Dynamic capability of servant leadership as a triggering factor for organizational commitment and employee performance
DOI:
https://doi.org/10.35335/ijafibs.v11i2.127Keywords:
Employee Performance, Organizational Commitment, Servant LeadershipAbstract
Among effective management systems, the importance of human resources is increasing. Employee performance is an essential factor that influences success. In an organization, it is one of the most critical functions of an agency. This research aims to determine the variables that affect employee performance and develop a theoretical basis and research model. This research used an associative descriptive quantitative method with a population of 244 respondents, employees of the Public Works and Spatial Planning Department, and a sample of 150 respondents who were employees of the Public Works and Spatial Planning Department with probability sampling using the proportional stratified random sampling method. One hundred fifty questionnaire data have been obtained and processed. The results of this research show that the first hypothesis is that employee performance is significantly influenced by servant leadership, the second hypothesis is that organizational commitment is influenced considerably by servant leadership, the third hypothesis is that employee performance is influenced substantially by organizational commitment, the fourth hypothesis is that organizational commitment can mediate the influence of servant leadership on employee performance. It is hoped that this research can provide a theoretical contribution to the literature in this context, of course, in the context of human resource management.
References
Aboramadan, M., Hamid, Z., Kundi, Y. M., & Hamalawi, E. El. (2022). The effect of servant leadership on employees’ extra-role behaviors in NPOs: The role of work engagement. Nonprofit Management and Leadership, 33.
Adhisti, Setyohadi, J. S., & Sumaryati. (2022). Servant Leadership dan Disiplin Kerja: Antara Efek Parsial dan Simultan pada Kinerja Karyawan. Jurnal Multidisiplin Madani, 2(7), 2987–2998. Retrieved from https://journal.yp3a.org/index.php/mudima/index
Amin, R. Al, Prahiawan, W., David, A., & Didit, R. (2023). Employee performance under organizational culture and transformational leadership : A mediated model. Jurnal Mantik, 7(2), 719–728.
Astutik, M. (2016). Pengaruh Disiplin Kerja Dan Budaya Organisasi Terhadap Kinerja Pegawai Sekretariat Dewan Perwakilan Rakyat Daerah Kabupaten Jombang. JBMP (Jurnal Bisnis, Manajemen Dan Perbankan), 2(2), 121–140. https://doi.org/10.21070/jbmp.v2i2.1098
Bateni, L., Vakilifard, H., & Asghari, F. (2014). The Influential Factors on Capital Adequacy Ratio in Iranian Banks. International Journal of Economics and Finance, 6(11), 108–116. https://doi.org/10.5539/ijef.v6n11p108
Chin, W., Cheah, J.-H., Liu, Y., Ting, H., Lim, X.-J., & Cham, T. H. (2020). Demystifying the role of causal-predictive modeling using partial least squares structural equation modeling in information systems research. Industrial Management & Data Systems, 120(12), 2161–2209. https://doi.org/10.1108/IMDS-10-2019-0529
Dwiparaniti, N. K., Salit, I. G., & Netra, K. (2021). Open Access The Effect of Transformational Leadership on Organizational Commitment Mediated by Work Engagement. American Journal of Humanities and Social Sciences Research (AJHSSR), (6), 140–144.
Fazri, D. I., Saluy, A. B., Bari, A., & Kemalasari, N. (2022). The Influence Of Participatory Leadership Style And Organizational Commitment On Employee Performance With Job Satisfaction As A Variable Intervening At Pt Rahayu Perdana Trans. Dinasti International Journal Of Digital Business Management, 3(4), 566–583.
Ferdinand. A. (2014). Metode Penelitian Manajemen : Pedoman Penelitian Untuk Penulisan Skripsi, Tesis dan Disertasi Ilmu Manajemen (Edisi 5). Semrang: Universitas Diponegoro Semarang.
Ghozali. I & Latan. H. (2015). Partial Least Square, Konsep, Teknik dan Aplikasi Menggunakan Program Smart PLS 3.0 (2nd ed.). Semrang: Universitas Diponegoro Semarang.
Giolito, V. J., Liden, R. C., van Dierendonck, D., & Cheung, G. W. (2021). Servant Leadership Influencing Store-Level Profit: The Mediating Effect of Employee Flourishing. Journal of Business Ethics, 172(3), 503–524. https://doi.org/10.1007/s10551-020-04509-1
Gunawan, R., Haerofiatna, & Haryadi, D. (2022). The effect of extrinsic motivation, interpersonal trust, and organizational commitment in improving employee performance. Enrichment: Journal of Management, 12(5), 3670–3677. Retrieved from www.enrichment.iocspublisher.org
Haryadi, D. (2022). Meningkatkan Employe Performance Dengan Extrinsic Motivation Dan Interpersonal Trust Melalui Organizational Commitment. ECo-Buss, 4(3), 660–675.
