scholarly journals PENGARUH GAYA KEPEMIMPINAN DAN BUDAYA ORGANISASI TERHADAP KEPUASAN KERJA ANGGOTA KORPS BRIMOB POLRI

PUBLIC CORNER ◽  
2021 ◽  
Vol 16 (1) ◽  
pp. 58-78
Author(s):  
Mohammad Bagus Kurniawan ◽  
Roos Yuliastina
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Human Resources ◽  
Leadership Styles ◽  
Transactional Leadership ◽  
Positive Behavior ◽  
Autocratic Leadership

Abstract This research was conducted to examine the influence of leadership styles that focus on autocratic leadership styles, transactional leadership styles, and organizational culture on job satisfaction of members of the Police Mobile Brigade Corps. The focus of the study in this research is to members of Brimob, considering that the role of Brimob is very important and strategic in supporting the main duties of the Police in the field of maintaining security and order, so that the positive behavior and attitudes of Brimob members in carrying out their duties in the field are strongly influenced by job satisfaction of organizational members. The success of Brimob's main duties is largely determined by the quality of human resources as the most important asset in the organization, so it can be interpreted that all Brimob members need job satisfaction so that they can carry out their duties properly. Keywords:Leadership Style; Transactional; Autocratic; Organizational Culture, Job Satisfaction; Brimob. Abstrak Penelitian ini dilakukan untuk mengkaji pengaruh gaya kepemimpinan yang berfokus kepada gaya kepemimpinan otokratis, gaya kepemimpinan transaksional, dan budaya organisasi terhadap kepuasan kerja anggota Korps Brimob Polri. Fokus kajian dalam peneletian ini kepada anggota Brimob mengingat peran Brimob sangatlah penting dan strategis di dalam mendukung tugas pokok Polri dibidang pemeliharaan keamanan dan ketertiban, sehingga perilaku dan sikap positif anggota Brimob di dalam melaksanakan tugas dilapangan sangat dipengaruhi oleh kepuasan kerja anggota organisasi. Keberhasilan tugas pokok Brimob sangat ditentukan oleh kualitas sumber daya manusia sebagai aset yang paling penting dalam organisasi, sehingga dapat dimaknai bahwa seluruh anggota Brimob membutuhkan kepuasan kerja agar mereka dapat melaksanakan tugasnya dengan baik. Kata kunci: Gaya Kepemimpinan; Transaksional; Otokratis ; Budaya Organisasi, Kepuasan Kerja; Brimob.

scholarly journals KEPEMIMPINAN TRANSFORMASIONAL, KEPUASAN KERJA, DAN KOMITMEN AFEKTIF PADA KARYAWAN PERUSAHAAN BIDANG KONSTRUKSI MILIK PEMERINTAH DI MEDAN

2019 ◽  
Vol 18 (3) ◽  
pp. 209
Author(s):  
Bachruddin Saleh Luturlean ◽  
Arif Partono Prasetio ◽  
Anisa Firli ◽  
Gilang Ananda Mikola ◽  
Muhammad Adnan Darmawan
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Human Resources ◽  
Leadership Styles ◽  
Leadership Style ◽  
Affective Commitment ◽  
Positive Experience ◽  
Business Organizations ◽  
Transformational Leadership Style

Affective commitment is a commitment that comes from within and it needs quite some time to develop. Organizations need to ensure that their employees have strong affective commitment. Transformational leadership style can help employees to feel valued and develop strong commitment. On the other hand the positive atmosphere inside the organization will also enrich the positive experience of employees which in the end will increase the affective commitment. This study analyses the effect of transformational leadership and job satisfaction on employee’s affective commitment. We study one of the state companies in Medan using 72 participants. The explanatory method and path analysis are used to explain relationships and influences between variables. The results of the study prove that transformational leadership style and job satisfaction simultaneous and partial have effects in improving the quality of employee affective commitment. Business organizations need to apply transformational leadership styles and develop human resources program that can enhance job satisfaction. By carefully focus on these two elements, the organization is expected to be able to increase employee affective commitment. Keywords—Transformational Leadership, Job satisfaction, Affective Commitment Abstrak Komitmen afektif adalah komitmen yang muncul dari dalam diri sendiri dan dibangun seiring berjalannya waktu. Organisasi perlu memastikan bahwa karyawan mereka memiliki komitmen afektif yang kuat. Unsur kepemimpinan khususnya yang bersifat transformasional diyakini dapat membuat karyawan merasa dihargai dan pada akhirnya memiliki komitmen yang kuat. Di samping itu, suasana dalam organisasi yang menyenangkan akan memperkaya pengalaman positif karyawan yang juga berdampak pada peningkatan komitmen afektif. Penelitian ini menganalisis pengaruh kepemimpinan transformasional dan kepuasan kerja terhadap terbentuknya komitmen afektif karyawan di salah satu perusahaan negara di Medan. 72 Responden yang berpartisipasi dalam penelitian ini. Metode eksplanatori dan analisis jalur digunakan untuk menjelaskan hubungan dan pengaruh antar variabel. Hasil penelitian membuktikan bahwa gaya kepemimpinan transformasional dan kepuasan kerja memiliki pengaruh simultan dan parsial terhadap peningkatan kualitas komitmen afektif karyawan. Organisasi bisnis perlu mengaplikasikan gaya kepemimpinan transformasional serta mengembangkan program sumberdaya manusia yang bisa meningkatkan kepuasan kerja karyawan. Dengan mengoptimalkan kedua unsur ini, organisasi diharapkan mampu meningkatkan komitmen afektif karyawan. Kata kunci—Kepemimpinan Transformasional, Kepuasan Kerja, Komitmen Afektif

