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All Journal JOURNAL OF SCIENCE AND SOCIAL RESEARCH Ultimacomm: Jurnal Ilmu Komunikasi JURNAL Al-AZHAR INDONESIA SERI HUMANIORA
Maryani, Rima
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Humanities Computer Science & IT Economics, Econometrics & Finance Education Languange, Linguistic, Communication & Media Social Sciences

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PENGARUH GAYA KEPEMIMPINAN TRANSFORMASIONAL DAN BUDAYA ORGANISASI TERHADAP EMPLOYEE ENGAGEMENT DI ORGANISASI NIRLABA KOTA YOGYAKARTA Aji, Kuncoro Cahyo; Maryani, Rima
JOURNAL OF SCIENCE AND SOCIAL RESEARCH Vol 8, No 3 (2025): August 2025
Publisher : Smart Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54314/jssr.v8i3.3975

Abstract

Abstract: Employee engagement refers to the level of employees’ involvement, commitment, and attachment to their work and organization. This study aims to analyze the influence of transformational leadership style and organizational culture on employee engagement in a nonprofit organization using a quantitative approach through a questionnaire survey of 35 respondents. The results of multiple linear regression analysis show that transformational leadership style has a positive and significant effect on employee engagement, while organizational culture does not have a partial effect. However, both variables simultaneously explain 44.9% of the variance in employee engagement. These findings support Bass’s theory of transformational leadership. The lack of a partial effect of organizational culture indicates the need to strengthen shared values aligned with the organization's vision and mission. This study is expected to serve as a foundation for developing leadership and organizational culture to enhance sustainable employee engagement. Keywords: transformational leadership, organizational culture, employee engagement. Abstrak: Employee engagement didefinisikan sebagai tingkat keterlibatan, komitmen, dan keterlibatan karyawan dalam pekerjaan dan organisasi. Penelitian ini bertujuan untuk menganalisis pengaruh gaya kepemimpinan transformasional dan budaya organisasi terhadap employee engagement di organisasi nirlaba X dengan menggunakan metode kuantitatif melalui survey kuesioner terhadap 35 responden. Berdasarkan hasil analisis regresi linier berganda, didapatkan temuan bahwa gaya kepempimpinan transformasional berpengaruh positif dan signifikan terhadap employee engagement, sedangkan budaya organisasi tidak berpengaruh secara parsial. Akan tetapi, secara simultan kedua variabel memiliki pengaruh terhadap employee engagement sebesar 44,9%. Temuan ini mendukung teori Bass mengenai kepemimpinan transformasional. Tidak adanya pengaruh parsial budaya organisasi menunjukkan perlunya penguatan nilai bersama yang selaras dengan visi dan misi organisasi. Penelitian ini diharapkan dapat menjadi dasar dalam pengembangan kepemimpinan dan budaya oganisasi untuk meningkatkan employee engagement yang berkelanjutan Kata Kunci: kepemimpinan transformasional, budaya organisasi, employee engagement.
Hubungan Usia, Masa Kerja, Komunikasi Organisasi dan Budaya Organisasi dengan Perilaku Kerja Inovatif Pegawai Pemerintah Daerah DIY Aji, Kuncoro Cahyo; Maryani, Rima
JURNAL Al-AZHAR INDONESIA SERI HUMANIORA Vol 11, No 1 (2026): Maret 2026
Publisher : Universitas Al Azhar Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36722/sh.v11i1.5071

Abstract

Innovation plays an essential role in improving organizational performance, however its implementation often faces resistance within bureaucratic systems. This study aims to examine the relationship between age, tenure, organizational communication, and organizational culture with employees’ innovative work behavior in the Regional Government of the Special Region of Yogyakarta (Pemda DIY). This quantitative study used a Chi-Square method analysis and involved 80 respondents from two local government, Dinas Sosial DIY dan Dinas Perpustakaan dan Arsip Daerah DIY using random sampling technique. The results show that age (p = 0.165) and tenure (p = 0.979) have no significant relationship with innovative work behavior. In contrast, organizational communication (p< 0.001; V = 0.356) and organizational culture (p = 0.007; V = 0.295) are significantly related to employees’ innovative behavior. These findings confirm that communication quality and a positive organizational culture play key roles in encouraging innovation, while age and tenure are not primary determinants. Consistent with theory of innovative work behavior, this study emphasizes that innovation is influenced by organizational environments supporting idea exploration and participation. Therefore, organizations should strengthen open communication and an adaptive culture to promote innovation within bureaucracy.Keywords – Innovative Work Behavior, Organizational Communication, Organizational Culture, Tenure.
The Effect Of Self-Efficacy And Heart Communication On Recovery Motivation In Cancer Patients Maryani, Rima; Lestari, Puji; Suryawijaya, Priyahita Garmadyuti
ULTIMA Comm Vol 17 No 2 (2025): Regular Issue
Publisher : Universitas Multimedia Nusantara

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Abstract

Cancer is a disease with a high mortality rate in the world, including in Indonesia. Recovery motivation is an essential factor in the healing process of cancer patients, and various psychological aspects, including self-efficacy and heart communication, influence it. This study aims to analyze the effect of self-efficacy and heart communication on the recovery motivation of cancer patients at the Indonesian Cancer Foundation, Yogyakarta Special Region Branch (YKI DIY). The research method used is quantitative with a correlational survey. The research sample consisted of 55 cancer patients determined using a simple random sampling technique. Data were collected through a questionnaire measuring self-efficacy, heart communication, and recovery motivation. Data analysis used multiple linear regression tests to identify the influence between variables. The results showed that self-efficacy and heart communication significantly affected recovery motivation (R² = 71.8%). However, partially, only heart communication had a significant effect on motivation to recover (t count = 7.843; p <0.001), while self-efficacy did not show a significant impact (t count = 0.663; p> 0.05). These findings indicate that heart communication, with the dimensions of thought processing, feeling processing, managing heart trash, sympathy, empathy, peace, and happiness, is dominant in increasing recovery motivation in cancer patients.
Co-Authors Aji, Kuncoro Cahyo PUJI LESTARI Suryawijaya, Priyahita Garmadyuti