Analisis Pengaruh Integrative Leadership Terhadap Organizational Justice, Employee Engagement Dan Organizational Citizenship Behavior

Abstract

Organizations have long been interested in how employees think and feel his work and what causes employees are willing to dedicate themselves to the organization. The researchers found a variable motivational leadership style that leads to the formation of positive attitudes of the officials who in turn can improve employee job performance. The objective of this research are to study the effect integrative leadership on organizational justice, employee engagement, and organizational citizenship behavior (OCB), with teachers at SMA/SMK/MAN/MAS di kota Madiun as respondents. This research used the quantitative approach with the survey method. The samples of this research were 409 teachers, selected non-randomly. The data were obtained by distributing questionnaires and analyzed by using the descriptive statistics and path analysis in inferential statistics. The results of the research can be concluded that: integrative leadership has a positive significant effect on organizational justice; integrative leadership significant positive effect on employee engagement; integrative leadership significant positive effect on employee engagement on OCB.

The Relationship between Servant Leadership and Work Engagement: An Organizational Justice as a Mediator

“…Organizational justice has a positive and significant effect on work engagement. The result supports the previous studies (Alvi & Abbasi, 2012;Storm et al, 2014;Lyu, 2016;Srimulyani, 2016;Özer et al, 2017;Hadiyani et al, 2018;Septiani & Arwiyah, 2018;Ivani et al, 2019;Ohiorenoya & Eguavoen, 2019;Deepa, 2020). The finding indicates that teachers are valuable to the organization, they are respected, and they are treated fairly, in turn work engagement of teachers increases.…”

“…Organizational justice is the overall perception of fairness in the workplace (Robbin & Judge, 2013). When employees feel fairness within the organization, employees feel obliged to improve engagement behavior (e.g., Srimulyani, 2016;Özer et al, 2017;Hadiyani et al, 2018;Septiani & Arwiyah, 2018). Employees can judge how fairly they are treated by the organization through procedural fairness, for example when the organization involves employees in the decision-making process regarding organizational procedures; even when the results are unfavorable to employees (Bies & Shapiro, 1988).…”

Increasing Work Engagement Through Servant Leadership and Organizational Justice

“…Engagement is a variable that affects productivity (performance), so organization managers need to focus on how to increase organizational member engagement at work. Kim & Park (2017), Srimulyani (2016), Ghosh et al (2014), andSaks (2006) prove that the practices of organizational justice influences work engagement. These empirical studies support (Cropanzano & Mitchell, 2005) which states that when being treated fairly within the workplace, employees will feel obliged to behave fairly to improve engagement behavior.…”

“…It can be analogous that the higher the level of leadership that serves the level of justice of the organization will be increased. Empirically supportive (Srimulyani, 2016;Khajehpour, 2016;Zehir et al, 2013) proves that servant leadership practices have a significant and positive effect on organizational justice.…”

“…Organizational fairness is used to describe the function of fairness that has a direct impact on employee performance, especially organizational fairness in relation to employees' perceptions of the treatment in employee work and how this perception affects work-related performance (Moorman, 1991). Distributive justice and procedural justice had a positive and significant impact on work engagement (Srimulyani, 2016) and (Özer et al, 2017) showed that organizational justice was measured from 3 dimensions (distributive, procedural, and interactional) positively and significantly affected work engagement.…”