Pengaruh Kepemimpinan Transformasional dan Motivasi Kerja terhadap Kinerja Karyawan dengan Perilaku Kerja Inovatif sebagai Variabel Mediasi pada Pegawai Dinas Penanaman Modal dan Pelayanan  Terpadu Satu Pintu Kabupaten Muaro Jambi

Fathiyah, Fathiyah; Andriani, Zulfina; Fitriaty, Fitriaty

doi:10.33087/jiubj.v22i3.3057

Cited by 4 publications

(3 citation statements)

References 2 publications

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“…The mediating effect of innovative work behaviour on the relationship between transformational leadership style and employee performance Based on the test results, innovative work behaviour has not been able to mediate the effect of transformational Leadership on employee performance. These results differ from research conducted byFathiyah (2022) which concluded that transformational Leadership influences employee performance mediated by innovative work behaviour among employees of the Investment and One-Stop Service Office, Muaro Jambi Regency. The results of this study also contradict the results of research conducted byPertiwi (2019), which shows that transformational Leadership has a positive and significant effect on employee performance with innovative work behaviour as an intervening variable.…”

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confidence: 99%

Organisational Culture and Transformational Leadership Style Affect Employee Performance with Innovative Work Behaviour as Mediation Variables

Widianingsih,

Christa,

Harinie

2024

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This study aims to empirically analyze the influence of organizational culture, transformational leadership style, and innovative work behaviour on employee performance, as well as investigate the mediating effect of innovative work behaviour on the relationship between organizational culture and transformational leadership style on employee performance in the Archives and Libraries Office of North Barito Regency.The research method used is an explanatory quantitative approach with data collection using survey methods. The population in this study were all employees, except for the Head of the Archives and Libraries Office of North Barito Regency, which totalled 46 (forty-six) employees, both civil servants and honorary staff. The sampling technique used purposive sampling and obtained a sample of 43 Archives and Libraries Office employees of North Barito Regency—data analysis using SPSS and Smart PLS statistical applications. The results of the research in this study can be concluded (1) Organizational Culture has a positive and significant effect on employee performance; (2) The transformational leadership style has a positive and significant effect on employee performance; (3) Organizational Culture has no significant effect on innovative work behaviour; (4) The transformational leadership style has no significant effect on innovative work behaviour; (5) Innovative work behaviour has a positive and significant effect on employee performance; (6) Innovative work behaviour has not been able to mediate the influence of organizational culture on employee performance; (7) Innovative work behaviour has not been able to mediate the effect of transformational leadership style on employee performance.

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confidence: 99%

Organisational Culture and Transformational Leadership Style Affect Employee Performance with Innovative Work Behaviour as Mediation Variables

Widianingsih,

Christa,

Harinie

2024

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“…Then (Alviani & Nuvriasari, 2022) added that the higher the creative work behavior of an employee's work, the higher the quality of employee performance. The results of this study support (Fathiyah et al, 2022), who found that innovative work behavior can mediate the relationship between transformational leadership and employee performance.…”

Section: Transformational Leadership Affects Employee Performance Med...supporting

confidence: 87%

The Role of Employees' Innovative Work in Mediation of The Influence of Transformational Leadership on Performance Improvement

Anom

Gustomo

2023

JWS

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Introduction: The measurement results of PT Gapura Angkasa's 2018-2020 Employee Satisfaction Survey show that the Relationship Variable with direct superiors is the indicator with the lowest level of satisfaction while having a high level of importance for three consecutive years. The hands test on these variables aligns with the definition of transformational leadership regarding motivation, role models, and delegation of tasks from superiors to subordinates. So this research aims to analyze leadership factors in companies that are essential in encouraging employee creativity and innovation to achieve the desired work goals or results. The purpose of this research is to find out the influence of transformational leadership on employee performance which is mediated by the innovative work behavior of employees at PT Gapura Angkasa, and how it impacts one another. Method: Quantitative methods are used to collect data by distributing questionnaires and processing data using Structural Equation Models with Smart PLS software to test hypotheses. These results were then deepened to find out the extent of Transformational Leadership practices in the company by conducting interviews with six respondents. Result: The results of this study will show a positive and significant relationship between transformational leadership on innovative work behavior, transformational leadership on employee performance, and the relationship between transformational leadership on employee performance mediated by creative work behavior. Then the results of deepening related to the practice of Transformational leadership in the company found a priority for improvement on the Transformational Leadership dimension, namely in the Intellectual Stimulation variable. Conclusion: Efforts to improve transformational leadership based on qualitative data results are fostering a culture of innovation, allowing employees to realize new ideas, and providing space for employees to innovate and explore creativity.

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“…For example, they may feel joy, interest, or a sense of personal achievement when engaging in a specific activity, even without external rewards or praise from others (Fathiyah, et al, 2022). This concept differs from extrinsic motivation, where individuals perform an action because there are expected external rewards or consequences.…”

Section: Intrinsic Motivationmentioning

confidence: 99%

MINIMIZING TURNOVER INTENTION STRATEGY: The Role of Transformational Leadership, Intrinsic Motivation, and Job Satisfaction

Daeli

2023

JKO

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The high turnover intention rate in the current work environment poses a serious challenge for organizations. Therefore, this study aims to investigate effective strategies to minimize turnover intention, focusing on the role of transformational leadership, intrinsic motivation, and job satisfaction. The research aims to explore the relationships between transformational leadership, intrinsic motivation, job satisfaction, and turnover intention. With a deep understanding of these factors, concrete strategies to reduce turnover intention in the workplace are expected to be identified. The study employs a quantitative approach through surveys and statistical analysis to collect and analyze data from respondents who are members of organizations. The research instruments include measurement scales for transformational leadership, intrinsic motivation, job satisfaction, and turnover intention. Data analysis reveals significant findings regarding the positive relationship between transformational leadership and intrinsic motivation with job satisfaction. Furthermore, job satisfaction is found to be negatively correlated with turnover intention. The practical implications of these findings underscore the need for organizations to adopt transformational leadership styles and enhance intrinsic motivation among employees to increase job satisfaction and decrease the intention to switch jobs.

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Pengaruh Kepemimpinan Transformasional dan Motivasi Kerja terhadap Kinerja Karyawan dengan Perilaku Kerja Inovatif sebagai Variabel Mediasi pada Pegawai Dinas Penanaman Modal dan Pelayanan Terpadu Satu Pintu Kabupaten Muaro Jambi

Cited by 4 publications

References 2 publications

Organisational Culture and Transformational Leadership Style Affect Employee Performance with Innovative Work Behaviour as Mediation Variables

Organisational Culture and Transformational Leadership Style Affect Employee Performance with Innovative Work Behaviour as Mediation Variables

The Role of Employees' Innovative Work in Mediation of The Influence of Transformational Leadership on Performance Improvement

MINIMIZING TURNOVER INTENTION STRATEGY: The Role of Transformational Leadership, Intrinsic Motivation, and Job Satisfaction

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