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Pengaruh Transformational Leadership Pada Kinerja Pegawai dengan Kompensasi dan Kepuasan Kerja Sebagai Variabel Mediasi Puspitaria, Ika; Hendarsjah, Hidajat
Jurnal Aplikasi Bisnis dan Manajemen Vol. 8 No. 2 (2022): JABM Vol. 8 No. 2, Mei 2022
Publisher : School of Business, Bogor Agricultural University (SB-IPB)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.17358/jabm.8.2.630

Abstract

This study aims to scrutinize the effect of transformational leadership on employee performance with compensation and job satisfaction as mediating variables. The research results are expected will inspire managers to prepare transformational leadership steps and strategies to improve employee performance and develop employees. The research was conducted on the regional apparatus in the Madiun City Government, with a sample of 327 respondents. The approach in this study used a quantitative approach, with data collection methods using primary and secondary data. The reliability test employed Cronbach Alpha, while the validity test utilized convergent validity and discriminant validity. Another test used Ordinary Least Squares (OLS) regression analysis. The results uncovered that (1) transformational leadership had a positive association with compensation; (2) Transformational leadership had no positive association with job satisfaction; (3) Transformational leadership positively associated with employee performance; (4) Compensation had a positive association with employee performance; (5) Job satisfaction had a positive association with employee performance; (6) There was a positive association between transformational leadership and employee performance, with compensation as a mediating variable. In addition, (7) there was a positive association between transformational leadership and employee performance, with the mediating variable of job satisfaction. There was a positive association between compensation and job satisfaction as a mediating variabel in the relationship between transformational leadership and employee performance. Keywords: compensation, employee performance, job satisfaction, transformational leadership
The Impact of Organizational Climate and Career Development on Employee Engagement With Personality As A Moderator at PT Kereta Api Indonesia (Persero) Arifah, Syahdhaniar; Hendarsjah, Hidajat
Jurnal Aplikasi Bisnis dan Manajemen Vol. 10 No. 2 (2024): JABM, Vol. 10 No. 2, Mei 2024
Publisher : School of Business, Bogor Agricultural University (SB-IPB)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.17358/jabm.10.2.396

Abstract

Background: This research aims to investigate whether the organizational environment influences employee engagement, determine whether career development affects employee engagement, and establish whether employee personality can moderate the influence of the organizational environment on employee engagement. Purpose: This study employs a quantitative approach that emphasizes the testing of theories through the measurement of research variables using numerical data and conducting data analysis through statistical procedures. Design/methodology/approach: This study adopts a quantitative approach, emphasizing the testing of theories through the measurement of research variables using numerical data and conducting data analysis through statistical procedures.Findings/Result: The analysis results reveal several differences in variables during validity and reliability tests, as well as hypothesis testing.Conclusion: Based on the conducted analysis, it can be concluded that organizational climate has a negative and insignificant effect on employee engagement, while career development has a positive and significant impact on employee engagement. Furthermore, the dimensions of extraversion, agreeableness, and conscientiousness from the big five personality traits are capable of moderating the influence of organizational climate on employee engagement.Originality/value (State of the art): companies can find out how their workers perceive the career development system that has been implemented in the company and the extent of workers' hopes for an ideal career development system. This can provide an initial idea for companies to be able to formulate policies related to career development systems and research shows that career development systems have a positive effect on employee engagement, which is a benchmark for HR units in particular to focus more on making improvements and improvements in implementation. good career development system. Keywords: big-five personalities, career development, employee engagement, organizational climate, personality
Enhancing Individual Positive Reaction to Organizational Change Through Transformational Leadership and Change Agent’s Credibility Deviana, Riszty Budi; Hendarsjah, Hidajat
Jurnal Manajemen Bisnis Vol. 14 No. 2: September 2023
Publisher : Universitas Muhammadiyah Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.18196/mb.v14i2.17741