Haryadi, D., Setiawati, E. T., Barat, S. T. A., Setiadi, M. T., & Juhandi. (2022). Improving Employee Performance With Transformational Leadership Through Intrinsic Motivation. Tianjin Daxue Xuebao (Ziran Kexue Yu Gongcheng Jishu Ban)/ Journal of Tianjin University Science and Technology, 55(03), 361–371. https://doi.org/10.17605/OSF.IO/XMRV7
Haryadi, D., Setiawati, E. T., & Juhandi. (2022). The Role Of Organizational Culture On Improving Employee Performance Through Work Discipline. Jurnal Mantik, 6(1), 686–698.
Haryadi, D., & Wahyudi. (2020). Pengaruh Budaya Organisasi Terhadap Kinerja Karyawan Melalui Kepuasan Kerja Sebagai Variabel Intervening. GEMILANG: Jurnal Manajemen Dan Strategi Bisnis, 1(1), 15–21.
Hasanuddin, B., Mustainah, M., & Buntuang, P. C. D. (2021). The influence of servant leadership on job satisfaction with individual character as a moderating variable. Problems and Perspectives in Management, 19(1), 445–455. https://doi.org/10.21511/ppm.19(1).2021.37
Isabel, R. D., David, M. R., & Gabriel, C. C. (2021). The effect of servant leadership on employee outcomes: does endogeneity matter? Quality and Quantity, (0123456789). https://doi.org/10.1007/s11135-021-01109-7
Kadarusman, K., & Bunyamin, B. (2021). The role of knowledge sharing, trust as mediation on servant leadership and job performance. Management Science Letters, 11, 1509–1520. https://doi.org/10.5267/j.msl.2020.12.022
Kanwal, Z., & Shar, A. H. (2021). Impact of Stress and Extrinsic Motivation on Organizational Commitment : Empirical Analysis of Banking Sector. Elementary Education Online Journal, 20(5), 4609–4613. https://doi.org/10.17051/ilkonline.2021.05.508
Kock, N. (2018). Minimum Sample Size Estimation in PLS-SEM: An Application in Tourism and Hospitality Research. Applying Partial Least Squares in Tourism and Hospitality Research, 1–16. https://doi.org/10.1108/978-1-78756-699-620181001
Kristine, E. (2017). Pengaruh Kepuasan Kerja Dan Komitmen Organisasi Terhadap Kinerja Melalui Motivasi Kerja Pegawai Alih Daya (Outsourcing) Di PT. Mitra Karya Jaya Sentosa. Jurnal Eksekutif, 14(2), 384–401.
Kurniasari, I. C., Thoyib, A., & Rofiaty, R. (2018). Peran Komitmen Organisasional Dalam Memediasi Pengaruh Kompetensi, Pelatihan Dan Budaya Organisasi Terhadap Kinerja Perawat. Mix: Jurnal Ilmiah Manajemen, 8(2), 352. https://doi.org/10.22441/mix.2018.v8i2.010
Lemoine, G. J., & Blum, T. C. (2021). Servant leadership, leader gender, and team gender role: Testing a female advantage in a cascading performance model. Personnel Psychology (Vol. 74). https://doi.org/10.1111/peps.12379
Nguyen, P. T., Yandi, A., & Mahaputra, M. R. (2020). Factors Influencing Employee Performance: Motivation, Leadership, Environment, Culture Organization, Work Achievement, Competence, and Compensation (A Study Of Human Resource Management Literature Studies). Dinasti International Journal of Digital Business Management, 1(4), 645–662. https://doi.org/10.31933/DIJDBM
Nitzl, C., Roldan, J. L., & Cepeda, G. (2016). Mediation Analysis In Partial Least Squares Path Modelling, Helping Researchers Discuss More Sophisticated Models. Industrial Management and Data Systems, 116(9), 1849–1864.
Ozturk, A., Karatepe, O. M., & Okumus, F. (2021). The effect of servant leadership on hotel employees’ behavioral consequences: Work engagement versus job satisfaction. International Journal of Hospitality Management, 97(August 2020), 102994. https://doi.org/10.1016/j.ijhm.2021.102994
Purnamasari, W. R., Kambaraa, R., & Haryadi, D. (2023). Aspects of improving employee performance. Enrichment: Journal of Management, 12(6), 4685–4691.
Puspita, R. A., & Warsindah, L. (2021). Pengaruh Gaya Transformasional, Budaya Organisasi Terhadap Kinerja Pegawai Melalui Disiplin Kerja Sekretaris Daerah Pada Sekretariat Daerah Pemerintah Kabupaten Mamuju. Jurnal Matrik Serial Humaniora Dan Sains, 2(2), 62–69.
