THE EFFECT OF TRANSFORMATIONAL LEADERSHIP ON EMPLOYEE ORGANIZATIONAL COMMITMENT AT PT. PERMATA INDONESIA
DOI:
https://doi.org/10.46827/ejhrms.v4i4.940Ključne reči:
transformational leadership style, organizational commitmentApstrakt
This study aims to answer the problem of the effect of transformational leadership on organizational commitment at PT. Indonesian jewel. In a company, employee commitment is a valuable asset that can give good results to a company. If employees have good commitment, all of the company's vision and mission will run well. One of the factors that can provide positive things in building commitment is transformational leadership. Some theories put forward by experts on organizational commitment According to Lincoln (in Sopiah, 2008: 155), organizational commitment includes member pride, member loyalty, and member willingness to the organization. As for the transformational one, Bass (in Wutun, 2001: 350) states that transformational leadership is a leadership style that tends to build awareness of his subordinates about the importance of the value of their work and duties. The population to conduct the research was composed by 110 respondents, by first conducting a tryout test to 30 respondents, the study was carried out by distributing the scale to 80 respondents, by dividing two scales, namely, the scale of organizational commitment totaling 28 items and the scale of transformational leadership totaling 28 items, after the validity test and reliability became 27 items of transformational leadership, while organizational commitment amounted to 16 items. This study uses statistical regression test calculations. Based on the regression equation Ŷ = 30.258 + 0.351, it can be read that every one unit increase in the transformational leadership score will increase the value (Y) of organizational commitment by 0.351 at a constant of 30.258 or in other words, the stronger transformational leadership, the stronger organizational commitment. It can be seen that the Transformational leadership regression on commitment is t = 12.148 with a significance of 0.000 <0.05, which means that the Transformational leadership variable has an influence on organizational commitment. Based on the results of statistical research conducted, it can be seen that there is a significant influence of Transformational leadership on employee commitment.
Reference
Bass, B. M. (1985). Leadership and Performance Beyond Expectations. New York: The Free Press.
Bass, B. M., B. J. Avolio, D. I. Jung & Y. Berson (2003). Predicting unit performance by assessing transformational and transactional leadership, Journal of Applied Psychology, Vol. 88, No. 2, pp. 207-218.
Hartono (2011). Research Methodology, Pekenbaru: Zanafa.
Hersey (2004). Keys to Successful Situational Leaders. Jakarta Delaprasata.
Ivancevich, J. M., Robert, K., Michel T. M. (2007). Behavior and Organizational Management, Volume 1, Jakarta: PT. Gelora Script Primary.
Ivancevich, John M. (2001). Human Resource Management, Eight Edition, New York: McGraw Hill Companies.
Jabnoun, N. and H. A. Al-Ghasyah (2005). Leadership Styles Supporting ISO 9000: 2000. The Quality Management Journal, 12, 1, pp. 21-29.
Juniarti Indira, Ashari Bunyaanudin (2006). the Influence of Organizational Commitment and Islamic Work Involvement with Attitudes Toward Organizational Change.
Kartini Kartono (2003). Leaders and Leadership. Jakarta: PT. Raja Grafindo.
Luthans (2002). Performance and Motivation. New York: Prentice Hall.
Manulang, Senjum H. (2002). Principles of Indonesian Manpower Law. PT. Rineka copyright: Jakarta.
Mathis and Jackson (2000). Human Resource Management. PT Salemba Emban Patria. Jakarta.
Miftah Thoha (2003). Leadership in Management, Jakarta: PT. Raja Grafindo Persada.
Mowday R., Porter L., Steers R. (1982). Employee-organization Linkages in P. Warr (Ed.), Organization and occupational psychology, New York: Academic Press, pp. 219-229. Homeland.
Nawawi Hadari (2003). HR Planning for Competitive Profit Organizations, First Edition, First Edition, Gadjah Mada University Press, Yogyakarta.
Now, U. (2006). Research Methods for Business 1. (4th Ed). Jakarta: Four Salemba.
Sugiyono (2004). Business Research Methods. Alfabeta, CV. Bandung.
Rahyuda, A. G. (2008). The Influence of Transformational Leadership and Compensation Systems on Lecturer Performance. Thesis Industrial Engineering and Management Study Program Bandung Institute of Technology.
Robbins, P. Stephen, Handyana Pujaatmaka (Translator) (2001). Organizational Behavior, Concept, Controversy, Application, Jakarta: PT. Prenhallindo.
Robbins, S., and Timothy A.J., 2008. Organizational Behavior, Organizational Behavior, Jakarta: Gramedia.
Robbins, Stephen P., Coulter, Mary (2007). Management. Index, Jakarta.
Simanjuntak, Payaman, J. (2002). The New Law on Trade Unions / Labor Unions. International Labor Office: Jakarta.
Sopiah (2008). Organizational Behavior, Publisher Andi, Yogyakarta.
Sugiyono (2003). Fifth Printing, Statistics for Research, Bandung, Alfabetta.
Sugiyono (2009). Qualitative Research Methods, Quantitative and R & D, Bandung: Alfabeta.
Tjiptono (2006). Human Resource Management for Companies, from theory to practice, Jakarta: Raja Grafindo Persada.
Wayne W. Daniel (1989). Applied Nonparametric Statistics. Alex translation. Tri Kanjono W (Jakarta: PT. Gramedia), p. 343.
Wibisono, D. (2000). Business Research. PT. Gramedia Pustaka Utama. Jakarta.
Wutun, R. P. (2001). Employees' Perceptions of Superior Leadership Behavior. A Study of Transformational-Transactional Theory; in Sjabadhyni, B., Graito, B. K., & Wutun, R. P. Human Resource Quality Development from PIO Perspective. Jakarta: Department of Industrial and Organizational Psychology, Faculty of Psychology, University of Indonesia.
