Original Research Communication climate and organisational trust to readiness for change in higher education

Neka Erlyani, Yunisa Saphira, Veronica L. Hartono, Adelia Justina, Rika V. Zwagery, Fendy Suhariadi, Rahkman Ardi

SA Journal of Industrial Psychology | Vol 50 | a2092 | DOI: https://doi.org/10.4102/sajip.v50i0.2092 | © 2024 Neka Erlyani, Yunisa Saphira, Veronica L. Hartono, Adelia Justina, Rika V. Zwagery, Fendy Suhariadi, Rahkman Ardi | This work is licensed under CC Attribution 4.0
Submitted: 09 March 2023 | Published: 27 June 2024

About the author(s) Neka Erlyani, Department of Psychology, Faculty of Medicine, Lambung Mangkurat University, Banjarbaru, Indonesia; and, Faculty of Psychology, Airlangga University, Surabaya, Indonesia
Yunisa Saphira, Department of Psychology, Faculty of Medicine, Lambung Mangkurat University, Banjarbaru, Indonesia
Veronica L. Hartono, Department of Psychology, Faculty of Medicine, Lambung Mangkurat University, Banjarbaru, Indonesia
Adelia Justina, Department of Psychology, Faculty of Medicine, Lambung Mangkurat University, Banjarbaru, Indonesia
Rika V. Zwagery, Department of Psychology, Faculty of Medicine, Lambung Mangkurat University, Banjarbaru, Indonesia
Fendy Suhariadi, Faculty of Psychology, Airlangga University, Surabaya, Indonesia
Rahkman Ardi, Faculty of Psychology, Airlangga University, Surabaya, Indonesia

Abstract

Orientation: Institutions Higher education institutions (HEIs) Indonesia face challenges from the Society 5.0 era, requiring governance changes to enhance autonomy and improve services. The initial step in implementing this change is to prepare the front-line staff, especially those who are not involved in academic roles. It is crucial to effectively communicate the change message and build trust within the organisation. These actions will greatly contribute to making them more open and receptive towards the forthcoming changes.

Research purpose: This study examines how organisational trust and communication climate affect non-academic staff readiness for change in higher education governance.

Motivation for the study: This study was motivated by a recent government policy in Indonesia that mandates organisational change in HEIs.

Research approach/design and method: Conducted at a university in South Kalimantan, Indonesia, the study used multiple linear regression to analyse the influence of organisational trust and communication climate on staff readiness for change.

Main findings: Both variables significantly influence readiness for change. Key factors for achieving success in readiness for change are establishing trust, effectively communicating the message and ensuring their active participation in the process.

Practical/managerial implications: This study enhances understanding of readiness for change in higher education governance by incorporating communication climate and organisational trust, thus building upon the findings of a previous study.

Contribution/value-add: This study suggests that HEIs undergoing governance change can benefit from promoting two-way communication and cultivating trust among non-academic staff to ensure widespread acceptance and support for the change process.

Keywords

readiness for change; organisational change; communication climate; organisational trust; higher education

JEL Codes

D23: Organizational Behavior • Transaction Costs • Property Rights; I23: Higher Education • Research Institutions; O15: Human Resources • Human Development • Income Distribution • Migration

Sustainable Development Goal

Goal 4: Quality education

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