Leadership Work Research Articles

Analisa Faktor-Faktor yang Mempengaruhi Kepuasan Kerja Aparatur Sipil Negara pada Kantor Wilayah Direktorat Jenderal Pajak Kalimantan Timur dan Utara

This study aims to analyze the influence of leadership style, family support, and work environment on the job satisfaction of Civil Servants (ASN) at the Regional Office of the Directorate General of Taxes (DGT) of East and North Kalimantan. The research employs a quantitative approach, collecting data through questionnaires distributed to 143 ASNs as a full sample. Data analysis was conducted using validity tests, reliability tests, descriptive statistics, and multiple regression analysis via SPSS. The results indicate that participative leadership style, family support, and work environment significantly influence ASN job satisfaction. Collectively, these three variables explain 75.8% of the variance in ASN job satisfaction levels (Adjusted R-Square = 0.758). Participative leadership style contributes to enhancing employees' sense of involvement, family support plays a crucial role in emotional well-being, and a conducive work environment promotes comfort and work productivity. In conclusion, ASN job satisfaction at the Regional Office of the DGT of East and North Kalimantan is significantly influenced by leadership style, family support, and work environment. Therefore, improving these factors can support the organization in achieving optimal performance.

Analisis Pengaruh Gaya Kepemimpinan dan Stres Kerja Terhadap Work-Life Balance Karyawan Swasta di Cirebon

Work-life balance is one of the important things for employees' lives, Work-life balance can affect various things and can be influenced by various things, such as leadership style and work stress. This research aims to analyze the influence of leadership style and work stress on the Work-life balance of private employees in Cirebon. This type of research is quantitative research with a sample size of 100 respondents. The research method was carried out by survey using Google Form with a five-point Likert scale. This research uses SmartPLS 4 as an analysis tool. The results of this research conclude that (1) leadership style has a positive and significant effect on Work-life balance. (2) work stress has a negative and significant effect on Work-life balance. (3) leadership style and work stress simultaneously influence Work-life balance. The influence of leadership style and work stress on Work-life balance is 27%, and the other 73% is influenced by other variables.

Empowering Performance: How Personal Characteristic, Transformational Leadership, and Workplace Envinronment Drive Succes at Kahyangan Public Corporation

The purpose of this research is to determine the influence of individual characteristic variables on employee performance, the influence of transformational leadership style variables on employee performance, and the influence of the work environment on employee performance at the Gunung Pasang Plantation Plantation Regional Public Company (PERUMDA) Kahyangan Jember. This research uses a quantitative approach, which means research that aims to determine the influence or relationship between two or more variables. The sampling technique here uses Non Probability Sampling with the Saturated Sampling method with a population of 50 Gunung Pasang Garden employees. This research examines the influence of the independent variables of individual characteristics, transformational leadership style and work environment on employee performance, using quantitative descriptive methods, namely to determine whether or not there is an influence of individual characteristics, transformational leadership style and work environment on employee performance. The results of this research can be partially concluded that individual characteristics and transformational leadership style have a significant effect on employee performance, while the work environment does not have a significant effect on employee performance.

PENGARUH GAYA KEPEMIMPINAN, BUDAYA ORGANISASI, LINGKUNGAN KERJA DAN FASILITAS KERJA TERHADAP KINERJA KARYAWAN HOTEL IBIS PADANG

This study aims to analyze the influence of leadership style, organizational culture, work environment, and work facilities on the performance of employees at Hotel Ibis Padang. This research uses a quantitative method. The population in this study consists of all employees of Hotel Ibis Padang. The number of sample members was determined using the total sampling formula, resulting in 74 respondents. The data collection method used a questionnaire distributed to the employees of Hotel Ibis Padang. The data used in this research is primary data. The hypothesis in this study was tested using multiple regression analysis. The research results show that leadership style has a positive and significant impact on employee performance, organizational culture has a positive and significant impact on employee performance, work environment has a positive and significant impact on employee performance, and work facilities have a positive and significant impact on employee performance. Keywords: Leadership Style, Organizational Culture, Work Environment, Work Facilities, Employee Performance