scholarly journals The Role of Employees Job Satisfaction in the Relationship between Transformational Leadership and Affective Commitment at Roof-Tile Manufacturing Company

2021 ◽  
Vol 11 (1) ◽  
pp. 306
Author(s):  
Tri Widarmanti ◽  
Arif Partono Prasetio ◽  
Bachruddin Saleh Luturlean
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Human Resources ◽  
Affective Commitment ◽  
Mediating Role ◽  
Roof Tile ◽  
The Relationship ◽  
Mediator Variable

Human resources play a strategic and important role to achieve company's vision and mission, the quality of human resources will affect the performance and progress of an organization. Commitment is very important for organization, a strong affective commitment encourages employees to contribute better, there are constructive factors of affective commitment such as transformational leadership and job satisfaction. This study wants to examine the relationship between transformational leadership, affective commitment, and job satisfaction and the effect of transformational leadership practices on affective commitment directly and indirectly through the mediating role of job satisfaction in tile rooftop manufacturers at Jatiwangi Indonesia. A quantitative survey approach has been used, and 5 hypotheses were tested with a sample 184 of 350 employees of roof-tile manufactures was selected to answer the questionnaire. Data collected based on descriptive analytics processed by SPSS Software, and the result of this study show that there is a positive relationship between these variables, transformational leadership significant positive relations to job satisfaction and affective commitment and job satisfaction becomes a partial mediator variable in the relationship between transformational leadership with affective commitment, but yet those 4 company still not represent all roof-tile company in Indonesia, future studies could replicate the current one by collecting data from different sources.

scholarly journals THE ROLE OF LEADERSHIP STYLES IN ENCOURAGING AND IMPROVING TEAM PERFORMANCE IN ONE OF THE BIGGEST OIL & GAS GROUP OF COMPANIES IN ABU DHABI, UAE

2020 ◽  
Vol 4 (02) ◽  
Author(s):  
Anas Abudaqa ◽  
Mohd Faiz ◽  
Norziani Dahalan ◽  
Hasan Almujaini
Keyword(s):  
Transformational Leadership ◽  
Organizational Culture ◽  
Leadership Styles ◽  
Transactional Leadership ◽  
Leadership Style ◽  
Team Performance ◽  
Leadership Team ◽  
Participative Leadership ◽  
The Impact

Abstract: The aim of the current study is to examine the impact of leadership styles such as transformational leadership, transactional leadership and participative leadership on the team performance of one of the biggest oil & gas group of companies in UAE. The goal also includes the moderating role of perceived organizational culture on the links of transformational leadership and team performance, transactional leadership team performance, participative leadership, and team performance. The employees who have at least one immediate boss and currently working in one of the biggest oil & gas group of companies are the respondent and data were gathered by using questionnaires and it was analyzed by using Smart-PLS. The results indicated that transformational leadership, transactional leadership, and participate leadership have positive nexus with team performance. The results also indicated that perceived organizational culture has positively moderates among the nexus of transformational leadership and team performance, transactional leadership team performance, participative leadership, and team performance. The regulators of this group of companies will be the foremost users who want to formulate policies regarding the leadership style that improves team performance.

scholarly journals Pengaruh Budaya Organisasi, Kompensasi Terhadap Kepuasan Kerja Dan Kinerja Pegawai Bank di Surabaya

2016 ◽  
Vol 2 (1) ◽  
pp. 49
Author(s):  
Rifdah Abadiyah
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Human Resources ◽  
Cultural Values ◽  
Structural Equation ◽  
Compensation Effect ◽  
Equation Model ◽  
Culture Influence ◽  
Domestic Banks

