Organizational commitment and work involvement on employee work agility in the restructuring condition

In order to increase the productivity of the sugar business performance as well as assist the Government in realizing national sugar self-sufficiency, PT. XYZ restructured the sugar business. The business restructuring will certainly bring about significant changes in each business area, including organizational changes. The condition of business restructuring requires employees to be adaptive, resilient and proactive or in other words have good workforce agility. In addition, employees' organizational commitment and employees' job involvement in business restructuring conditions are a key variable for the business restructuring process to be successful. For this reason, this study aims to determine the effect of these two variables on employee work agility. The method used is a survey method by distributing three scales (OCQ, JIS, and WAS) online to research participants who are Management Employees of PT. XYZ working in Sugar Commodity. The analysis used in this research is a quantitative method using simple regression analysis. The results of this study indicate that first, there is a significant and positive effect of organizational commitment on workforce agility as evidenced by the t-value of 8.818 and a significance of 0.000. Second, job involvement also has a significant and positive effect on workforce agility as evidenced by the t-value of 10.399 and a significance of 0.000. Third, from the calculation of the coefficient of determination, it can be concluded that organizational commitment and job involvement have the influence on workforce agility of 29.1% and 36.4%, respectively. This is an open access article under the CC BY-SA license.

assisting the government in achieving national sugar self-sufficiency.The restructuring of the sugar business carried out by PT.XYZ will bring the impact of major changes, very significant changes, namely organizational changes.This is also considering that this business restructuring plan will be carried out by merging subsidiaries into a sub-holding.Indeed, business restructuring is the parent of various company efforts to improve performance in the future, it is principally an effort to rearrange corporate components so that the future of the corporation has better performance.However, restructuring that does contain changes is often followed by rejection or resistance from internal parties, especially employees, according to Sopiah (2008) mentions the main reasons employees try to inhibit change, including 1) fear of the unknown, people who hinder a change because they are worried that they cannot adjust to a new organization, 2) breaking routing, people who tend to maintain a routine because they have become comfortable with the situation at hand.
The union as a forum for employee representatives also continues to voice to management and the press that the company must pay attention to the fate of employees in the restructuring of the sugar business that will be carried out this time.This is one indication of employee concern and anxiety in dealing with changes caused by the business restructuring.This anxiety was also confirmed in preliminary interviews that most employees of PT.XYZ sugar commodities feel less confident that they can adjust to the work system, work targets according to the new demands later.Employee unpreparedness in the face of changes in business restructuring indicates that employee agility is still low.
Factors that can affect job agility include employee engagement and job satisfaction (Azmy, 2021), employee engagement and work engagement (Natapoera & Mangundjaya, 2020), organizational perception and affective commitment (Sya & Mangundjaya, 2020), workplace spirituality (Saeed et al., 2022), selfefficacy and organizational commitment (Laynazka & Rahmani, 2021).Therefore, in this study, organizational commitment and work involvement are made as the first factor and the second factor that affects work agility, respectively.
Based on the explanation above, the author is interested in conducting research on the effect of organizational commitment and work involvement on employee work agility in the conditions of sugar business restructuring of PT.XYZ.The researchers would like to give more insight into the information of how organizational commitment have a positive effect on work agility in the conditions of restructuring the sugar business and whether work involvement has a positive effect on work agility in the conditions of restructuring a company.