The Influence of Transformational Leadership Style and Work Motivation on Employee Performance at Ace Hardware Balubur Town Square

This study aims to examine the influence of transformational leadership style and motivation on employee performance. The research employs a quantitative approach with data collection conducted through questionnaires. The population of the study consists of employees of Ace Hardware at Balubur Town Square. The sampling technique used is non-probability sampling with a saturated sampling method. Data analysis is performed using multiple regression analysis. Partial hypothesis testing results indicate that transformational leadership style has a negative and significant influence on employee performance, while motivation has a positive and significant influence on employee performance. Simultaneous hypothesis testing shows that both transformational leadership style and motivation have a significant influence on employee performance together.

Building an innovative climate: The impact of leadership and well-being on innovative work behavior in educational settings

Innovative work behavior is important for organizational success, influenced by leadership, engagement, and creativity. Principals lead by creating an innovative climate, leveraging technology, and encouraging student ideas. Employee innovative behavior is key to driving organizational innovation. Research shows that factors such as self-efficacy, empowering leadership, and well-being play an important role in enhancing innovative behavior, which in turn can improve the quality of education and the work environment. This study examines the effect of empowering leadership on teacher innovation, highlighting the mediating role of self-efficacy and its interaction with well-being. This study uses a quantitative approach with a moderated survey design. The sample in this study consisted of 165 respondents, namely certified civil servant teachers at public junior high schools throughout Kediri Regency, taken using the Slovin method with a margin of error of 0.075. The research procedure includes testing data quality through validity and reliability using Smart PLS. Validity is tested with Pearson Correlation (>0.138) and reliability with Cronbach Alpha (>0.400). Convergent validity and AVE are also tested to ensure the measuring instrument is effective. Discriminant validity, inner model, and hypothesis testing using T-table (>1.96) are important steps. The results are expected to provide in-depth insights into teaching innovation and recommendations to improve the motivation and teaching practices of civil servant teachers in public junior high schools. This study aims to create a productive and innovative learning atmosphere. This study shows that Empowering Leadership (X2) has no significant effect on Innovative Work Behavior (Y) with Original Sample (O) = -0.037, T = 1.014, and P = 0.311. In contrast, Work Self-Efficacy (X1) shows a strong positive effect with O = 0.593, T = 9.233, and P = 0.000. The interaction between Empowering Leadership (X2) and Wellbeing (M) is not significant (O = 0.011, T = 0.386, P = 0.700), and the direct impact of Wellbeing (M) on innovation is also not visible (O = 0.020, T = 0.576, P = 0.565). However, Work Self-Efficacy (X1) significantly affects Innovative Work Behavior (Y) with a value of O = 0.964, T = 52.013, and P = 0.000. The interaction between Work Self-Efficacy (X1) and Wellbeing (M) is also not significant (O = 0.015, T = 0.606, P = 0.545). The mediation path shows that Work Self-Efficacy (X1) significantly mediates the relationship between Empowering Leadership (X2) and Innovative Work Behavior (Y) with a value of O = 0.571, T = 8.746, and P = 0.000. This study suggests the development of Work Self-Efficacy among civil servant teachers of junior high schools in Kediri Regency to improve innovation.

