The Influence of Transformational Leadership Style on Work Engagement Remuneration Dimediation and Educator Motivation

Nurtjahjani, Fullchis; Batilmurik, Ridolof W.; Pribadi, Joni Dwi

doi:10.21776/ub.jam.2021.019.01.02

Cited by 4 publications

(7 citation statements)

References 10 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Other research states that human resource management requires the mediation of positive psychological capital variables to influence work engagement significantly (Aybas & Acar, 2017). Motivation is also able to be a mediator for the leadership role to increase work engagement (Nurtjahjani, Batilmurik & Pribadi, 2021). HRM practices did not influence performance significantly.…”

Section: Discussionmentioning

confidence: 92%

Adaptation of the State University-Legal Entity’s Employees on Work Pattern Changes During Covid-19 Pandemic

Heryanto¹,

Wang²,

Sjafri³

2022

JEBIK

View full text Add to dashboard Cite

The COVID-19 pandemic phenomenon is causing increased stimulus to digital acceleration, and organizational work patterns change, thus creating a new work way for X University employees. Human resources management should keep on striving to retain employees as an essential asset. The purpose of this research is to analyze supporting factors and strategize to improve the adaptability of the education supporting staff of X University in changing situations as a result of the COVID-19 pandemic. The number of respondents who filled in the online questionnaire and were selected by using a purposive sampling method was 297 respondents. The data analysis tool used in this study is Structural Equation Modeling-Partial Least Square (SEM-PLS). The research found that engaging leadership, human resources management practice and job demands had no direct effect on work engagement. Job resources and personal resources had a direct effect on work engagement. Engaging leadership, human resources management practice, job demands, and job resources had no direct effect on performance. Personal resources and work engagement had a direct effect on performance. Work engagement was able to become a mediator for job resources and personal resources towards performance.

show abstract

Section: Discussionmentioning

confidence: 92%

Adaptation of the State University-Legal Entity’s Employees on Work Pattern Changes During Covid-19 Pandemic

Heryanto¹,

Wang²,

Sjafri³

2022

JEBIK

View full text Add to dashboard Cite

show abstract

“…Transformational leaders are individuals who produce high levels of dramatic change and who work well in complex organisations that need significant shifts (Park & Pierce, 2020). Transformational leaders are role models and exemplary individuals who encourage, motivate, empower and care about their staff members' well-being (Nurtjahjani et al, 2021). A fundamental principle among transformational leaders is to encourage their followers to use discretionary power to surpass standard performance levels (Gyensare et al, 2016).…”

Section: Transformational Leadershipmentioning

confidence: 99%

“…Transformational leadership predicts WE and creates empowering working conditions that motivate employees to achieve organisational goals (Amor et al, 2019;Nurtjahjani et al, 2021). Positive perceptions of TFL relate to a high level of WE, while negative perceptions relate to TI.…”

Section: Transformational Leadership Work Engagement and Turnover Int...mentioning

confidence: 99%

Transformational leadership influences on work engagement and turnover intention in an engineering organisation

Ntseke

Mitonga-Monga

Hoole

2022

SA Journal of Human Resource Management

View full text Add to dashboard Cite

This study examined how transformational leadership (TFL) moderates the relationship between work engagement (WE) and perceptions of turnover intention (TI) in an engineering organisation. Research purpose:The study seeks to address the paucity of research on the moderating effect of TFL on the relationship WE and TI in the South African working environment and more specifically in the engineering organisation.Motivation for the study: The engineering sector is an important contributor to the DGP, but faces a skills shortage. Transformational leadership can play a key role in the retention of skills. Research approach/design and method:The study comprised 129 engineers in a South African engineering organisation. The study used a nonexperimental, quantitative research approach, while the population included a convenience nonprobability sample (N = 124) of permanently employed engineers in a South African engineering organisation (women = 18%). Perceptions of TFL, WE and TIs were measured, and data were analysed by applying hierarchical moderator regression analysis to predict employee TI from WE in interaction with TFL. Main findings:The results indicate that TFL dimensions, namely idealised influence, inspirational motivation, intellectual stimulation and individualised consideration, moderated the relationship between WE dimensions, namely vigour and dedication and TI. Perceptions of a leader who articulated the organisation's vision, acted as a role model, was inspiring, stimulated creativity and developed followers would enhance employees' levels of energy, dedication and efforts and hence reduce TI.Practical/managerial implications: Transformational leadership is vital for positive employee engagement and employee retention. Leaders should therefore have TFL competencies and be adept in engaging with their followers. Contribution/value-add:This study adds value to the current engineering organisation as well as TFL, WE and TI literature by examining the effects of WE and TI, positing that TFL is a sound moderator in the relationship between the WE and TI.

show abstract

“…Hasilnya ini juga didukung dengan pengujian Hipotesis yang menunjukkan bahwa terdapat hubungan positif dan signifikan antara komitmen organisasi terhadap kinerja penyidik, dimana t hitung yang diperoleh sebesar (2,215>1,687). Hasil penelitian ini mendukung penelitian yang dilakukan oleh (R. Batilmurik, Noermijati, AcmadSudiro, & FaturRochman, 2019); (R. Batilmurik et al, 2019); (R. ; (R. ; (R. W. Batilmurik & SE, 2021); (Batimurik, 2020;Mone et al, 2020); (Nurtjahjani, Batilmurik, & Pribadi, 2021); (Noermijati, Firdaus, & Baltimurik, 2021).…”

Section: Pembahasan 1 Hubungan Komitmen Organisasional Dan Kinerjaunclassified

Pengaruh Komitmen Organisasional Dan Kepribadian Terhadap Kinerja Penyidik Reserse Dan Kriminal Kepolisian Resort Kupang Kota

Batilmurik

Belly

2021

JEB

View full text Add to dashboard Cite

This research was conducted at the Kupang City Police Criminal Investigation Unit. The population in this study was 59 detective investigators in the Kupang City Police work area. The number of samples is 40 investigators. However, the return rate for the distributed questionnaires was obtained by 40 people (68%) of respondents. Meanwhile, the remaining 19 questionnaires (32%) were not returned. Data analysis technique using validity test, reliability test, normality test, multicollinearity test, autocorrelation test, heteroscedasticity test, correlation coefficient, coefficient of determination, multiple linear regression, F test and T test. The results of the analysis show that; organizational commitment indirectly has a positive and significant effect on performance; Personality directly has a positive but not significant effect on the performance of the Kupang City Police Criminal Investigator. Future research will focus on the organizational commitment of the Kupang City Police Criminal Investigator, namely; predictive, Responsibilta, Fair Transparency (Precision). In addition, it is necessary to study the work culture of the Indonesian National Police, which is very different from other organizations in Indonesia and even police organizations in other countries.

show abstract

The Influence of Transformational Leadership Style on Work Engagement Remuneration Dimediation and Educator Motivation

Cited by 4 publications

References 10 publications

Adaptation of the State University-Legal Entity’s Employees on Work Pattern Changes During Covid-19 Pandemic

Adaptation of the State University-Legal Entity’s Employees on Work Pattern Changes During Covid-19 Pandemic

Transformational leadership influences on work engagement and turnover intention in an engineering organisation

Pengaruh Komitmen Organisasional Dan Kepribadian Terhadap Kinerja Penyidik Reserse Dan Kriminal Kepolisian Resort Kupang Kota

Contact Info

Product

Resources

About