Riska Afiani, - (2019) PENGARUH KEPEMIMPINAN TRANSFORMASIONAL TERHADAP EMPLOYEE ENGAGEMENT SERTA IMPLIKASINYA PADA KINERJA PEGAWAI BADAN KEPEGAWAIAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA DAERAH KOTA CIMAHI. S1 thesis, Universitas Pendidikan Indonesia.
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Abstract
Masalah kinerja masih menjadi permasalahan di berbagai organisasi baik sektor publik atau non publik. Salah satunya terjadi pada Badan Kepegawaian dan Pengembangan Sumber Daya Manusia Daerah Kota Cimahi. Kinerja pegawai yang rendah dapat dipengaruhi oleh beberapa faktor salah satunya adalah employee engagement. Employee engagement yang rendah dapat ditingkatkan apabila seorang pemimpin menerapkan gaya kepemimpinan transformasional. Penelitian ini bertujuan untuk memperoleh (1) efektivitas kepemimpinan transformasional, (2) tingkat employee engagement, (3) tingkat kinerja pegawai, (4) pengaruh kepemimpinan transformasional terhadap employee engagement, dan (5) pengaruh employee engagement terhadap kinerja pegawai. Metode yang digunakan adalah explanatory survey dengan teknik sampel yaitu sampel non probabilitas menggunakan sampel jenuh berjumlah 40 responden. Teknik analisa data yang digunakan adalah regresi linier sederhana dengan alat bantu software komputer Statistical Product for Service Solutions (SPSS) 24.0 for windows. Hasil temuan dalam penelitian ini menunjukkan bahwa efektivitas kepemimpinan transformasional dalam kategori cukup efektif, tingkat employee engagement dalam kategori tinggi, dan tingkat kinerja pegawai dalam kategori tinggi, employee engagement dipengaruhi sebesar 37% dalam kategori cukup rendah oleh kepemimpinan transformasional dan kinerja pegawai dipengaruhi sebesar 54,2% dalam kategori sedang oleh employee engagement. Berdasarkan hasil penelitian ini, disarankan agar pimpinan dapat menerapkan sikap individualized concideration (kepekaan individual) yang efektif dengan cara memberikan rasa empati dan simpati, kepedulian, dukungan moral, bantuan, dan mendengarkan keluhan pegawai agar employee engagement meningkat. Meningkatnya employee engagement pun harus didukung dengan dedication (dedikasi) yang tinggi dari pegawai, hal tersebut merupakan faktor yang dapat mempengaruhi kinerja pegawai. Adapun faktor penunjang peningkatan kinerja karyawan yaitu dengan meningkatkan aspek rewards and appraisal (penilaian dan penghargaan) dengan cara pemberian gaji yang sesuai dengan pendidikan, jabatan, masa kerja dan kebutuhan pegawai. Performance issues are still a problem in various public and non-public organizations sector. One of them happened at the Cimahi City Human Resources and Human Resources Development Agency. Low employee performance can be influenced by several factors, one of which is employee engagement. Low employee engagement can be increased if a leader applies a transformational leadership style. This study aims to obtain (1) the effectiveness of transformational leadership, (2) the level of employee engagement, (3) the level of employee performance, (4) the effect of transformational leadership on employee engagement, and (5) the effect of employee engagement on employee performance. The method used is explanatory survey with sample techniques, namely non-probability samples using saturated samples totaling 40 respondents. The data analysis technique used is simple linear regression with Statistical Software for Service Solutions (SPSS) 24.0 for windows. The findings in this study indicate that the effectiveness of transformational leadership in the category is quite effective, the level of employee engagement in the high category, and the level of employee performance in the high category, employee engagement is influenced by 37% in the low enough category by transformational leadership and employee performance is influenced by 54.2% in the medium category by employee engagement. Based on the results of this study, it is suggested that the leaders can implement effective individualized attitudes by providing a sense of empathy and sympathy, care, moral support, assistance, and listening to employee complaints so that employee engagement increases. Increasing employee engagement must be supported by high dedication (dedication) from employees, this is a factor that can affect employee performance. The supporting factors for improving employee performance are improving aspects of rewards and appraisal (valuation and appreciation) by giving salaries that are appropriate to education, position, tenure and employee needs.
| Item Type: | Thesis (S1) |
|---|---|
| Additional Information: | No. Panggil : S MBS RIS p-2019 ; Pembimbing : I. Ahim Surachim, II. Masharyono ; NIM : 1400660 |
| Uncontrolled Keywords: | Kepemimpinan transformasional, employee engagement, kinerja pegawai |
| Subjects: | H Social Sciences > H Social Sciences (General) H Social Sciences > HD Industries. Land use. Labor > HD28 Management. Industrial Management L Education > L Education (General) |
| Divisions: | Fakultas Pendidikan Ekonomi dan Bisnis > Pendidikan Manajemen Bisnis |
| Depositing User: | Riska Afiani |
| Date Deposited: | 11 Jul 2019 07:05 |
| Last Modified: | 11 Jul 2019 07:05 |
| URI: | http://repository.upi.edu/id/eprint/36029 |
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