Leadership and Climate Change Mitigation: A Systematic Literature Review

This systematic literature review (SLR) explores leadership and climate change mitigation in cities. In doing so, it investigates explicit meanings of leadership, enablers of leadership, and leadership similarities and differences across regions. The review utilized three databases on 8 March 2024—Scopus, ProQuest, and Web of Science—curating an initial 496 results, resulting in 30 studies in the final analysis, using a two-reviewer screening process to limit bias and ensure consistency of approach. Inclusion criteria included English-language peer-reviewed articles over a ten-year period. The timeframe used was limited to January 2014 to December 2023 (10 years) to focus on the lead up to and post-implementation of the Paris Agreement. Further, empirical and conceptual studies were included to provide readers of this review with a thorough understanding of leadership work completed since 2014. Exclusion criteria included any studies that focus on adaptation measures and forms of leadership where the focus is on the private business, state, or national level, including leadership and climate change mitigation outside the influence of the local government. The study highlights five distinct meanings of leadership using the Braun and Clarke method of thematic analysis. It found leadership themes related to people (e.g., mayors), policy (e.g., ambitious climate plans), ideas (e.g., new concepts), collective action (e.g., motivating others), and mobilizing power (e.g., through regulations). The enablers of leadership included polycentricity, social capital influences, co-creational and mayor leadership, climate governance, and multi-actor coordination. This review segments the studies based on the findings from the literature, which focus on three continents (North America, Europe, and Asia) with a distinct difference in the meaning and enablers of leadership based on region. The 30 articles shared similarities in content, such as strong mayoral influence, but also had some distinct differences, such as how leadership is enacted based on leveraging market mechanisms, policy, and horizontal and vertical coordination. Finally, research gaps were identified, such as the scant focus on leadership and climate change mitigation in the Global South, to enable future research. Limitations of this study include the utilization of three databases, a focus on only English-language peer-reviewed articles, and a strong climate change mitigation focus.

Pengaruh Gaya Kepemimpinan Transformasi dan Motivasi Kerja Terhadap Kinerja Karyawan pada Perusahaan Agribisnis LQ45: Stufi Kasus PT. Astra Agro Lestari.Tbk

The current economic climate is experiencing rapid growth, prompting companies to compete in enhancing their services to attract and retain consumers. The role of human resources as a key driver in companies becomes increasingly crucial, where leadership style and work motivation play significant roles in optimizing employee performance. This study aims to identify the impact of transformational leadership style and work motivation on employee performance at agribusiness companies listed in LQ45, specifically PT. Astra Agro Lestari Tbk, both simultaneously and partially, and to determine which variable has a dominant effect between the two. This research employs an explanatory research approach with a survey method, where data are collected through questionnaires, interviews, literature reviews, and documentation. The sample consists of 40 respondents, and data analysis is conducted using multiple linear regression. The findings indicate that: (1) Transformational Leadership Style (X1) has a t-value of 0.319, which exceeds the t-table value of 0.279, with a significance value of 0.00, which is less than α= 0.05, demonstrating that transformational leadership style has a significant impact on employee performance at PT. Astra Agro Lestari Tbk; (2) Work Motivation (X2) has a t-value of 1.615, which is greater than the t-table value of 0.279, with a significance value of 0.002, also less than α= 0.05, indicating that work motivation significantly affects employee performance; (3) The analysis reveals an F-value of 112.362 with a probability of 0.000, which is below 0.05, indicating that both transformational leadership style and work motivation simultaneously have a significant effect on employee performance.

Pengaruh Kepemimpinan Pemberdayaan, Motivasi Kerja Dan Beban Kerja Terhadap Turnover Intention Karyawan PT Genah Yogyakarta

This research departs from the reality where PT. Genah experienced Turnover Intention the high one. Namely reaching 20.57% in 2023. In fact, the limit set by the company is 15% per year. Therefore, this study aims to examine the influence of training, motivation and compensation on Turnover intention employees at PT. Genah. The population studied included 67 employees, and sampling techniques were used purposive sampling, where samples are selected based on research criteria. The research instrument used a questionnaire. The analytical method used is multiple linear regression. The research results show that partially, the work motivation variable does not have a significant effect on Turnover intention. On the other hand, the empowerment leadership variable has a negative and significant effect on Turnover intention. The workload variable has a positive and significant effect on Turnover intention. Simultaneously, the three independent variables (leadership empowerment, work motivation, and workload) have a significant effect on the dependent variable (Turnover intention) at PT. Genah. The practical implications of this research are that it is hoped that this research can become a basis for evaluation for PT. Genah in improving the relationship between superiors and employees so that they can optimize work processes that are more effective and productive. Theoretically, it is hoped that this research can become a source of information and reference for future researchers.