METHOD
This type of research can be categorized as descriptive research with a quantitative approach.The types and sources of data used in this study are primary data.Primary data is data obtained or collected by researchers directly from the first source at the location of research or object of research.The source of this research data data was obtained through interviews and distribution of questionnaires to employees of PT.XYZ which contains questions about variables of organizational commitment, work involvement, and work agility and the author conducts a literature study through books, journals related to this research.The scale used as a measuring tool in this study consists of three measurement scales, namely Workforce Agility Scale (Sherehiy & Karwowski, 2014), Organizational Commitment Questionnaire (Angle & Perry, 1981) and Job Involvement Questionnaire.
Work Agility is measured using the Workforce Agility Scale which was adopted from Laynazka and Rahmani's (2021) research which is a development of Sherehiy and Karwowski (2014) measuring instruments and has been adapted into Indonesian by the UGM Psychology Mind and Behavior Laboratory team.The measurement tool from the Indonesian language adaptation has a reliability value of 0.923 and includes aspects of proactivity (7 items), adaptability (11 items), and resilience (5 items).Organizational commitment is measured using the Organizational Commitment Questionnaire (OCQ) adopted from the research of Laynazka and Rahmani (2021) developed by Porter et. al. (1974) and revised by Angle and Perry (1981).OCQ developed by Angle and Perry (1981) has a reliability value of 0.90.This measuring instrument was also adapted into Indonesian by Puspita (2017) and is known to have a reliability of 0.702.Work involvement is measured using the Job Involvement Questionnaire (JIQ) which was adopted from the research of Rikmaratri and Prohimi (2018) which is an adaptation of the Kanungo measuring instrument (1982).In the research of Rikmaratri and Prohimi (2018), this Job Involvement Questionnaire measuring instrument has a reliability value of 0.757.
The population in this study is all employees of PT.XYZ Sugar Commodity which totaled 949 people.The sampling technique in this study uses nonprobability sampling with incidental sampling.Regarding the determination of the number of samples, Sekaran and Bougie (2016) stateed that sample sizes larger than 30 and less than 500 are appropriate for most research.Sample sizes larger than 30 and less than 500 are appropriate for most studies.Furthermore, according to Gay et. al. (2012) for descriptive method research, the minimum sample is 10% of the population.Referring to some of the opinions above, this study will use a sample of 100 respondents.The methods and analysis used in research are quantitative methods with simple regression analysis.The above result is known that the Sig.value of all items is less than 0.05 and Pearson Correlation is positive then all items are valid.

Reliability Test
The reliability test was carried out by calculating the Alpha Cronbach value possessed by each instrument variable in the study.The results of linearity were obtained that the independent variables of organizational commitment (X1) and work involvement (X2) had a linearity significance value of < 0.05 and a linearity error significance of < 0.05.So it can be concluded that the variables of organizational commitment (X1) and work engagement (X2) are linear with the dependent variable of work agility (Y), but there is still a linear relationship in errors in the linear model between organizational commitment (X1) and work engagement (X2) with work agility (Y).The calculation of the tolerance value shows that there is no independent variable that has a tolerance value of more than 0.10 and in the Variance Inflation Factor (VIF) value there is no independent variable that has a VIF value of less than 10.Therefore, it can be concluded that there is no multicollinearity between independent variables in regression.Chi Square (C2) calculation is obtained from the multiplication of the number of samples with the value of R Square (R2).While the Chi Square (C2) table is seen from the Chi Square table with a free degree (df) of 190 and a significance level of 0.05.From the calculation results, it was found that the calculated C2 value was less than the C2 table, so it can be concluded that there is no heteroscedasticity in this research data.The calculated t value is 8.818 while the table t value is 1.972595 with a significance level of 5% and df = 189.Therefore, it can be concluded that the calculated t value is greater than the table t, which means that there is a significant influence between the variables of organizational commitment to work agility.The calculated t value is 10.399 while the table t value is 1.972595 with a significance level of 5% and df = 189.Therefore, it can be concluded that the calculated t value is greater than the table t, which means that there is a significant influence between work engagement variables on work agility.The calculated F value is 68.107 while the table F value is 3.043722 with k = 2 and df = 189.So it can be concluded that the calculated F value is greater than the table F, which means that organizational commitment (X1) and work engagement (X2) simultaneously affect the variable work agility (Y).

Organizational commitment
Interviews with two research subjects who are leadership employees at PT. XYZ in the context of organizational commitment variables, it can be concluded that most employees whose service period is more than 10 years do not think about leaving the company and looking for a new job for several reasons, including first, working at PT. XYZ is pride for employees in the eyes of family and social, meaning that in terms of social status in the environment where employees work at PT. XYZ is also seen as having a good social status like civil servants.Second, they on average have families with wives and children whose financial needs must be met so it is quite speculated if they have to quit their jobs and find a new job.

Work Engagement
Interviews with two research subjects who are leadership employees at PT. XYZ in the context of work involvement variables can be concluded that they are quite active in work in their field as well as additional activities such as the formation of adhoc teams, task forces, and office activity committees can interpret their work at PT. XYZ is.According to them, they often work outside of working hours, but they can accept these roles and obligations because they are needed in company operations.They realize that their position as a leadership employee is a critical position for company operations which means it is very vital and directly related to achieving company targets.

