scholarly journals Peran Mediasi Work Engagement Pada Leader Member Exhange terhadap Job Performance pada Karyawan Resort “XYZ” Malang

2021 ◽  
Vol 3 (01) ◽  
pp. 60-75
Author(s):  
Vincent Yongky ◽  
Tri Siwi Agustina
Keyword(s):  
Job Performance ◽  
Work Engagement ◽  
Partial Least Square ◽  
Least Square ◽  
Leader Member Exchange ◽  
Member Exchange

Penelitian ini menggunakan obyek salah satu resort di kota Malang yang mengalami pertumbuhan bisnis cukup pesat di dalam lingkungan destinasi wisata Malang. Fokus penelitian ini adalah kinerja karyawan. Penelitian ini bertujuan untuk mengkaji mekanisme leader member exchanget terhadap job performance dengan menggunakan work engagement sebagai mediasi. Studi kuantitatif ini didasarkan pada data yang dikumpulkan menggunakan kuesioner yang diberikan kepada 100 responden karyawan tetap resort “XYZ” di Malang dan menggunakan teknik partial least square (PLS) untuk analisis data. Hasil analisis data menggunakan PLS menemukan bahwa work engagement memediasi hubungan antara leader member exchange dan job performance. Pengembangan kualitas hubungan leader dan karyawan amat dibutuhkan untuk meningkatkan kinerja karyawan di sebuat tempat

scholarly journals Leader-member exchange affects work engagement: The role of psychological well-being mediation

2019 ◽  
Vol 4 (1) ◽  
pp. 95
Author(s):  
Winny Yus Permatasari ◽  
Fendy Suhariadi
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Well Being ◽  
Partial Least Square ◽  
Civil Servants ◽  
Least Square ◽  
Equation Modeling ◽  
Leader Member Exchange ◽  
Psychological Well Being ◽  
Member Exchange

Work engagement has a contribution to the success of an organization. Governmental institutions are often criticized for showing less satisfying performance and less effective services due to the misconducts of the civil servants such as coming late to work, leaving at working hours, and being less enthusiastic at work. This study aimed to examine civil servants' working conditions using three variables, namely leader-member exchange, psychological well-being, and work engagement. The measuring tools used referred to the Leader-Member Exchange Multidimensional (Liden & Maslyn, 1998), Psychological Well-being Scale (Ryff, 1989) and Utrecht Work Engagement Scale (Schaufeli & Bakker, 2004). There were 80 civil servants involved in this study as the subjects. They were selected using simple random sampling technique. Statistical techniques used in this study Structural Equation Modeling-Partial Least Square (SEM-PLS) with Warp PLS 5.0 Software. The result indicated that the three variables had a positive correlation with one another, and psychological well-being mediated the influence of leader-member exchange on work engagement.

scholarly journals Effects of leader-member exchange and organizational culture on work engagement and employee performance

2021 ◽  
pp. 879-886
Author(s):  
A. Nur Insan ◽  
R. Masmarulan
Keyword(s):  
Organizational Culture ◽  
Work Engagement ◽  
Structural Model ◽  
Employee Performance ◽  
Partial Least Square ◽  
Least Square ◽  
Leader Member Exchange ◽  
Analysis Model ◽  
Member Exchange ◽  
High Level

The objectives of this study are: (1) To determine whether the Leader-Member Exchange (LMX) and organizational culture can improve employee performance, (2) To conduct further research on employee performance by elaborating and analyzing variables that can affect work engagement, among others: members of the leadership and organizational culture. This research was conducted at a Telecommunication Company in Makassar, South Sulawesi with a sample size of 93 people. The analysis model used to determine the influence between variables was a structural model with the Partial Least Square (PLS) approach. In this study it was found that 1. LMX had no significant effect on job involvement. 2. LMX had no significant effect on worker performance. 3. Organizational culture had a significant effect on work engagement. 4. Organizational culture had a significant effect on employee performance, 5. Work management had no significant effect on employee performance. Leaders need to build high-level LMX relationships, equip workers with skills, increase employee professionalism and provide opportunities for employees, help solve the difficulties they face related to assigned tasks and make employees as friends so that they can increase their engagement and performance.