Exploring the Role of Knowledge Sharing in Enhancing Innovative Work Behavior in Small Medium-sized Industries

This study investigates the impact of transformational leadership on innovative work behavior, with a focus on the mediating role of knowledge sharing. Data were collected through a questionnaire administered to 126 respondents from small and medium-sized export industries in Bali. The data were analyzed using SmartPLS 3.2.9. The findings indicate that transformational leadership has a significant effect on innovative work behavior. Furthermore, knowledge sharing serves as a mediator between transformational leadership and innovative work behavior. The study acknowledges limitations, such as potential bias from self-assessment methods. The implications suggest that leaders in small and medium-sized industries should gain a deeper understanding of the relationships between these variables and the mediating mechanisms involved. This information can be valuable for enhancing leadership performance and fostering innovative work behavior in these industries. Theoretically, this study contributes to the understanding of how leadership styles can enhance organizational behavior, particularly in promoting innovative work behavior.

THE IMPACT OF ENTERPRENURIAL LEADERSHIP ON INNOVATIVE WORK BEHAVIOR USING CREATIVE PROCESS ENGAGEMENT MEDIATION IN PAMEKASAN DISTRICT MSMEs

The aim of this research is to further investigate the relationship between leadership and innovative work behavior by using the mediating role of creative process engagement in Pamekasan Regency MSMEs. This research uses food and beverage MSMEs in Pamekasan Regency as research objects. Determining the sample size for this study used a purposive sampling technique with a sample of 200 respondents. The data collection method uses a questionnaire, the data is analyzed using PLS-SEM. The research results show that entrepreneurial leadership and creative process engagement have an influence on innovative work behavior. Apart from that, creative self-efficacy and creative process engagement can mediate the influence between entrepreneurial leadership and innovative work behavior.

Pengaruh Gaya Kepemimpinan dan Disiplin Kerja Terhadap Kinerja Karyawan pada PT Mega Niaga Sejahtera

This study aims to analyze the influence of leadership style and work discipline on employee performance at PT Mega Niaga Sejahtera. The research design uses a quantitative descriptive approach with an ordinal scale, where the respondents were taken using a simple purposive sampling method of 50 people through distributed questionnaires. Data analysis used consisted of instrument testing, classical assumption testing, multiple linear regression analysis, and hypothesis testing. Data were processed using SPSS 24.0 for Windows. The results of the study prove that leadership style and work discipline simultaneously or together have a positive and significant effect on employee performance at PT Mega Niaga Sejahtera. The t-value of leadership style is 1.122> 1.676 with a significance level of 0.268> 0.05, the t-value of work discipline is 12.490> 1.676 where the significance level is 0.000 <0.05 so that it means that X1 is not accepted, while X2 is accepted in influencing employee performance at PT Mega Niaga Sejahtera. The results of the determination coefficient (R2) indicate that leadership style and work discipline have an effect on employee performance of 77.2% and the remaining 22.8% of employee performance is influenced by other factors not examined in this study.

PENGARUH GAYA KEPEMIMPINAN, MOTIVASI DAN DISIPLIN KERJA TERHADAP KINERJA KARYAWAN (STUDI KASUS PADA KARYAWAN PROMOTOR BRAND REXI ACCESSORIS DI KOTA BENGKULU)

This study aims to determine the effect of leadership style, motivation and work discipline on the performance of Brand Rexi promoter employees in Bengkulu. Respondents of this study were employees of Brand Rexi promoters in Bengkulu totaling 36 employees. The sampling technique used in this study was accidental sampling. Data analysis techniques using multiple linear regression analysis, coefficient of determination and hypothesis testing. Based on the results of research on leadership style, motivation and work discipline simultaneously or together have a significant effect on the performance of employees of the Rexi Brand promoter in Bengkulu City with a probability value (sig) of 0.000 <0.05. As well as the leadership style variable with a probability value (sig) of 0.034 <0.050 has a significant effect on employee performance. Motivation with a probability value (sig) of 0.008 <0.05 has a significant effect on employee performance. And work discipline with a probability value (sig) of 0.000 <0.05 has a significant effect on employee performance.

