Pengaruh Kepemimpinan Autentik Terhadap Kinerja Karyawan Melalui Peran Mediasi Work Engagement dan Komitmen Afektif
Keywords:
Kinerja Karyawan, Kepemimpinan Autentik, Work Engagement, Komitmen Afektif
Abstract
Penelitian ini bertujuan untuk menguji pengaruh kepemimpinan autentik terhadap kinerja karyawan serta menguji peran mediasi work engagement dan komitmen afektif dalam hubungan tersebut. Penelitian ini menggunakan metode survei dengan mengumpulkan data dari 358 responden karyawan di PT Bank Pembangunan Daerah Papua melalui kuesioner yang telah disesuaikan dan dianalisis menggunakan SEM (Structural Equation Modelling). Hasil penelitian menunjukkan bahwa kepemimpinan autentik tidak berpengaruh signifikan terhadap kinerja karyawan, tetapi work engagement dan komitmen afektif ditemukan memediasi pengaruh kepemimpinan autentik terhadap kinerja karyawan. Peran mediasi ini menjadi sangat penting karena tanpa adanya mediasi work engagement dan komitmen afektif, kepemimpinan autentik tidak akan meningkatkan kinerja karyawan. Berdasarkan hasil pengaruh total, work engagement mentransmisikan pengaruh kepemimpinan autentik terhadap kinerja karyawan lebih besar dibandingkan dengan komitmen afektif.
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References
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Ling, Q., Liu, F., & Wu, X. (2016). Servant versus authentic leadership: Assessing effectiveness in China’s hospitality industry. Cornell Hospitality Quarterly, 1–16.
Maximo, N., Stander, M. W., & Coxen, L. (2019). Authentic leadership and work engagement: The indirect effects of psychological safety and trust in supervisors. SA Journal of Industrial Psychology, 45, 1–11. https://doi.org/10.4102/sajip
Mercurio, Z. A. (2015). Affective commitment as a core essence of organizational commitment: An integrative literature review. Human Resource Development Review, 14(4), 389–414. https://doi.org/10.1177/1534484315603612
Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61–89.
Meyer, J. P., Allen, N. J., & Smith, C. A. (1993). Commitment to organizations and occupations: Extension and test of a three-component conceptualization. Journal of Applied Psychology, 78(4), 538–551.
Nasab, A. H., & Afshari, L. (2019). Authentic leadership and employee performance: Mediating role of organizational commitment. Leadership and Organization Development Journal, 40(5), 548–560. https://doi.org/10.1108/LODJ-01-2019-0026
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Rani, R., & Desiana, P. M. (2019). The impact of owners’ intrinsic motivation and work-life balance on SMEs’ performance: The mediating effect of affective commitment. International Journal of Business, 24(4), 393–411.
Razzaq, S., Shujahat, M., Hussain, S., Nawaz, F., Wang, M., Ali, M., & Tehseen, S. (2019). Knowledge management, organizational commitment, and knowledge-worker performance: The neglected role of knowledge management in the public sector. Business Process Management Journal, 25(5), 923–947. https://doi.org/10.1108/BPMJ-03-2018-0079
Ribeiro, N., Duarte, A. P., Filipe, R., & David, R. (2021). Does authentic leadership stimulate organizational citizenship behaviors? The importance of affective commitment as a mediator. Sustainability Accounting, Management and Policy Journal, 13(2), 320–340. https://doi.org/10.1108/SAMPJ-11-2019-0423
Ribeiro, N., Gomes, D., & Kurian, S. (2018). Authentic leadership and performance: The mediating role of employees’ affective commitment. Social Responsibility Journal, 14(1), 213–225. https://doi.org/10.1108/SRJ-06-2017-0111
Ribeiro, N., Yücel, İ., & Gomes, D. (2018). How transformational leadership predicts employees’ affective commitment and performance. International Journal of Productivity and Performance Management, 67(9), 1901–1917. https://doi.org/10.1108/IJPPM-09-2017-0229
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Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006). The measurement of work engagement with a short questionnaire: A cross-national study. Educational and Psychological Measurement, 66(4), 701–716. https://doi.org/10.1177/0013164405282471
Sekaran, U., & Bougie, R. (2016). Research methods for business: A skill-building approach (Seventh edition). John Wiley & Sons Ltd.