scholarly journals TRANSFORMATIONAL LEADERSHIP, MEANING IN WORK, LEADER MEMBER EXCHANGE (LMX), JOB PERFORMANCE DAN WORK ENGAGEMENT

2017 ◽  
Vol 16 (2) ◽  
pp. 15
Author(s):  
Didik Joko Pitoyo ◽  
Hunik Sri Runing Sawitri
Keyword(s):  
Transformational Leadership ◽  
Job Performance ◽  
Work Engagement ◽  
Regression Coefficient ◽  
Linear Regression Analysis ◽  
Leader Member Exchange ◽  
Quantitative Research Methods ◽  
Meaning In Work ◽  
Mediating Variables ◽  
Member Exchange

<p><em>The purpose of this study was to analyze the influence of meaning in work as intervening variable relationship between transformational leadership and work engagement and analyze the effect of work engagement as pemediasi variable relationship between leader-member exchange and job performance. This study uses a quantitative research methods. While the sample used this study as many as 213 people in the PT Kusumaputra Santosa Karanganyar. The data analysis techniques using multiple linear regression analysis method path.</em></p><p><em>Results of this study are a) Transformational leadership significant effect on work engagement. b) Transformational leadership and meaning in work significant effect on work engagement. c) meaning in work can be a mediating variable and is expressed as a partial mediating variables (partial mediation). This is because, after entering the variable Meaning in Work, due to the influence of the variable Work Engagement Transformational Leadership which was significantly be remained significant after entering Meaning in Work variables into the regression equation model but declined regression coefficient. d) LMX significant effect on job performance. e) LMX and work engagement significant effect on job performance. f) Work engagement can be a mediating variable and is expressed as a partial mediating variables (partial mediation). This is because, the influence of variables leader member exchange for job performance that was significantly be remained significant after entering work engagement variable into the regression model but declined regression coefficient.</em></p>

scholarly journals PEMBERDAYAAN KERJA PROFESIONAL SEBAGAI MEDIASI DUKUNGAN ORGANISASI DAN PERTUKARAN PEMIMPIN-ANGGOTA (LMX) TERHADAP KOMITMEN ORGANISASIONAL

2018 ◽  
Vol 16 (2) ◽  
pp. 209-229
Author(s):  
Suhermin Suhermin
Keyword(s):  
Organizational Support ◽  
Perceived Organizational Support ◽  
Partial Least Square ◽  
Least Square ◽  
Leader Member Exchange ◽  
Member Exchange

Tujuan penelitian ini menguji dan menganalisis pengaruh dukungan organisasi dan pertukaran pimpinan-anggota (LMX) terhadap pemberdayaan kerja serta dampaknya terhadap peningkatan komitmen organisasional Staf Medis Fungsional Rumah Sakit Umum Pemerintah di DKI Jakarta. Penelitian dilakukan dengan menggunakan pendekatan kuantitatif. Terdapat 2 Rumah Sakit Umum Pemerintah Pusat dan 2 Rumah Sakit Umum Pemerintah Daerah, dengan unit analisis Staf Medis Fungsional (SMF). Jumlah sampel yang digunakan dalam penelitian ini berjumlah 92 SMF dengan teknik pengambilan sampel sensus. Teknik analisis data yang digunakan dalam penelitian ini adalah teknik analisis statistik deskriptif dan teknik analisis statistik inferensial dengan menggunakan PLS (Partial Least Square). Penelitian ini menemukan bahwa dukungan organisasi (perceived organizational support) dan kualitas pertukaran pimpinan-anggota (Leader Member Exchange) yang tinggi, dapat memberikan peningkatan pada pemberdayaan kerja profesional Staf Medis Fungsional (SMF)  Rumah Sakit Umum Pemerintah Pusat dan Daerah di DKI Jakarta yang akhirnya berdampak pada peningkatan komitmen organisasional. Dukungan organisasi yang dipersepsikan tinggi oleh SMF tidak dapat meningkatkan komitmen organisasional secara langsung. Namun demikian penerapan pemberdayaan kerja SMF secara profesional ditemukan dapat meningkatkan komitmen organisasional.