Pygmalion leadership and innovative work behavior of hotel employees in Ghana: The mediating roles of supervisor developmental feedback and supervisor supportive behavior

Scholars believe that exploration of the factors that mediate Pygmalion leadership (PL) and follower performance contribute a great deal to the understanding of PL. However, mediation studies involving PL and innovative work behavior (IWB) are largely absent in the extant literature. This study aimed to examine the mediating roles played by supervisor developmental feedback (SDF) and supervisor supportive behavior (SSB) in the influence of PL on IWB of hotel employees. Using PLS-SEM procedures, it was discovered that one of the two mediators, SDF, significantly mediated the influence PL had on IWB. Discussion and implications of the findings were highlighted accordingly.

Servant leadership and innovative work behavior: the role of innovation climate using evidence from the Ugandan local government sector

PurposeDrawing from the social exchange theory and leadership-making model, this study aimed to develop a research model where innovation climate (IC) mediates the servant leadership (SL) influence on innovative work behavior (IWB).Design/methodology/approachThrough structural equation modeling, we evaluated the aforementioned links using data gathered from 324 employees drawn from Uganda’s local government (LG) employees.FindingsThe findings show that the impact of SL on IWB is mediated by IC. An IC within the organization is made possible by effective SL ethos; moreover, this climate promotes IWB. Also, the innovative nature of LG employees promotes IWB.Research limitations/implicationsLG leadership ought to be committed to the SL philosophy since it fosters an environment that encourages IWB. To spark IWB, it should also take advantage of the innovative environment. Management must make sure that in such a setting, supervisors are construed as servant leaders and low cadre staff have the capacity to be servant leaders. Employees will be more motivated to contribute to the organization by engaging in high IWB once they have received the training, empowerment and rewards they deserve in a setting that emphasizes effective SL principles.Originality/valueDespite the existence of numerous studies, there is little empirical evidence that SL influences IWB within the setting of the LG sector. Evidence for the underlying mechanism by which SL promotes IWB is still lacking. Third, we explicitly test the IWB model developed based on euro-leaning theories using the LG context. Finally, there is a dearth of data relevant to how IC affects IWB. The research addresses these gaps.

The Influence of Competence, Motivation, Facilities and Infrastructure, and Leadership Style on Performance and Their Implications for Work Achievement

Improving employee performance requires a good strategy, starting with enhancing elements of competence, motivation, adequate facilities and infrastructure support, and a good leadership style, which can improve employee performance and ultimately lead to increased employee achievement, thereby achieving organizational goals. The purpose of this research is to understand the overview of competence, motivation, facilities and infrastructure, leadership style, performance, and work achievement, as well as to determine the influence of competence, motivation, facilities and infrastructure, and leadership style on performance and their implications for work achievement. The subjects of this research are the Civil Servants of the Ministry of Religious Affairs Office of the Bangka Belitung Islands Province. The research method uses a descriptive and verification approach with descriptive survey and explanatory survey methods. The sample consists of 91 people, using primary data. Path analysis techniques are employed. The results of the research show that: (1) All variables have high average values, ranging from 4.11 to 4.37. The performance variable has the highest average at 4.37, and the X2 motivation variable has the highest average at 4.28. In general, competence, motivation, facilities and infrastructure, leadership style, performance, and work achievement are rated highly. Correlation test results show (R) 0.787 and the coefficient of determination of variable X on variable Y (R2) is 62%, with the remaining (E) 38%, and for variable Y on variable Z (R2) 85.2%, with the remaining 14.8% influenced by other factors not examined. (2) Simultaneously, competence, motivation, facilities and infrastructure, and leadership style significantly influence performance (35.049 > 2.477). (3) Partially, there is a significant influence of competence (-2.370 > -1.986), motivation (6.053 > 1.986), and leadership style (3.644 > 1.986) on performance, while there is no influence of facilities and infrastructure on performance (1.002 < 1.986). (4) There is a significant influence of performance on work achievement (22.591 > 1.986).

