PENGARUH EMPLOYEE AGILITY DAN LEARNING ORIENTATION TERHADAP READINESS FOR CHANGE DENGAN CHANGE SELF-EFFICACY SEBAGAI VARIABEL MEDIASI: STUDI PADA PEGAWAI PT. PLN UP3 PADANG

WINDA SAPUTRI, PUTRI (2026) PENGARUH EMPLOYEE AGILITY DAN LEARNING ORIENTATION TERHADAP READINESS FOR CHANGE DENGAN CHANGE SELF-EFFICACY SEBAGAI VARIABEL MEDIASI: STUDI PADA PEGAWAI PT. PLN UP3 PADANG. S2 thesis, Universitas Andalas.

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Abstract

PENGARUH EMPLOYEE AGILITY DAN LEARNING ORIENTATION TERHADAP READINESS FOR CHANGE DENGAN CHANGE SELF-EFFICACY SEBAGAI VARIABEL MEDIASI: STUDI PADA PEGAWAI PT. PLN UP3 PADANG ABSTRAK Transformasi organisasi kerap gagal bukan karena strateginya keliru, melainkan karena pegawai belum benar-benar siap menghadapinya. Penelitian ini menganalisis pengaruh Employee Agility dan Learning Orientation terhadap Readiness for Change, dengan Change Self-Efficacy sebagai variabel mediasi, pada pegawai PT PLN (Persero) UP3 Padang—unit yang berada di garis depan tuntutan perubahan sektor kelistrikan nasional. Pendekatan kuantitatif dengan desain kausal digunakan melalui teknik stratified random sampling, dan data dianalisis menggunakan Structural Equation Modeling – Partial Least Square (PLS-SEM) dengan bantuan SmartPLS melalui prosedur bootstrapping. Hasil analisis menunjukkan Employee Agility berpengaruh positif dan signifikan, baik terhadap Change Self-Efficacy maupun Readiness for Change. Namun Learning Orientation memperlihatkan sesuatu yang tidak terduga: apa yang selama ini diyakini sebagai pendorong langsung kesiapan berubah ternyata tidak bekerja seperti itu. Pengaruhnya baru muncul setelah melewati satu jalur tersembunyi—dan justru di jalur inilah tersimpan penjelasan mengapa sebagian organisasi gagal mengubah budaya belajar menjadi kesiapan yang nyata. Implikasinya, penguatan kelincahan pegawai, budaya pembelajaran, dan keyakinan diri menghadapi perubahan perlu menjadi prioritas perusahaan agar transformasi tidak berhenti pada tataran kebijakan, melainkan hidup dalam kesiapan setiap individu. Kata kunci:Employee Agility, Learning Orientation, Change Self-Efficacy, Readiness for Change, PLS-SEM, Transformasi Organisasi PENGARUH EMPLOYEE AGILITY DAN LEARNING ORIENTATION TERHADAP READINESS FOR CHANGE DENGAN CHANGE SELF-EFFICACY SEBAGAI VARIABEL MEDIASI: STUDI PADA PEGAWAI PT. PLN UP3 PADANG ABSTRACT Organizational transformation often fails not because the strategy is flawed, but because employees are not truly ready to face it. This study analyzes the influence of Employee Agility and Learning Orientation on Readiness for Change, with Change Self-Efficacy positioned as a mediating variable, among employees of PT PLN (Persero) UP3 Padang—a unit standing at the front line of the demands for change in Indonesia's electricity sector. A quantitative approach with a causal design was employed using stratified random sampling, and the data were analyzed through Structural Equation Modeling – Partial Least Square (PLS-SEM) with SmartPLS via a bootstrapping procedure. The results show that Employee Agility exerts a positive and significant influence on both Change Self-Efficacy and Readiness for Change. Learning Orientation, however, reveals something unexpected: what has long been assumed to be a direct driver of change readiness does not, in fact, operate that way. Its influence surfaces only after passing through a hidden pathway—and it is precisely within this pathway that the explanation lies for why some organizations fail to convert a culture of learning into genuine readiness. The implication is that strengthening employee agility, cultivating a learning culture, and building confidence in facing change must become organizational priorities, so that transformation does not stop at the level of policy but lives in the readiness of every individual. Keywords: Employee Agility, Learning Orientation, Change Self-Efficacy, Readiness for Change, PLS-SEM, Organizational Transformation

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