Semedo, A. S. D., Coelho, A. F. M., & Ribeiro, N. M. P. (2016). Effects of authentic leadership, affective commitment and job resourcefulness on employees’ creativity and individual performance. Leadership and Organization Development Journal, 37(8), 1038–1055. https://doi.org/10.1108/LODJ-02-2015-0029
Siswanto, S., Supriyanto, A. S., Ni’mah, U., Asnawi, N., & Wekke, I. S. (2019). Does a workload influence the performance of bank employees? Management Science Letters, 9, 639–650. https://doi.org/10.5267/j.msl.2019.2.007
ST-Hilaire, W. A., & de la Robertie, C. (2018). Correlates of affective commitment in organizational performance: Multi-level perspectives. Australian Journal of Career Development, 27(1), 3–8. https://doi.org/10.1177/1038416217744215
Sudiardhita, K. I., Mukhtar, S., Hartono, B., Herlitah, Sariwulan, T., & Nikensari, S. I. (2018). The effect of compensation, motivation of employee and work satisfaction to employee performance PT Bank XYZ (Persero) Tbk. Academy of Strategic Management Journal, 17(4), 1–14.
Tejada, J. J., & Punzalan, J. R. B. (2012). On the misuse of Slovin’s formula. The Philippine Statistician, 61(1), 129–136.
Tim Komunikasi Publik Bappenas. (2021). Berita percepatan pembangunan kesejahteraan papua-papua barat - capaian pembangunan di Papua: Refleksi akhir tahun 2021 kepemimpinan Presiden Jokowi.
Tisu, L., Lupșa, D., Vîrgă, D., & Rusu, A. (2020). Personality characteristics, job performance and mental health the mediating role of work engagement. Personality and Individual Differences, 153. https://doi.org/10.1016/j.paid.2019.109644
Tuffour, J. K., Gali, A. M., & Tuffour, M. K. (2019). Managerial leadership style and employee commitment: Evidence from the financial sector. Global Business Review, 23(3), 543–560. https://doi.org/10.1177/0972150919874170
van Wingerden, J., & van der Stoep, J. (2018). The motivational potential of meaningful work: Relationships with strengths use, work engagement, and performance. PLoS ONE, 13(6), 1–11. https://doi.org/10.1371/journal.pone.0197599
Walumbwa, F. O., Avolio, B. J., Gardner, W. L., Wernsing, T. S., & Peterson, S. J. (2008). Authentic leadership: Development and validation of a theory-based measure. Journal of Management, 34(1), 89–126. https://doi.org/10.1177/0149206307308913
Wei, F., Li, Y., Zhang, Y., & Liu, S. (2018). The interactive effect of authentic leadership and leader competency on followers’ job performance: The mediating role of work engagement. Journal of Business Ethics, 153(3), 763–773. https://doi.org/10.1007/s10551-016-3379-0
Yu, Q., Yen, D. A., Barnes, B. R., & Huang, Y.-A. (2019). Enhancing firm performance through internal market orientation and employee organizational commitment. International Journal of Human Resource Management, 30(6), 964–987. https://doi.org/10.1080/09585192.2017.1380059
Zhao, X., Lynch, J. G., & Chen, Q. (2010). Reconsidering Baron and Kenny: Myths and truths about mediation analysis. Journal of Consumer Research, 37(2), 197–206. https://doi.org/10.1086/651257
Avolio, B. J., & Gardner, W. L. (2005). Authentic leadership development: Getting to the root of positive forms of leadership. Leadership Quarterly, 16(3), 315–338. https://doi.org/10.1016/j.leaqua.2005.03.001
Bakker, A. B., Schaufeli, W. B., Leiter, M. P., & Taris, T. W. (2008). Work engagement: An emerging concept in occupational health psychology. Work and Stress, 22(3), 187–200. https://doi.org/10.1080/02678370802393649
Bank Papua. (2022). Bank Papua - Membangun Tanah Papua.
Christian, M. S., Garza, A. S., & Slaughter, J. E. (2011). Work engagement: A quantitative review and test of its relations with task and contextual performance. Personnel Psychology, 64, 89–136.
Cooper, D. R., & Schindler, P. S. (2014). Business research methods (Twelfth edition). McGraw-Hill/Irwin.
Creswell, J. W., & Creswell, J. D. (2018). Research design: Qualitative, quantitative, and mixed methods approaches (5th ed.). SAGE Publications.
Darmawan, H. (2017). Mengenal 3 Emiten Bank Pembangunan Daerah di Bursa. Finansialku.com.
Delić, M., Slåtten, T., Milić, B., Marjanović, U., & Vulanović, S. (2017). Fostering learning organisation in transitional economy – the role of authentic leadership and employee affective commitment. International Journal of Quality and Service Sciences, 9(3–4), 441–455. https://doi.org/10.1108/IJQSS-02-2017-0012
Direktori Perbankan Indonesia. (2022). Bank Pembangunan Daerah.
