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Abstract
Globalisation and regional autonomy are still significant issues faced in regional economic development. In order to improve competitiveness and management of assets, local governments should have the human resources management mechanism of human resources who have a proactive attitude towards change are individuals who are highly committed to the goals the organization wants to achieve. This study aims to explain aspects that can improve employee commitment and attitude toward change, by investigating the role of organizational communication, job involvement and organizational learning. The study was conducted on 2 39 employees of local government agencies in Banyumas district. Data analysis was carried out with the Least Square Partial program. This study found that through organizational commitment, the indirect influence of organizational communication, job involvement and organizational learning on attitudes toward change is significant and positive. It is imperative for regional government agencies to continuously improve communication, job involvement and organizational learning that support efforts to increase employee commitment in their organizations.
Keywords: organizational communication; job involvement; organizational learning; organizational commitment; attitude toward change.
1.Introduction
Globalisation and regional autonomy require speed and foresight of local governments in managing regional potential to become more competitive. The local government needs to adjust its pace of movement with the demands of the community and the opportunities for cooperation offered by the private sector and abroad (Napitupulu et al., 2017). Transformation efforts are a necessity for local governments by understanding various internal and external factors so that bureaucratic professionalism can be achieved. Organizational readiness for change is determined by the views and attitudes held by the members to change. In this case, the employee becomes essential. Employees who are committed to change will have a particular perspective that can encourage a series of actions aimed at the successful implementation of changes in the organization (Meyer et al., 2002). In various organizational settings, commitment becomes an essential factor in achieving congruence between individual goals and organizational goals (Ketchand & Strawser, 1998). Changes in an organization start from the preparation stage, namely the awareness to change. Employees who are aware of the changes will have a degree of understanding and acceptance better change that will lead to commitment, namely internalising the changes in the implementation of the work (Conner, 1992).
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