Electronic Theses and Dissertation

Penelitian ini bertujuan untuk menganalisis pengaruh psychological capital dan person-organization fit terhadap kesiapan karyawan menghadapi perubahan dengan leader-member exchange sebagai variabel mediasi pada karyawan pt. pln (persero) unit induk distribusi aceh. penelitian ini menggunakan pendekatan kuantitatif dengan sampel sebanyak 267 responden yang dipilih menggunakan teknik simple random sampling. pengumpulan data dilakukan melalui kuesioner berskala likert dan dianalisis menggunakan structural equation modeling (sem) berbasis partial least squares (pls). hasil penelitian menunjukkan bahwa psychological capital dan person-organization fit berpengaruh positif dan signifikan terhadap kesiapan karyawan menghadapi perubahan. psychological capital berpengaruh positif dan signifikan terhadap leader-member exchange, sedangkan person-organization fit tidak berpengaruh signifikan terhadap leader-member exchange. leader-member exchange berpengaruh positif dan signifikan terhadap kesiapan karyawan menghadapi perubahan serta mampu memediasi pengaruh psychological capital dan person-organization fit terhadap kesiapan karyawan menghadapi perubahan. temuan ini menunjukkan bahwa peningkatan psychological capital, person-organization fit, dan leader-member exchange dapat meningkatkan kesiapan karyawan dalam menghadapi perubahan organisasi. kata kunci: psychological capital, person-organization fit, leader-member exchange, kesiapan karyawan menghadapi perubahan.

This study aims to analyze the effect of psychological capital and person-organization fit on employees' readiness for change with leader-member exchange as a mediating variable at PT. PLN (Persero) Aceh Distribution Main Unit. This study employed a quantitative approach with 267 respondents selected using simple random sampling. Data were collected through a Likert-scale questionnaire and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results indicate that psychological capital and person-organization fit have a positive and significant effect on employees' readiness for change. Psychological capital has a positive and significant effect on leader-member exchange, while person-organization fit does not significantly affect leader-member exchange. Leader-member exchange has a positive and significant effect on employees' readiness for change and mediates the influence of psychological capital and person-organization fit on employees' readiness for change. These findings indicate that improving psychological capital, person-organization fit, and leader-member exchange can enhance employees' readiness for organizational change. Keywords: Psychological Capital, Person-Organization Fit, Leader-Member Exchange, Employees' Readiness for Change.