The Role of Psychological Capital on Employee’s Readiness for Change in Covid-19 Pandemic Era

Abstract

This research aims to find the role of psychological capital on employees' readiness for changes during this pandemic era. The methods used in this research are quantitative correlational with measurement instrument using psychological capital and readiness for changes scale. The sampling techniques used are incidental and snowball sampling. Data collection using google form and the number of subjects obtained were 132. The data analysis technique used in the hypothesis testing was simple regression analysis. Based on the analysis results, the correlation value R = 0,688 with a significance value of 0.000 (p <0.01) means a significant relationship between psychological capital and employee readiness. The results of this study indicate that the two variables have a relatively strong relationship. The value of R square is 0,473, which means that psychological capital contributes 47,3% to the readiness for changes in the workforce during the COVID-19 pandemic. This research also analyzes the relationship of each dimension of psychological capital with readiness for change. The results of the analysis show that the optimism dimension has a relationship with readiness for change with a significance value of 0.010 (p<0.05), and the hope dimension also has a relationship with readiness for change with a significant value of 0.000 (p<0.01). In contrast, the significance value of the self-efficacy dimension is 0.964 (p>0.05) and the dimension of resilience with a significance value of 0.454 (p>0.05) so that it does not have a direct relationship with readiness for change.