Perubahan Komitmen Organisasi Tenaga Kependidikan Pasca Perubahan Kebijakan Waktu kerja
DOI:
https://doi.org/10.30640/digital.v5i2.6837Keywords:
Flexibility of Working Hours, Higher Education Staff, Organizational Commitment, Policy Changes, Workplace FlexibilityAbstract
The post-pandemic work paradigm shift has prompted organizations to review their work time policies, which have traditionally focused on attendance duration. This study aims to analyze differences in organizational commitment among educational staff following the change in work time policy from flexible to a strict clock-in and clock-out system at a private university in Solo Raya. The research approach was quantitative with a comparative descriptive design. Data were collected using an organizational commitment questionnaire adapted from Wang (2027), covering the dimensions of affective commitment, active continuance commitment, passive continuance commitment, normative commitment, and value commitment. A difference test revealed a significant difference in overall organizational commitment. Significant decreases were found in affective commitment, active continuance commitment, and value commitment, while passive continuance commitment and normative commitment showed no significant differences. These findings indicate that reducing work time flexibility has the potential to reduce emotional bonds, perceived benefits, and employee value alignment with the organization, which demonstrate organizational commitment. Therefore, organizations need to consider employee commitment when designing work time policies as part of the organizational change process.
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