Work agility
Interviews with two research subjects who are leadership employees at PT. XYZ in the context of work agility variables can be concluded that at the beginning of hearing the restructuring plan, employees are generally quite restless, anxious, and very worried about their fate in the company.However, after the management carried out a change management program treatment to maintain all employees of PT.XYZ was affected by the Sugar Business Restructuring which was carried out in the form of training & socialization in an organized manner through change agents consisting of employees and labor unions, so slowly the anxiety and worry were reduced.Employees are given information that in principle management will indeed rotate, mutate, re-train, and structure the organization but not to the point of laying off employees.Employees are quite ready if they are placed in a new position according to their skills, or re-train if the new position is not in accordance with their skills From the results of the analysis that has been done, it can be concluded that organizational commitment has a significant effect on work agility.This can be seen from the organizational commitment variable which based on the results of a simple linear regression analysis has a calculated t value of 8.818 and a significance smaller than 0.05 so that the variable has a significant influence on work agility.The value of a simple regression coefficient of 1.809 (which is positive) means that the organizational commitment variable has a positive effect on work agility.That way, it can be concluded that the higher the commitment of the employee organization, the employee work agility will also increase and vice versa.The value of the coefficient also means that according to the results of a simple regression analysis, employee work agility will increase by 1,809 units for every one unit increase from organizational commitment.This research is also in line with Sya and Mangundjaya's (2020) research which found that there is a positive relationship between affective commitment and work agility in the workplace.This organizational commitment makes employees feel they have to endure and even sacrifice themselves for the company so that employees are better able to show work agility (Menon & Suresh, 2020).
The results of the analysis that have been carried out show a significant influence of work involvement on the work agility of PT.XYZ sugar commodity.This can be proven from the calculated t value of the work involvement variable, which is 10.339 and the significance is smaller than 0.05 so that the work involvement variable has a significant influence on work agility.The value of a simple regression coefficient of 2.001 (which is positive) means that the variable of work involvement has a positive effect on work agility.That way, it can be concluded that the higher the employee's work involvement, the employee's work agility will also increase and vice versa.The value of the coefficient also means that according to the results of a simple regression analysis, employee work agility will increase by 2,001 units for every one unit increase of work engagement.Work involvement is a form of high contribution of individuals or employees to their work (Gardner & Schermerhorn, 2004).For this reason, work involvement measures the degree to which individuals favor their work and attach importance to the level of work achieved as a form of self-esteem (Gusmarni & Kasmiruddin, 2018).

CONCLUSION
Based on the results of research conducted by researchers on the effect of organizational commitment and work involvement on employee work agility in the conditions of sugar business restructuring PT.XYZ, it can be concluded that there is a significant and positive influence of the organization's commitment to the work agility of PT employees.XYZ sugar commodity in the condition of sugar business restructuring PT.XYZ.This positive influence shows that the higher the employee's organizational commitment, the higher his work agility, and vice versa.There is a significant and positive influence of work involvement on the work agility of PT.XYZ sugar commodity in the condition of sugar business restructuring PT.XYZ.This positive influence shows that the higher the involvement of employees in their work, the higher their work agility, and vice versa.
The results of research on the effect of organizational commitment and work involvement on employee work agility in the conditions of sugar business restructuring PT.XYZ, can be given implications, namely this study explains that organizational commitment and work engagement can affect employee work agility by 29.1% and 36.4% respectively.Therefore, to be able to maintain work agility, company employees need to manage organizational commitment and work involvement well.
Based on the results of this study to get a complete picture of how the influence of organizational commitment and job involvement on workforce agility, researchers can then try to develop the research population not only leadership employees but also executive employees considering the percentage of executive employees at PT. XYZ is larger than the leadership employee itself.

Table 3 .
Validity Test Result of "Work Agility" Variable

Table 4 .
Reliability Test Result of the VariablesThe results obtained that these three research instruments have Cronbach's Alpha value greater than 0.6.So it can be concluded that this research is reliable.

Table 5 .
Linearity Test Result of the Variables

Table 6 .
Multicollinearity Test Result of the Variables

Table 7 .
Heteroscedasticity Test Result of the Variables

Table 8 .
Simple Linear Regression Test Result