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All Journal FENOMENA: Journal of Social Science
Sofyan Tsauri
Sekolah Tinggi Agama Islam Negeri Jember
Social Sciences

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Pengaruh Perilaku Pemimpin terhadap Motivasi dan Dampaknya terhadap Kinerja Anggota POLRI di Jajaran POLRES Jember: The Influence of Leadership Behavior on Motivation and Its Impact on the Performance of Indonesian National Police Officers in the Jember Resort Police Department Sofyan Tsauri
Fenomena Vol 2 No 2 (2003): FENOMENA: Journal Penelitian STAIN Jember
Publisher : LP2M Universitas Islam Negeri Kiai Haji Achmad Siddiq Jember

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35719/fenomena.v2i2.327

Abstract

The effectiveness of police organizations in Indonesia is increasingly challenged by demands for clean governance and public accountability, yet empirical evidence on how leader behavior specifically drives member performance remains limited. Drawing on leadership and organizational behavior theories, this study investigates the direct and indirect effects of task-oriented and relationship-oriented leader behaviors on police members’ intrinsic motivation and job performance. The research aims to examine whether task and relationship behaviors influence motivation and whether motivation mediates the impact of these leadership behaviors on performance. A survey was conducted with 119 police officers from the Jember Resort Police using stratified random sampling, and data were analyzed through path analysis after confirming classical assumptions. The findings reveal that relationship-oriented leader behavior significantly affects motivation, which in turn strongly predicts performance. By contrast, task-oriented behavior shows no direct effect on performance but influences it only through motivation. The study concludes that motivation serves as a critical mediator between leader behaviors and performance and recommends that police leadership development prioritize relationship-building and intrinsic reward systems rather than solely task directives. Efektivitas organisasi kepolisian di Indonesia semakin ditantang oleh tuntutan tata kelola yang bersih dan akuntabilitas publik, namun bukti empiris tentang bagaimana perilaku pemimpin secara spesifik mendorong kinerja anggota masih terbatas. Berlandaskan teori kepemimpinan dan perilaku organisasi, penelitian ini menyelidiki pengaruh langsung dan tidak langsung dari perilaku tugas dan perilaku hubungan pemimpin terhadap motivasi intrinsik serta kinerja anggota kepolisian. Tujuan penelitian adalah menguji apakah perilaku tugas dan hubungan memengaruhi motivasi, dan apakah motivasi memediasi dampak kedua perilaku tersebut terhadap kinerja. Survei dilakukan terhadap 119 anggota POLRES Jember menggunakan stratified random sampling, dan data dianalisis dengan analisis jalur setelah uji asumsi klasik terpenuhi. Hasil penelitian menunjukkan bahwa perilaku hubungan pemimpin berpengaruh signifikan terhadap motivasi, dan motivasi selanjutnya secara kuat memprediksi kinerja, sementara perilaku tugas tidak berpengaruh langsung terhadap kinerja tetapi hanya melalui motivasi. Penelitian ini menyimpulkan bahwa motivasi berperan sebagai mediator kritis antara perilaku pemimpin dan kinerja, dengan rekomendasi bahwa pengembangan kepemimpinan kepolisian sebaiknya mengutamakan pembangunan hubungan dan sistem penghargaan intrinsik daripada sekadar instruksi tugas.
Faktor-Faktor yang Mempengaruhi Kinerja Dosen pada Sekolah Tinggi Agama Islam Negeri Jember: Factors Influencing Lecturer Performance at the State Islamic College of Jember Sofyan Tsauri
Fenomena Vol 3 No 2 (2004): FENOMENA: Journal Penelitian STAIN Jember
Publisher : LP2M Universitas Islam Negeri Kiai Haji Achmad Siddiq Jember

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35719/fenomena.v3i2.348

Abstract

The productivity of teaching staff determines the quality of higher education institutional outcomes, yet lecturer performance is often influenced by factors that have not been comprehensively mapped. Grounded in human resource management theory emphasizing motivation, ability, and work environment, this study examines the effects of education and training, work experience, rewards, and control on lecturer performance. A census of 60 lecturers at STAIN Jember was conducted, and data were analyzed using multiple linear regression in SPSS 10.00. The findings show that, together, the four independent variables account for 64.00% of the variance in lecturer performance, with work experience the most dominant factor (19.70%), followed by rewards (15.35%), education and training (9.70%), and control (4.73%). This study concludes that improving lecturer performance requires balanced attention to all four factors, particularly by leveraging experienced lecturers to mentor newer colleagues. It is recommended that university leaders expand access to training, establish non-financial reward systems, and foster a culture of continuous supervisor-subordinate guidance. Produktivitas tenaga pendidik menentukan kualitas capaian organisasi pendidikan tinggi, namun kinerja dosen seringkali dipengaruhi oleh berbagai faktor yang belum terpetakan secara komprehensif. Berlandaskan teori manajemen sumber daya manusia yang menekankan peran motivasi, kemampuan, dan lingkungan kerja, penelitian ini bertujuan menguji pengaruh pendidikan dan pelatihan, pengalaman kerja, penghargaan, serta kontrol terhadap kinerja dosen. Metode yang digunakan adalah sensus terhadap 60 dosen STAIN Jember dengan analisis regresi linier berganda melalui SPSS 10.00. Hasil penelitian menunjukkan bahwa secara simultan keempat variabel bebas memberikan pengaruh sebesar 64,00% terhadap kinerja dosen, dengan pengalaman kerja menjadi faktor paling dominan (19,70%), diikuti penghargaan (15,35%), pendidikan dan pelatihan (9,70%), serta kontrol (4,73%). Penelitian ini menyimpulkan bahwa peningkatan kinerja dosen memerlukan perhatian berimbang pada keempat faktor tersebut, terutama pendayagunaan dosen berpengalaman untuk membina rekan sejawat yang lebih baru. Direkomendasikan agar pimpinan perguruan tinggi memperluas akses pelatihan, membangun sistem penghargaan non-finansial, serta membudayakan pembinaan atasan terhadap bawahan secara berkelanjutan.
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