Along with the bank's growth in Indonesia, one of the problems faced by the world is handling domestic banks that are now on the quality of human resources. Because human resources are the backbone of the operating activities of wheels and the survival of a company. In this case oriented to customer satisfaction and service organization of Bank Syariah Mandiri Surabaya CFBC Division there are also aspects of cultural values and compensation to improve morale and satisfy the desires of employees. The approach in this study is a quantitative approach, which used the data type is the kind of quantitative data. Data collection techniques performed by researchers are using questionnaires. The population in this study are employees on Shariah Bank Mandiri as many as 30 people. Teknik data analysts use Structural Equation Model-Partial Lest Square (SEM-PLS). The results showed that 1) organizational culture influence on job satisfaction. (2) Organizational culture influence on performance (3) Job satisfaction terhaap affect performance (4) Compensation effect on job satisfaction (5) Compensation effect on performance.

scholarly journals Realizing Job Satisfaction and Performance Through Organizational Culture and Job Involvement

2020 ◽  
Vol 7 (2) ◽  
pp. 51-60
Author(s):  
Feri Djoko Riyanto ◽  
Tetra Hidayati ◽  
Saida Zainurossalmia
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Human Resources ◽  
Job Involvement ◽  
Survey Method ◽  
Employee Productivity ◽  
Regional Office ◽  
Increase Productivity ◽  
And Performance

Human resource management is an important aspect of an organization. The quality of human resources must be developed every time for the organization to achieve the expected goals. This study aims to determine and analyze the influence of organizational culture and involvement on performance mediated by job satisfaction at the Regional Office of Direktorat Jendral Kekayaan Negara Kalimantan Timur dan Utara. This research uses quantitative approach with a survey method on 41 respondents. Testing uses descriptive and path analysis. The results showed that job satisfaction does’t automatically increase productivity. Organizational culture and involvement have an influence on job satisfaction, besides that it can be concluded that employee dissatisfaction tends to reduce employee productivity.

THE INFLUENCE OF ORGANIZATIONAL CULTURE AND LEADERSHIP TO JOB SATISFACTION AND ITS IMPACT ON EMPLOYEE PERFORMANCE OF OFFICE OF RELIGIOUS AFFAIRS IN CILACAP DISTRICT

2018 ◽  
Vol 15 (2) ◽  
pp. 163-189
Author(s):  
Maman Sulaeman
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Human Resources ◽  
Path Analysis ◽  
Employee Satisfaction ◽  
Employee Performance ◽  
The Future ◽  
Met Expectations ◽  
Positive Effect

Achievement of KUA performance in Cilacap Regency has not met expectations. These conditions can be improved and need to be evaluated and research on the quality of human resources so that policies taken in the future can improve the performance of employees and minimize factors that can reduce employee performance. The purpose of this study is to determine the influence of organizational culture and leadership on job satisfaction and its impact on employee performance. The method used is path analysis, which is to get the picture, relationship pattern and influence of research variables that have been determined. The result showed that organizational culture had a positive effect on employee satisfaction of 73.4%. Leadership positive effect on employee satisfaction of 73.4%. Organizational culture and leadership have a positive effect on employee satisfaction of 75.7%. Organizational culture and leadership through a positive effect on employee performance through employee satisfaction of 85.2%.

scholarly journals The Role of Organizational Culture in Establishing Employee Engagement through Work Attitude at PT. Sapta Sentosa Jaya Abadi

2021 ◽  
Vol 8 (11) ◽  
pp. 476-481
Author(s):  
Irwanto Sahat Wijaya Sibagariang ◽  
Yeni Absah ◽  
Isfenti Sadalia
Keyword(s):  
Organizational Culture ◽  
Human Resources ◽  
Employee Engagement ◽  
Work Attitudes ◽  
Corporate Values ◽  
Work Attitude ◽  
Intermediate Variable ◽  
Fresh Fruit Bunches

PT Sapta Sentosa Jaya Abadi is a company engaged in the plantation sector which is currently focusing on developing the quality of human resources, because the role of human resources is very vital in the production and quality of Fresh Fruit Bunches and Crude Palm Oil. However, company have problems in HR management related to Employee Engagement problems, it is indicated by the low score of Employee Engagement, especially those at the non-managerial level. PT Sapta Sentosa Jaya Abadi has made various efforts in building Employee Engagement, among others, by cultivating corporate values in order to form a strong organizational culture in the company. Based on this phenomenon, this study aims to see and analyze the influence of Organizational Culture on Employee Engagement through Work Attitudes as an intermediate variable at PT Sapta Sentosa Jaya Abadi. The research methodology used is Path Analysis. The results showed that Organizational Culture has a positive and significant effect directly on Work Attitudes; Organizational Culture has a positive and significant effect directly on Employee Engagement; Work Attitude is directly proven to have a positive and significant effect on Employee Engagement; and Organizational Culture through Work Attitude indirectly has a positive and significant effect on Employee Engagement at PT Sapta Sentosa Jaya Abadi. Keywords: Organizational Culture, Work Attitudes, Employees Engagement, PT Sapta Sentosa Jaya Abadi.