Unveiling Leadership Styles in Work Life Balance: Insights from a Systematic Literature Review

The current study analyzed various leadership styles in the context of their impact on work-life balance (WLB) in organizational contexts. In this regard, a systematic literature review was conducted, where 19 peer-reviewed articles were analyzed, and published from 2003 to 2020. Whereas, relevant literature was identified through a systematic search on databases, such as Google Scholar, JSTOR, and PubMed, while utilizing keywords like 'leadership styles' and 'work-life balance.' It was revealed in the findings that transformational leadership is the most effective approach to cultivating a healthy work-life atmosphere while improving satisfaction and engagement. Whereas, Transactional leadership, emphasizes task completion and rewards, and is less promising for work-life balance, favoring organizational objectives over individual well-being frequently. Moreover, Laissez-faire leadership, known as limited direction, is connected with lower satisfaction and commitment. Consequently, the study emphasized gender-based research to handle the distinct work-life balance challenges, encountered by both men and women. It is also recommended to focus on leadership dynamics specific to organizations, especially in areas where work-life balance is vital. Additionally, essential policy proposals encompass the advancement of transformational leadership, gender-centric research, and adaptable work policies. Whereas, this review contributes to understanding the vital role leadership plays in enhancing employee well-being and organizational success.

Influence of Organisational Behaviour, Organisational Development, Organisational Culture and Leadership Style and Its Impact on Motivation in Public Organisation

One of the objectives of this research is to examine the relationship between organizational behavior and employee motivation, to highlight the relationship between organizational culture and employee motivation, to elaborate on the relationship between leadership style and employee’s motivation, and to investigate the relationship between organizational development and employee motivation. This research also works to investigate the role of leader in the organization. As we know, leaders are the people who are responsible for selecting a path for the whole organization. The researcher collect 113 samples from leaders in Public organization in India. The questionnaire was prepared by using Google Docs application. The survey questionnaires were distributed to more than 200 participants; 113 responses were received from participants. The researcher use descriptive statistics and Multiple regression analysis to test the hypothesis. This study is an attempt to explore the factors that affect and help motivate employees working in any organization, as it is necessary to strengthen these institutions by establishing the principles of Leadership Style, Organizational Culture and Work Environment, Organizational Behavior and Organizational Development.Leadership style

Servant Leadership and Employees' Work Safety Behavior: The Moderating Role of Corporate Social Responsibility to Employees

Servant Leadership and Employees' Work Safety Behavior: The Moderating Role of Corporate Social Responsibility to Employees

The Significance of Responsible Leadership for Innovative Work Behaviour: A Conceptual Framework

Responsible leadership is a key foundation in today's dynamic business world, where the call for ethical behaviour and innovation is louder than ever. Unlike traditional leadership paradigms, responsible leadership represents a multifaceted relationship and views leadership as a dynamic interplay between leaders and stakeholders, rather than a one-sided leader-follower dynamic. Based on this understanding, our study developed a conceptual framework for the relationship between accountable leadership and innovative work behaviors. It also identified mediating-moderating roles to better understand the linkages and gaps in the research. The conceptual framework was developed based on a literature search of 82 studies. The individual constructs of the model were analysed with the findings of other studies and the theoretical and practical contribution was identified through synthesis. In order to create a sustainable future, it is imperative that the pursuit of continuous innovation and the principles of responsible behaviour form the cornerstones of any society. Responsible leadership stimulates innovative work behaviour not only for the benefit of the organisation but also for the well-being of all stakeholders. This is essential to building the relationships and corporate culture that mediate this relationship. The moderator of this relationship is the moral intelligence of the responsible leader, which strengthens the relationship between responsible leadership and innovative work behaviour. The study contributes by providing a comprehensive review of the existing knowledge on responsible leadership and innovative work behavior. Furthermore, it enriches scholarly knowledge and offers practical insights into the characteristics desirable in CEOs to promote responsible and innovative business behavior.