PENGARUH SELF EFFICACY, KEPERCAYAAN PADA PIMPINAN TERHADAP KECEMASAN PEGAWAI HONORER DALAM MENGHADAPI PERUBAHAN STATUS UNIVERSITAS GADJAH MADA MENJADI BADAN LAYANAN UMUM (BLU)

• Main Authors: , Tri Utami, , Prof. Dr. Djamaludin Ancok, MA.
• Format: Theses and Dissertations NonPeerReviewed
• Published: [Yogyakarta] : Universitas Gadjah Mada 2013
• Subjects: ETD
• Online Access: https://repository.ugm.ac.id/120505/; http://etd.ugm.ac.id/index.php?mod=penelitian_detail&sub=PenelitianDetail&act=view&typ=html&buku_id=60536
• Institution: Universitas Gadjah Mada

Change is necessary for an organization to survive, because the organization will always face with changes in a highly dynamic environment continuously. Organizations that are hesitant in addressing the environmental changes will almost certainly be left behind. Environmental organizations can be internal or external environment, and government policy is one of the external environments that affects organizations. In order to improve the efficiency and effectiveness of public services, the Government issued Government Regulation (PP No. 66 Year 2010) concerning the management and administration of education and Government Regulation (PP No. 23 of 2005) about the financial management of Public Service Agency or Badan Layanan Umum (BLU). This forced the University of Gadjah Mada (UGM) to make changes to create good governance (Good University Governance). One of the changes that must be made by UGM is enforcement personnel administration, because after employee data collection was done, a lot of employees are not recorded in personnel administration UGM. This is because some units do not comply with the employee recruitment procedures, and neither do they coordinate with the Directorate of Human Resources. With reference to the Regulation on the Management of Financial BLU, it was determined that an employee can be paid and given incentives to budget (RKAT) UGM when the employee is officially recorded in the data UGM personnel and personnel information systems as illustrated in the Human Resource Information System (HRIS). Organizational changes are intended to improve efficiency, but in fact they tend to be associated with the perception of future insecurity by employees, because they feel the uncertainty. This uncertainty has the potential to cause anxiety, fear of losing employees welfare features such as status, position, prestige, and even fear of losing their jobs after the change. It is assumed that the things that can reduce the level of anxiety are the ability of an employee (self-efficacy) and employee confidence in the leadership (trust toward leader). With a good self-efficacy, employees can have a good self confidence and can resolve his problems better. While the leaders� integrity and credibility, they will feel secure that his boss would support them and fight for their welfare. The study was conducted by distributing questionnaire to verify whether selfefficacy and confidence in the leadership are significant to reduce the employees� anxiety levels in regards to the issue of the change of status into BLU UGM. The research was conducted in June 2012 taking temporary employee respondents in the five units in UGM, namely: Faculty of Medicine, Engineering, Faculty of Economics and Business, SKKK and LPPM. Of the 300 questionnaires, 210 were returned and can be treated as data. The results showed that self-efficacy significantly lowers the levels of anxiety in employees, while confidence in the leadership is not very significant for the temporary employees at UGM. This is evident from the results of studies showing that the higher the level of self-efficacy, the lesser the employees� anxiety.