PENGARUH KEADILAN PROSEDURAL, KEPUASAN KERJA DAN KOMITMEN AFEKTIF TERHADAP RESISTANCE TO CHANGE

The increasing of business globalization and diversity within the workplace has made organizational change as a form of adaptation becomes a necessity for sustainable development. But sometimes organizational change meet a dead end or the results far from expectations. Despite the need for change and the implementation of organizational change has increased, it has been estimated that at least two thirds of organizational change efforts do not result in their intended aims nor do they foster sustained change (Choi & Ruona, 2011). Employee attitudes and perceptions on organizational change is critical throughout the process of organizational change. This study aimed to determine the effect of procedural justice, job satisfaction, and affective commitment to overcome the resistance to change. Procedural justice, job satisfaction, and affective commitment proposed in this study because they could have an impact on resistance. Survey responses collected from a sample of 360 employees at PT. VALE INDONESIA. Tbk, Sorowako - South Sulawesi - Indonesia, but only 119 have returned. The research sample will be taken by the random technique, which every subject in the population has an equal chance of being selected into the sample (Azwar, 2012). This research is quantitative research in the form of surveys, data collection is done by using four scales, namely: Resistance to Change Scale (RTCs), Procedural Justice Scale, Job Satisfaction Scale (JSS), and Affective Commitment Scale (ACS) of the TCM Employee Commitment Survey. Data analysis was performed using multiple regression techniques. Results of the analysis in this study suggests that the hypothesis is rejected, Procedural Justice, Job Satisfaction, and Affective commitment had no effect on Resistance to Change simultaneously (F = 1.886, p > 0.05). Based on t test results, only procedural justice has an influence on resistance to change, while job satisfaction and affective commitment respectively had no effect on resistance to change