Investigating the role of leader-member exchange for goal commitment in system implementation

2020 ◽  
Vol 33 (6) ◽  
pp. 1555-1573
Author(s):  
Yujong Hwang ◽  
Soyean Kim ◽  
Donghee Shin
Keyword(s):  
Empirical Test ◽  
Goal Commitment ◽  
Partial Least Square ◽  
Least Square ◽  
Leader Member Exchange ◽  
System Implementation ◽  
Content Type ◽  
Member Exchange ◽  
Major Attention

PurposeAlthough Leader-Member Exchange (LMX) has been studied within the domain of organizational psychology, it has not received major attention from information systems literature and researchers. Drawing on LMX theory and the theory of reasoned interaction, this study investigates the roles of LMX, individual member's attitude toward system adoption, supervisor influence and goal commitment on mandatory system implementation. Specifically, our model investigates the moderating role of LMX and how it can be interpreted for an individual member's system adoption in an organization.Design/methodology/approachPartial least square (PLS) technique with the field survey of 148 participants was used for this analysis.FindingsThe empirical test results in the field setting show that attitude and supervisor influence positively affect goal commitment in the system implementation. Furthermore, LMX is a significant moderator between attitude and goal commitment within organizations, but this moderating effect is not valid in the relationship between supervisor influence and goal commitment since it is a more complex process influenced by variables other than supervisor influence.Originality/valueThe results showed that the model in this research has high explanatory and predictive power and is valuable in offering insights and guidance for implementers initiating technology-related changes within organizations.

Leader-member exchange, work engagement, and job performance

2015 ◽  
Vol 30 (7) ◽  
pp. 754-770 ◽  
Author(s):  
Kimberley Breevaart ◽  
Arnold B. Bakker ◽  
Evangelia Demerouti ◽  
Machteld van den Heuvel
Keyword(s):  
Social Support ◽  
Job Performance ◽  
Work Environment ◽  
Work Engagement ◽  
Job Resources ◽  
Equation Modeling ◽  
Leader Member Exchange ◽  
Content Type ◽  
Member Exchange ◽  
Developmental Opportunities

Purpose – The purpose of this paper is to examine the process through which leader-member exchange (LMX) is related to followers’ job performance. Integrating the literature on LMX theory and resource theories, the authors hypothesized that the positive relationship between LMX and employee job performance is sequentially mediated by job resources (autonomy, developmental opportunities, and social support) and employee work engagement. Design/methodology/approach – In total, 847 Dutch police officers filled out an online questionnaire. Multilevel structural equation modeling was used to test the hypothesized relationships and to account for the nesting of employees in teams. Findings – Employees in high-quality LMX relationships work in a more resourceful work environment (i.e. report more developmental opportunities and social support, but not more autonomy). This resourceful work environment, in turn, facilitates work engagement and job performance. Research limitations/implications – Because of the research design, it is difficult to draw conclusions about causality. Future research may test the newly proposed relationship using a longitudinal or daily diary design. Practical implications – This study emphasizes the value of high-LMX relationships for building a resourceful environment. In turn, this resourceful environment has important implications for employees’ work engagement and job performance. Originality/value – This study examines LMX as a more distal predictor of employee job performance and examines a sequential underlying mechanism to explain this relationship. Furthermore, this paper explicitly examined job resources as a mediator in the relationship between LMX and employee job performance.

scholarly journals Peran Mediasi Komitmen Organisasional Dalam Pengaruh Antara job Stress, Leader Member Exchange, Perceived Organizational support, dan Efektivitas Pengendalian Internal Terhadap Kinerja Auditor Internal Pemerintah

2020 ◽  
Vol 1 (2) ◽  
pp. 129-154
Author(s):  
Noor Riefma Hidayah
Keyword(s):  
Job Stress ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Partial Least Square ◽  
Least Square ◽  
Leader Member Exchange ◽  
Equation Modelling ◽  
Member Exchange

