HUBUNGAN ANTARA KEPEMIMPINAN TRANSFORMASIONAL DAN LEADER-MEMBER EXCHANGE TERHADAP KOMITMEN ORGANISASI PADA KARYAWAN GENERASI Y

Safinatul Wahidah

Abstract


Penelitian ini bertujuan menguji pengaruh kepemimpinan transformasional dan leader-member exchange pada karyawan generasi Y. Pengambilan sampel dilakukan dengan menggunakan teknin non-probability sampling. Jumlah sampel penelitian adalah 3 orang dengan karakteristik PNS di BP2MI yang lahir dalam rentang tahun 1980 – 2000. Metode pengumpulan data menggunakan Multifactor Leadership Questionnaire, Leader Member Exchange – Multi Dimensional Measures, dan  Skala Komitmen Organisasi. Pengujian hipotesis dilakukan dengan menggunakan teknin analisis regresi ganda dengan hasil penelitian yang menunjukkan bahwa terdapat pengaruh antara kepemimpinan transformasional dan leader-member exchange terhadap komitmen organisasi. Sumbangan simultan pengaruh kedua variabel terhadap komitmen organisasi adalah 56,3 %. Sumbangan partial kepemimpinan transformasional dan leader-member exchange terhadap komitmen organisasi masing-masing adalah 15,7 %, dan 40,6 %. Kesimpulan dari penelitian ini adalah bahwa kepemimpinan transformasional dan leader-member exchange dapat memprediksi tingkat komitmen organisasi karyawan generasi Y, dan pengaruh yang diberikan leader-member exchange lebih besar daripada pengaruh kepemimpinan transformasional.

Keywords


Generasi Y, Kepemimpinan Transformasional, Leade-Member Exchange, Komitmen Organisasi

Full Text:

PDF

References


Avolio, Bruce & Zhu, Weichun & Koh, William & Bhatia, Puja. (2004). Transformational Leadership and Organizational Commitment: Mediating Role of Psychological Empowerment and Moderating Role of Structural Distance. Journal of Organizational Behavior. 25. 951 - 968. 10.1002/job.283.

Brown, O., Paz-Aparicio, C., & Revilla, A. J. (2019). Leader’s communication style, LMX and organizational commitment. Leadership & Organization Development Journal, 40(2), 230–258. https://doi.org/10.1108/lodj-03-2018-0129

Dienesch, R.M., & Liden, R.C. (1986). Leader-member exchange model of leadership: A critique and further development. Academy of Management Review, 11: 618-634. https://doi.org/10.2307/258314

Doan, T. T., Nguyen, L. C., & Nguyen, T. D. (2020). Emotional intelligence and project success: The roles of Transformational Leadership and Organizational Commitment. The Journal of Asian Finance, Economics and Business, 7(3), 223–233. https://doi.org/10.13106/jafeb.2020.vol7.no3.223

Glazer, S., Mahoney, A. C., & Randall, Y. (2019). Employee development’s role in organizational commitment: a preliminary investigation comparing generation X and millennial employees. Industrial and Commercial Training.

Hoffman, B.J. , Bynum , B.H. , Piccolo , R.F. , & Sutton , A.W. (2011). Person-organization value congruence: How transformational leaders influence work group effectiveness, Academy of Management Journal, 54, 779 – 796. https://doi.org/10.5465/AMJ.2011 .64870139

Joo, B., Yoon, H.J. , & Jeung , C. (2012). The effects of core self-evaluations and transformational leadership on organizational commitment. Leadership & Organization Development Journal, 33, 564 – 582. https://doi.org/10.1108/ 01437731211253028.

Kopertyńska, M. W., & Kmiotek, K. (2015). Engagement of employees of generation Y—theoretical issues and research experience. Argumenta Oeconomica, 2(35), 185-201.

Liden, R.C., & Maslyn, J.M. (1998). Multidimensionality of leader member exchange: An empirical assessment through scale development. Journal of Management, 24(1), 43-72. https://doi.org/10.1016/S0149-2063(99)80053-1

Luthans, F. (2011). Organizational Behavior: An Evidance-Based Approach. United States: McGraw-Hills Companies, Inc.

Neuman, W. L. (2014). Social Research Methods: Qualitative and Quantitative Approaches. England: Pearson Education Limited.

Mesu, J., Sanders, K. , & Riemsdijk , M.V. ( 2015 ). Transformational leadership and organisational commitment in manufacturing and service small to medium-sized enterprises: The moderating effects of directive and participative leadership. Personnel Review, 44, 970 – 990. https://doi.org/10.1108/PR-01-2014-0020

Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 61- 89.

Meyer , J.P. , Stanley , D.J. , Jackson , T.A. , Mcinnis , K.J. , Maltin , E.R. , & Sheppard , L. ( 2012 ). Affective, normative, and continuance commitment levels across cultures: A metaanalysis. Journal of Vocational Behavior, 80, 225 – 245. https://doi.org/10.1015/j. jvb.2011.09.005

Miller, K. (1991). Organizational Communication: Approaches and Processes 7th ed. United States: Cengage Learning.

O'Donnell, M., Yukl, G., & Taber, T. (2012). Leader behavior and LMX: a constructive replication. Journal of Managerial Psychology.

Robbins, M., & Judge, A (2013). Organizational Behavior: 15th Edition. Pearson Education, Inc.

Robbins, S. P., & Judge, T. A. (2014). Essential of organizational behavior. United States of America: Pear




DOI: http://dx.doi.org/10.30659/jp.17.2.35-47

Refbacks

  • There are currently no refbacks.


Creative Commons License
Proyeksi by http://jurnal.unissula.ac.id/index.php/proyeksi/ is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.

Web Analytics Made Easy - StatCounter View My Stat