, so that they feel involved in the change process.

Transformational leadership can be characterized by:

Inspiring a shared vision: Leaders who can inspire a shared vision among employees are more likely to increase changing readiness.
Empowering employees: Leaders who empower employees to take ownership of the change process are more likely to increase employee motivation and engagement.
Fostering a positive work climate: Leaders who create a positive work climate are more likely to reduce resistance to change and increase employee readiness.

Implications for Organizations

Based on the results of the study, it is essential for organizations to formulate strategies that support employees in dealing with change. Several steps that can be taken include:

Applying the transformational leadership style: Leaders need to show a clear vision and the ability to motivate and empower employees.
Provide real support: Organizations need to provide the resources and training needed to help employees adapt to change.
Building a culture of support: Organizations must create an open work environment, where employees feel comfortable to express their opinions and worries.
Fostering a positive work climate: Leaders must create a positive work climate that reduces resistance to change and increases employee readiness.

Conclusion

The results of this study confirm the importance of collaboration between management and employees in facing the challenges of existing changes, for the success of the company that is sustainable. By understanding the factors that influence employee readiness, organizations can develop strategies to enhance it and increase the likelihood of successful change initiatives. The study highlights the importance of organizational support and transformational leadership in increasing employee readiness and achieving organizational transformation.
Frequently Asked Questions: The Effect of Perception of Organizational Support and Transformational Leadership on the Readiness to Change PT MBP Employees

Q: What is the main objective of this study?

A: The main objective of this study is to investigate the effect of the perception of organizational support and transformational leadership on the readiness to change employees at PT MBP Medan.

Q: What is the significance of employee readiness in organizational change?

A: Employee readiness is a critical factor in the success of organizational change. When employees are prepared to adapt to change, they are more likely to be receptive to new ideas, willing to take on new challenges, and committed to the organization's goals.

Q: What are the key findings of this study?

A: The results of this study show that both the perception of organizational support and transformational leadership contribute positively to the readiness of changing employees, with a total contribution of 53.4%.

Q: What is the role of organizational support in increasing employee readiness?

A: Organizational support can take many forms, including providing resources, offering opportunities for development, and fostering a positive work climate. When employees feel supported, they tend to be better prepared to face change.

Q: What is transformational leadership, and how does it contribute to employee readiness?

A: Transformational leadership focuses on the influence of leaders in inspiring and motivating employees to achieve organizational goals. Leaders who are able to create a clear vision and support employees in achieving these goals will contribute to increasing changing readiness.

Q: What are the implications of this study for organizations?

A: The study highlights the importance of collaboration between management and employees in facing the challenges of existing changes, for the success of the company that is sustainable. Organizations must formulate strategies that support employees in dealing with change, including applying the transformational leadership style, providing real support, building a culture of support, and fostering a positive work climate.

Q: What are the benefits of increasing employee readiness?

A: Increasing employee readiness can lead to a range of benefits, including increased motivation and engagement, improved job satisfaction, and enhanced organizational performance.

Q: How can organizations measure employee readiness?

A: Organizations can measure employee readiness using a range of methods, including surveys, focus groups, and performance metrics.

Q: What are the challenges of increasing employee readiness?

A: The challenges of increasing employee readiness include resistance to change, lack of resources, and inadequate leadership support.

Q: How can organizations overcome these challenges?

A: Organizations can overcome these challenges by developing a clear change management strategy, providing adequate resources and support, and fostering a positive work climate.

Q: What is the future of employee readiness in organizational change?

A: The future of employee readiness in organizational change is likely to be shaped by the increasing need for organizations to adapt to changing market conditions, technological advancements, and shifting workforce demographics. Organizations that prioritize employee readiness and develop strategies to enhance it are likely to be better positioned to succeed in this changing landscape.