Abstract
This study examines interconnection between transactional leadership and need for achevement to employee performance in PDAM Malang. This research was conducted in PDAM Malang City. The population of this study are employees of PDAM Malang City amounting to 372 employees. Quantitative research method using Likert scale and using multiple linear regression method. The number of samples of 190 employees from the population of 372 employees PDAM Malang City by using purposive random sampling technique. Based on the result of hypothesis test, first hypothesis rejected which is no effect on the performance of the employee, the second hypothesis is accepted, wherever the need for achievement shows positive and significant effect on the employee performance, and the last hypothesis is accepted, it is persue just as positive and significant influence simultaneously on employee performance. Based on the determination coefficient obtained Adjusted R Square value of 0.139 means that the influence of employee performance variables caused by transactional leadership style variables and need for achievement is 13.9 percent, while the big influence on employee performance variables caused by other factors is by 86.1 percent Keywords: Transactional Leadership Style, Need for achievement, Employee Performance.
Highlights
This study examines interconnection between transactional leadership and need for achevement to employee performance in PDAM Malang
Based on the result of hypothesis test, first hypothesis rejected which is no effect on the performance of the employee, the second hypothesis is accepted, wherever the need for achievement shows positive and significant effect on the employee performance, and the last hypothesis is accepted, it is persue just as positive and significant influence simultaneously on employee performance
Based on the determination coefficient obtained Adjusted R Square value of 0.139 means that the influence of employee performance variables caused by transactional leadership style variables and need for achievement is 13.9 percent, while the big influence on employee performance variables caused by other factors is by 86.1 percent Keywords: Transactional Leadership Style, Need for achievement, Employee Performance
Summary
Malang peneliti menduga ada pengaruh gaya kepemimpinan transaksional dan Need for Achivement yang berpengaruh tehadap kinerja karyawan sehingga PDAM kota Malang mendapatkan prestasi atau penghargaan tersebut. Berdasarkan hasil wawancara yang telah dilakukan terlihat bahwa kinerja karyawan sangat ditentukan pada jadwal kerja dan SOP (Standard Operational Procedure) yang sudah ada dan jelas serta jenis pekerjaan yang dilakukan oleh karyawan bersifat konstan (sama setiap harinya), maka hal ini merupakan alasan dari tercapainya beberpaa prestasi yang pernah didapat PDAM Kota Malang. Maka secara rinci dapat dijelaskan, seorang pemimpin transaksional memiliki karakteristik sebagai berikut: contingent reward, Teori Motivasi Motivasi adalah serangkaian sikap dan nilai-nilai yang mempengaruhi individu untuk mencapai hal yang spesifik sesuai dengan tujuan individu (Rivai & Sagala, 2009), Koontz (dalam Notoatmodjo, 2009) mendefinisikan motivasi yaitu “motivasi mengacu pada dorongan dan usaha untuk memuaskan kebutuhan atau suatu tujuan”. Berdasarkan definisi motivasi yang telah dirumuskan oleh para ahli, dapat disimpulkan bahwa motivasi merupakan suatu dorongan yang dimiliki oleh setiap individu dalam mengerahkan kemampuan dan keterampilannya dalam tujuan untuk memenuhi kebutuhan-kebutuhan fisiologis dan psikologis yang nantinya berdampak pada pencapaian kinerja yang optimal. McClelland dalam Nindyati (2014) menjelaskan bahwa karakter individu dengan Kebutuhan Afiliasi yang tinggi cenderung dapat menjaga hubungan sosial dengan baik, tidak bisa berada di dalam kondisi yang kompetitif, nyaman dalam norma dan harapan orang lain serta cocok dalam pekerjaan yang membutuhkan kerjasama tim
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