PurposeThis study examined organizational change in universities as it relates to discomfort among the organization's members.Design/methodology/approachUsing the critical incident technique (CIT), data was collected from the informants in an Indonesian public university that had been mandated by the government to enter the top 500 world university ranking. This would make it a “World-Class” university.FindingsThe findings describe the causes, courses and consequences of the discomfort felt in response to the organizational change in the university context. The causes of discomfort were categorized as a fear of loss, organizational culture, systems and policies, work overload and a lack of resources. Discomfort can manifest through negative affective, cognition and behavioral tendencies. Meanwhile, the consequences result in active and passive participation in the process of the organizational change itself.Originality/valueDiscomfort with organizational change is a new variable that has rarely been explored, thus it requires testing and validation using different methods and contexts, as offered by this study. We have also shown that in the initial stage of organizational change (unfreezing), discomfort will always emerge that must be immediately managed in order not to trigger resistance to change. Furthermore, this study exhibits the use of the critical incident technique in the context of organizational change. Finally, we offer comprehensive views by exhibiting the causes, the reactions shown and the consequences of discomfort with the change.

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Research question’s will be answered in this study is how’s the supply chain performance of coffee processing company UD "Matt Coffee" in Bondowoso Regency. This study uses a mix method using the SCOR version 11.0. Qualitative data is obtained through observation and interviews. While quantitative data is obtained from internal parties of the company. Results showed that COGS metrics were still high, this happened in the source process. It can be concluded that if the high COGS value will reduce income. Therefore, in this study, COGS metrics were calculated up to the third mapping level to find phenomena that resulted in high COGS values ​​in the source process. This study also formulates academic and managerial implications to overcome the problems that occur on the upstream and downstream side.

Covid 19 menyebabkan organisasi khususnya di bidang kesehatan mengalami masa kritis yang dapat menurunkan motivasi kinerja seseorang, apabila tidak memperlakukan karyawan secara tepat maka akan timbul turnover yang tinggi karena menurunnya komitmen karyawan, padahal organisasi tersebut membutuhkan karyawan-karyawannya untuk bangkit bersama. Penelitian ini menguji pengaruh dari persepsi dukungan organisasi pada komitmen profesional melalui keterlibatan karyawan. Penelitian dilakukan di wilayah Jawa Timur dengan sasaran responden ahli di bidang kesehatan yaitu dokter, perawat, bidan dan apoteker. Responden yang terkumpul adalah 135 orang dengan metode purposive sampling. Semua variabel pengukuran menggunakan skala likert 5 poin yang melalui proses pengecekan validitas dan reliabilitas. Analisis penelitian yang dipilih adalah PLS-SEM. Hasil penelitian mengungkapkan bahwa konstruk yang dibangun telah valid dan reliabel sehingga dapat dilanjutkan dengan pengujian hipotesis yang membuktikan adanya pengaruh positif signifikan antara persepsi dukungan organisasi dengan keterlibatan karyawan, keterlibatan karyawan berpengaruh positif signifikan terhadap komitmen profesional, serta pengaruh positif secara signifikan mengenai persepsi dukungan organisasi terhadap komitmen profesional sehingga keterlibatan karyawan dapat memenuhi syarat sebagai mediator. Penelitian ini menghasilkan suatu ide strategi untuk pencapaian komitmen profesional, terutama organisasi di bidang kesehatan yang mempekerjakan tenaga profesional, namun penelitian ini masih mempunyai keterbatasan yaitu cangkupan bidang yang berfokus pada kesehatan, jumlah sampel, serta cangkupan wilayah.

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