Knowledge Leaders as Multipliers

2021 ◽  
pp. 37-56
Author(s):  
Renée López-Richer ◽  
Caroline Thompson
Keyword(s):  
Organizational Culture ◽  
Knowledge Management ◽  
Human Resources ◽  
Leadership Styles ◽  
Transactional Leadership ◽  
Transformational And Transactional Leadership ◽  
Knowledge Leadership ◽  
The Relationship

In order for knowledge management (KM) to thrive, an organization requires a combination of conditions that form the runway from which a KM initiative can take off. There is general agreement that technology, human resources, organizational culture, and leadership are among the key enablers of successful KM. The intentions and actions of knowledge leaders in particular can make a profound difference to how KM is institutionalized in an organization. The relationship between leadership and KM has been studied extensively, especially established leadership styles such as transformational and transactional leadership. In this chapter, the authors explore the influence of knowledge leadership on KM through the lens of Liz Wiseman's leadership paradigm, Multipliers. The authors propose that effective knowledge leadership reflects the traits of the multiplier: leaders who draw on certain skills and approaches to effectively “multiply” the intelligence of an organization.

scholarly journals Budaya Organisasi, dan Kompensasi Terhadap Kepuasan Kerja Pegawai (Studi Kasus Divisi Mikro PT. Bank Mandiri Area Cikini Jakarta Pusat)

2018 ◽  
Vol 9 (1) ◽  
pp. 37
Author(s):  
Lusiana Lusiana ◽  
Indupurnahayu Indupurnahayu ◽  
Akhmad Bakhtiar Amin
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Structural Equation Modeling ◽  
Data Collection ◽  
Human Resources ◽  
Structural Equation ◽  
Equation Modeling ◽  
Significance Level ◽  
Equation Modelling

<p>This study aims to Analyzing the influence of the quality of human resources on job satisfaction of the employees of Area Micro Jakarta Cikini.  Data collection techniques using questionnaires given to Cikini Area Micro Officers as many as 110 people. The hypothesis used is SEM (Structural Equation Modeling. </p><p>Organizational culture relationship to job satisfaction in Micro Division of Bank Mandiri Area Cikini Central Jakarta of 0.757 with significance level 0,00 means that the influence of organizational culture variable on job satisfaction is very strong, the influence of quality of human resources to job satisfaction in Micro Division of Bank Mandiri Area Cikini Central Jakarta 0,877 with significance level 0,00, / influence of compensation to job satisfaction in Micro Division of Bank Mandiri Area Cikini Central Jakarta equal to 0,991 with significance level 0,00 mean that influence of variable of compensation to job satisfaction pertained strong strongly that job satisfaction will increase if compensation increases as well.</p><p>Penelitian ini bertujuan menganalisa pengaruh pada tingkat  kualitas sumberdaya manusia terhadap kepuasan kerja pegawai Mikro Area Jakarta Cikini. Tehnik Pengambilan data mengunakan kuesioner yang diberikan kepada Pegawai Mikro Area Cikini sebanyak 110 orang.hipotesa yang digunakan adalah <strong><em>SEM (Structural Equation Modelling.</em></strong></p>

scholarly journals ROLE OF WORK ENVIRONMENT AND ORGANIZATIONAL CULTURE TO JOB PERFORMANCE

2020 ◽  
Vol 1 (2) ◽  
pp. 1-13
Author(s):  
Arif Rahman Putra ◽  
Mila Hariani ◽  
Dita Nurmalasari ◽  
Mochamad Irfan ◽  
Yusuf Rahman Al Hakim
Keyword(s):  
Organizational Culture ◽  
Human Resources ◽  
Job Performance ◽  
Work Environment ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
Analytical Tool ◽  
Research Findings

ABSTRACT Improving the quality of human resources is focused on a variety of things that can affect job performance. There are two variables that are thought to have contributed to the formation of job performance, namely the work environment and organizational culture. This study aims to analyze and determine the effect of the work environment and organizational culture on job performance. The research will be conducted in one of the micro businesses in Kranggan District, Mojokerto Regency which involves 25 employees to be involved as respondents. Multiple linear regression analysis is used as an analytical tool to prove the research hypothesis. The research findings suggest that (1) the work environment has a significant effect on job performance; (2) organizational culture has a significant effect on job performance; and (3) work environment and organizational culture simultaneously have a significant effect on job performance. Keywords: work environment, organizational culture, job performance

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