Abstract

Research aims: This study aims to analyze the effect of transformational leadership and the credibility of change agents on the positive reactions of individuals. Reactions are not dichotomized into forms of support and resistance but are analyzed using a three-dimensional attitude approach: cognitive, emotional, and intentional.Design/Methodology/Approach: The population of this research was civil servants at BPS-Statistics in Central Java Province, consisting of 35 regencies/municipalities. Simple random sampling was used to sample the population; there were 304 respondents. The data were then collected by self-enumeration with an online questionnaire and analyzed with Structural Equation Modeling—Partial Least Squares (SEM-PLS).Research findings: Based on statistical results, the six hypotheses proposed demonstrated a significant positive effect on all relationships between variables. Transformational leadership and change agents' credibility positively correlated with the individual positive reactions, i.e., cognitive, emotional, and intentional reactions. Theoretical Contribution/Originality: In the theory of force fields, Kurt Lewin states that the success of organizational change can be achieved by increasing the forces that drive change. This strength can be sourced from the positive reactions of individuals in the organization, where these reactions are along the cognitive, emotional, and intentional dimensions. Understanding individual reactions through the tripartite concept provides clearer information about individual reactions to change.Practitioners/Policy Implications: By applying a transformational leadership style, positive reactions to organizational change can be comprehensively enhanced in three dimensions, i.e., cognitive, emotional, and intentional. In addition, the change agent appointed to facilitate change must also have credibility.Research Limitations/Implications: This study only analyzed the relationship between the antecedent variables and the positive reactions of individuals without considering the negative reactions. Hence, the influence of reaction ambivalence on an individual's reaction to change can also be explored in future studies.
The Effect of Openness to Experience on Trust Behavior: The Moderating Role of Situational Strength Hendarsjah, Hidajat
Humaniora: Journal of Indonesia Culture and Society Vol. 14 No. 1 (2023): Humaniora
Publisher : Bina Nusantara University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21512/humaniora.v14i1.7937

Abstract

The research aimed to integrate how trusting behavior was formed by an interaction between individual personality traits and situational context. Trust game protocol and a series of personality trait questionnaires were utilized to generate the data. A moderated regression with categorical variables was established to test the hypothesis of whether a player’s role or situational strength moderated the relationship between players’ trait and their corresponding trusting behavior. Regression results showed that situational strength moderated the U-shaped relationship between openness to experience and trusting behavior, such that the U-shaped relationship was more pronounced in weak situations. The research tested the hypotheses in the trust game setting to isolate the moderating role of weak and strong situations. In future research, it is necessary to present both weak and strong situations in a real organizational setting. The research offers insight into how individuals, from lower to higher openness to experience developed the trusting behavior to explore information to enhance their knowledge of an economic decision-making situation. The U-shaped relationship implies the course of the knowledge enhancement; first, by exploring the internal belief (thus it makes lower trust) to understand the situation, and second, by putting more trust in others to reduce the need for instantaneous compensation because of an enhanced expectation that commitment would be honored in the future.
Distribution Optimization and Its Impact on Manpower Planning in the Tilapia Fillet Processing Industry Antrika Yuniarti; Hendarsjah, Hidajat
JURNAL MANAJEMEN MOTIVASI Vol 22 No 1 (2026): Jurnal Manajemen Motivasi
Publisher : Universitas Muhammadiyah Pontianak

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29406/jmm.v22i1.8771

Abstract

This study examines distribution optimization and its impact on manpower planning in the tilapia fillet processing industry in East Java, Indonesia. The research aims to evaluate how optimized distribution configurations influence workforce requirements across supply chain nodes. A quantitative analytical approach was applied using operational distribution data, with distribution optimization conducted through linear programming and the relationship between distribution volume and workforce demand analyzed using Spearman correlation. The results indicate that optimized distribution structures significantly reduce transportation costs and improve workforce allocation efficiency. The findings highlight that distribution optimization can support more adaptive manpower planning and enhance operational efficiency in fisheries supply chains.
Co-Authors Abutabaq, Hussein M H Adihardja, Hamdani Sulaeman Adihardja, Hamdani Sulaeman Antrika Yuniarti Arifah, Syahdhaniar Deviana, Riszty Budi farida, nur farida Hardiyanto, Dedy Haryanto Haryanto Hidayah Turachma Kuswady, Dody Latifah, Nandita Nury Mellisa Claudia Mustakim, Ramdan Nur Hidayah Prasetio, Kumala Hasta Puspitaria, Ika Raditriono, Raditriono Ramdan Mustakim Reza Rahardian Soraya Widyadana Tri Prasetyaningrum Wisnu Untoro