Duarte, A. P., Ribeiro, N., Semedo, A. S., & Gomes, D. R. (2021). Authentic leadership and improved individual performance: Affective commitment and individual creativity’s sequential mediation. Frontiers in Psychology, 12, 1–11. https://doi.org/10.3389/fpsyg.2021.675749
Farid, T., Iqbal, S., Khan, A., Ma, J., Khattak, A., & Naseer Ud Din, M. (2020). The impact of authentic leadership on organizational citizenship behaviors: The mediating role of affective and cognitive-based trust. Frontiers in Psychology, 11. https://doi.org/10.3389/fpsyg.2020.01975
Güngör, P. (2011). The relationship between reward management system and employee performance with the mediating role of motivation: A quantitative study on global banks. Procedia - Social and Behavioral Sciences, 24, 1510–1520. https://doi.org/10.1016/j.sbspro.2011.09.029
Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2019). Multivariate Data Analysis (8th ed.). Annabel Ainscow. www.cengage.com/highered
Hulshof, I. L., Demerouti, E., & le Blanc, P. M. (2020). Day-level job crafting and service-oriented task performance: The mediating role of meaningful work and work engagement. Career Development International, 25(4), 355–371. https://doi.org/10.1108/CDI-05-2019-0111
Kaya, B., & Karatepe, O. M. (2020). Does servant leadership better explain work engagement, career satisfaction and adaptive performance than authentic leadership? International Journal of Contemporary Hospitality Management, 32(6), 2075–2095. https://doi.org/10.1108/IJCHM-05-2019-0438
Khan, A. N., Ali, A., Khan, N. A., & Jehan, N. (2019). A study of relationship between transformational leadership and task performance: The role of social media and affective organisational commitment. International Journal of Business Information Systems, 31(4), 499–516.
Koopmans, L., Bernaards, C. M., Hildebrandt, V. H., De Vet, H. C. W., & Van Der Beek, A. J. (2014). Construct validity of the individual work performance questionnaire. Journal of Occupational and Environmental Medicine, 56(3), 331–337. https://doi.org/10.1097/JOM.0000000000000113
Koopmans, L., Bernaards, C. M., Hildebrandt, V. H., Lerner, D., De Vet, H. C. W., & Van Der Beek, A. J. (2016). Cross-cultural adaptation of the Individual Work Performance Questionnaire. Work, 53(3), 609–619. https://doi.org/10.3233/WOR-152237
Lai, F.-Y., Tang, H.-C., Lu, S.-C., Lee, Y.-C., & Lin, C.-C. (2020). Transformational leadership and job performance: The mediating role of work engagement. SAGE Open, 10(1), 1–11. https://doi.org/10.1177/2158244019899085
Levine, D. M., Stephan, D. F., & Szabat, K. A. (2017). Statistics for managers using microsoft excel (8th ed.). Pearson Education Limited.
Ling, Q., Liu, F., & Wu, X. (2016). Servant versus authentic leadership: Assessing effectiveness in China’s hospitality industry. Cornell Hospitality Quarterly, 1–16.
Maximo, N., Stander, M. W., & Coxen, L. (2019). Authentic leadership and work engagement: The indirect effects of psychological safety and trust in supervisors. SA Journal of Industrial Psychology, 45, 1–11. https://doi.org/10.4102/sajip
Mercurio, Z. A. (2015). Affective commitment as a core essence of organizational commitment: An integrative literature review. Human Resource Development Review, 14(4), 389–414. https://doi.org/10.1177/1534484315603612
Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61–89.
Meyer, J. P., Allen, N. J., & Smith, C. A. (1993). Commitment to organizations and occupations: Extension and test of a three-component conceptualization. Journal of Applied Psychology, 78(4), 538–551.
Nasab, A. H., & Afshari, L. (2019). Authentic leadership and employee performance: Mediating role of organizational commitment. Leadership and Organization Development Journal, 40(5), 548–560. https://doi.org/10.1108/LODJ-01-2019-0026
Otoritas Jasa Keuangan. (2022). Statistik Perbankan Indonesia.
Putri, C. A. (2022). Ekonomi gelap, ini dia kondisi terkini perbankan RI versi BI.
Rani, R., & Desiana, P. M. (2019). The impact of owners’ intrinsic motivation and work-life balance on SMEs’ performance: The mediating effect of affective commitment. International Journal of Business, 24(4), 393–411.
