Peran Mediasi Voice Behavior dalam Komitmen Organisasi, Keterikatan Karyawan, dan Perubahan Organisasi
Abstract
This study investigates how organizational commitment and employee engagement influence organizational change through the mediating role of employee voice behavior. Using a descriptive–quantitative approach with a causal–correlational framework, the research was carried out at the Regional Revenue Agency of West Seram Regency over a two-month period (April–May 2024) and involved all 35 employees through a full-sampling technique. Data were analyzed using path analysis to examine direct and indirect effects among variables. The results show that organizational commitment and employee engagement each have a positive and significant effect on employee voice behavior, while voice behavior strongly promotes organizational change, indicated by a substantial path coefficient of 0.887. In contrast, neither organizational commitment nor employee engagement has a direct impact on organizational change; their influence appears only indirectly through voice behavior, confirming a full mediation effect. These findings underscore the strategic importance of fostering a supportive climate that empowers employees to express constructive ideas, as such behavior serves as a critical mechanism for enabling organizational transformation.
Keywords
voice behavior, organizational commitment, employee engagement, organizational change
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