Tujuan dari penelitian ini adalah untuk menguji pengaruh langsung dan tidak langsung job stress, leader member exchange,perceived organizational support, dan pengendalian internal terhadap komitmenorganisasional dan pengaruh langsung komitmen organisasional terhadap kinerja kerja auditor internal dengan variabel mediasikomitmen organisasional. Sampel yang digunakan dalam penelitian ini adalah sebanyak 128kuesioner dari para auditor internal pemerintah daerah yang berada pada Kantor InspektoratDaerah di Provinsi Sulawesi Tengah. Hipotesis dalam penelitian ini diuji dengan menggunakanStructural Equation Modelling – Partial Least Square (SEM-PLS) dengan SoftwareWarpPLS 3.0.Hasil Penelitian ini menemukan beberapa bukti bahwa job stress, leader member exchange,perceived organizational support, dan pengendalian internal berpengaruh secara signifikanterhadap komitmen organisasional dan komitmen organisasional berpengaruh terhadap kinerjakerja. Job stressmemiliki pengaruh secara signifikan terhadap komitmen organisasional, leadermember exchangeberpengaruh positif dan signifikan terhadap komitmen organisasional,perceived organizationalsupport berpengaruh positif dan signifikan terhadap komitmenorganisasional, pengendalian internal berpengaruh positif dan secara signifikan terhadapkomitmen organisasional, komitmen organisasional berpengaruh positif dan signifikan terhadapkinerja kerja, serta komitmen organisasional memediasi secara parsial pengaruh job stress, leadermember exchange, dan perceived organizational support terhadap kinerja kerja auditor internal.Namun komitmen organisasional tidak mampu memediasi pengaruh dari pengendalian internalterhadap kinerja kerja.

scholarly journals The Development of Leadership Style of Chief Village Based on Local Wisdom "Asta Brata" in Buleleng Regency

2020 ◽  
Vol 6 (2) ◽  
pp. 111
Author(s):  
Ni Luh Putu Eka Yudi Prastiwi ◽  
Luh Kartika Ningsih
Keyword(s):  
Data Analysis ◽  
Leadership Style ◽  
Structural Equation ◽  
Quantitative Method ◽  
Partial Least Square ◽  
Least Square ◽  
Leader Member Exchange ◽  
Equation Modelling ◽  
Analysis Technique ◽  
Member Exchange

The purpose of this study was to determine how the leadership of Asta Brata of the Chief Village and Leader Member Exchange was able to influence the performance of village apparatus in Buleleng Regency. This study used an associative quantitative method. The data analysis technique used in this study is a variance-based structural equation modelling (SEM) or component based SEM, which is known as Partial Least Square (PLS) Visual version 3.0. All the relationships studied showed positive and significant results. In its realization, Asta Brata’s leadership is able to improve the performance of village apparatus. Likewise, the Leader Member Exchange is able to increase the Performance of Village apparatus. The indicators that show the highest score are Kwera Brata and Loyalty, the combination of these indicators is a strong benchmark in improving the performance of village apparatus in Buleleng Regency.

scholarly journals EFFECT OF LEADER MEMBER EXCHANGE, ORGANIZATIONAL CULTURE AND EMPLOYEE ENGAGEMENT ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR (CASE STUDY GEN Y IN PERUM LPPNPI)

2020 ◽  
Vol 1 (1) ◽  
pp. 71-82
Author(s):  
Budi Mahmudi ◽  
Farida Elmi
Keyword(s):  
Organizational Culture ◽  
Employee Engagement ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Partial Least Square ◽  
Least Square ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Leader Member Exchange ◽  
Member Exchange

This study aims to determine the effect of the leader member exchange, organizational culture, employee engagement on organizational citizenship behavior. This type of research is descriptive verification method. The population of all employees of Perum LPPNPI, decision-probability sampling technique with a sample of 200 employees. Data Analysis Structural Equation Modeling (SEM) method Partial Least Square (PLS) with 6.0 WarpPLS program. The results showed that the leader member exchange have a  significant effect on employee engagement, organizational culture have a significant effect on employee engagement, employee engagement significantly influence the organizational citizenship behavior, leader member exchange have a significant effect on organizational citizenship behavior, and organizational culture significant effect on organizational citizenship behavior.

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