Razzaq, S., Shujahat, M., Hussain, S., Nawaz, F., Wang, M., Ali, M., & Tehseen, S. (2019). Knowledge management, organizational commitment, and knowledge-worker performance: The neglected role of knowledge management in the public sector. Business Process Management Journal, 25(5), 923–947. https://doi.org/10.1108/BPMJ-03-2018-0079
Ribeiro, N., Duarte, A. P., Filipe, R., & David, R. (2021). Does authentic leadership stimulate organizational citizenship behaviors? The importance of affective commitment as a mediator. Sustainability Accounting, Management and Policy Journal, 13(2), 320–340. https://doi.org/10.1108/SAMPJ-11-2019-0423
Ribeiro, N., Gomes, D., & Kurian, S. (2018). Authentic leadership and performance: The mediating role of employees’ affective commitment. Social Responsibility Journal, 14(1), 213–225. https://doi.org/10.1108/SRJ-06-2017-0111
Ribeiro, N., Yücel, İ., & Gomes, D. (2018). How transformational leadership predicts employees’ affective commitment and performance. International Journal of Productivity and Performance Management, 67(9), 1901–1917. https://doi.org/10.1108/IJPPM-09-2017-0229
Sandria, F. (2021). Ini dia jawara BPD se-Indonesia dengan nilai aset terbesar. CNBC Indonesia.
Sari, F. (2022, January). Kondisi perbankan makin membaik. Kontan.co.id.
Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006). The measurement of work engagement with a short questionnaire: A cross-national study. Educational and Psychological Measurement, 66(4), 701–716. https://doi.org/10.1177/0013164405282471
Sekaran, U., & Bougie, R. (2016). Research methods for business: A skill-building approach (Seventh edition). John Wiley & Sons Ltd.
Semedo, A. S. D., Coelho, A. F. M., & Ribeiro, N. M. P. (2016). Effects of authentic leadership, affective commitment and job resourcefulness on employees’ creativity and individual performance. Leadership and Organization Development Journal, 37(8), 1038–1055. https://doi.org/10.1108/LODJ-02-2015-0029
Siswanto, S., Supriyanto, A. S., Ni’mah, U., Asnawi, N., & Wekke, I. S. (2019). Does a workload influence the performance of bank employees? Management Science Letters, 9, 639–650. https://doi.org/10.5267/j.msl.2019.2.007
ST-Hilaire, W. A., & de la Robertie, C. (2018). Correlates of affective commitment in organizational performance: Multi-level perspectives. Australian Journal of Career Development, 27(1), 3–8. https://doi.org/10.1177/1038416217744215
Sudiardhita, K. I., Mukhtar, S., Hartono, B., Herlitah, Sariwulan, T., & Nikensari, S. I. (2018). The effect of compensation, motivation of employee and work satisfaction to employee performance PT Bank XYZ (Persero) Tbk. Academy of Strategic Management Journal, 17(4), 1–14.
Tejada, J. J., & Punzalan, J. R. B. (2012). On the misuse of Slovin’s formula. The Philippine Statistician, 61(1), 129–136.
Tim Komunikasi Publik Bappenas. (2021). Berita percepatan pembangunan kesejahteraan papua-papua barat - capaian pembangunan di Papua: Refleksi akhir tahun 2021 kepemimpinan Presiden Jokowi.
Tisu, L., Lupșa, D., Vîrgă, D., & Rusu, A. (2020). Personality characteristics, job performance and mental health the mediating role of work engagement. Personality and Individual Differences, 153. https://doi.org/10.1016/j.paid.2019.109644
Tuffour, J. K., Gali, A. M., & Tuffour, M. K. (2019). Managerial leadership style and employee commitment: Evidence from the financial sector. Global Business Review, 23(3), 543–560. https://doi.org/10.1177/0972150919874170
van Wingerden, J., & van der Stoep, J. (2018). The motivational potential of meaningful work: Relationships with strengths use, work engagement, and performance. PLoS ONE, 13(6), 1–11. https://doi.org/10.1371/journal.pone.0197599
Walumbwa, F. O., Avolio, B. J., Gardner, W. L., Wernsing, T. S., & Peterson, S. J. (2008). Authentic leadership: Development and validation of a theory-based measure. Journal of Management, 34(1), 89–126. https://doi.org/10.1177/0149206307308913
Wei, F., Li, Y., Zhang, Y., & Liu, S. (2018). The interactive effect of authentic leadership and leader competency on followers’ job performance: The mediating role of work engagement. Journal of Business Ethics, 153(3), 763–773. https://doi.org/10.1007/s10551-016-3379-0
Yu, Q., Yen, D. A., Barnes, B. R., & Huang, Y.-A. (2019). Enhancing firm performance through internal market orientation and employee organizational commitment. International Journal of Human Resource Management, 30(6), 964–987. https://doi.org/10.1080/09585192.2017.1380059
Zhao, X., Lynch, J. G., & Chen, Q. (2010). Reconsidering Baron and Kenny: Myths and truths about mediation analysis. Journal of Consumer Research, 37(2), 197–206. https://doi.org/10.1086/651257
Published
2022-10-20
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Original Articles
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