Putri, M. P., Prahiawan, W., Ramdansyah, A. D., & Haryadi, D. (2023). Relevance of organizational commitment as a mediator of its contribution to employee performance at the Merak-Banten marine transportation service company. Enrichment: Journal of Management, 12(6).
Rahmatullah, A., Ramdansyah, A. D., Kambara, R., & Haryadi, D. (2022). Improving Organizational Performance With Organizational Culture And Transformational Leadership Through Intervening Organizational Commitment Variables. Dinasti International Journal Of Digital Business Management, 3(2), 161–176.
Ramli, A. H., & Yudhistira, R. (2018). Pengaruh Pengembangan Karir terhadap Kinerja Karyawan melalui Komitmen Organisasi pada PT . Infomedia Solusi Humanika di Jakarta. Seminar Nasional Cendekiawan, 811–816. Retrieved from https://www.trijurnal.lemlit.trisakti.ac.id/semnas/article/viewFile/3339/2833
Ricardianto, P. (2018). Human Capital Management (Edisi 1). Jakarta: In Media STMT Trisakti Perss Jakarta.
Riyanto, S., Damarwulan, L. M., & Haryadi, D. (2022). Moderation : work culture to improve employee performance with a non-physical work environment. Jurnal Mantik, 6(3), 3737–3743.
Ryu, G., & Moon, S.-G. (2019). The effect of actual workplace learning on job satisfaction and organizational commitment. Journal of Workplace Learning, 31(8), 481–497. https://doi.org/10.1108/JWL-05-2019-0061
Saleem, M. A., Bhutta, Z. M., Nauman, M., & Zahra, S. (2019). Enhancing performance and commitment through leadership and empowerment: An emerging economy perspective. International Journal of Bank Marketing, 37(1), 303–322. https://doi.org/10.1108/IJBM-02-2018-0037
Sarstedt, M., Hair, J. F., Nitzl, C., Ringle, C. M., & Howard, M. C. (2020). Beyond a tandem analysis of SEM and PROCESS: Use of PLS-SEM for mediation analyses! International Journal of Market Research, 62(3), 288–299. https://doi.org/10.1177/1470785320915686
Setyowati, A., Mukhsin, M., Suhendra, I., & Haryadi, D. (2023). Mediasi Motivasi Kerja Hubungan Kompetensi Dalam Meningkatkan Kinerja Pegawai. Business Management Journal, 19(1), 19–31. https://doi.org/10.30813/bmj.v19i1.3666
Sitanggang, R., Gunanto, Y. E., & Sudibjo, N. (2022). The Influence Of Servant Leadership On Performance, Loyalty, And Shalom Community At Xyz School Tangerang. Jurnal Pendidikan Tambusai, 6, 14606–14617. Retrieved from https://www.jptam.org/index.php/jptam/article/view/4739%0Ahttps://www.jptam.org/index.php/jptam/article/download/4739/4011
Supriadi, A. D., Suharto, S., & Sodikin, S. (2018). The effect of competence and organization culture on employee performance with motivation as the mediation variable in the Directorate General of Fiscal balance-Ministry of Finance, Indonesia. Jurnal Perspektif Pembiayaan Dan Pembangunan Daerah, 5(4), 325–336. https://doi.org/10.22437/ppd.v5i4.4606
Sutrisno. H. Edy. (2015). Budaya Organisasi (Edisi Ke 4). Jakarta: Kencana Prenada Media Group.
Tania, T., Haryadi, D., Mirza, W. W., & Khairusy, A. (2021). Improving Employee Performance with Structural Empowerment and Transformational Leadership Through Job Satisfaction, Organizational Citizenship Behavior And Interpersonal Trust ( Study at PT . BPRS Cilegon Mandiri ). American Journal of Humanities and Social Sciences Research (AJHSSR), 5(11), 91–102.
Utami, N. M. S., Sapta, I. K. S., Verawati, Y., & Astakoni, I. M. P. (2021). Relationship between Workplace Spirituality, Organizational Commitment, and Organizational Citizenship Behavior. Journal of Asian Finance, Economics and Business, 8(1), 507–517. https://doi.org/10.13106/jafeb.2021.vol8.no1.507
Vipraprastha, T., Sudja, I. N., & Yuesti, A. (2018). The Effect of Transformational Leadership and Organizational Commitment to Employee Performance with Citizenship Organization (OCB) Behavior as Intervening Variables (At PT Sarana Arga Gemeh Amerta in Denpasar City). International Journal of Contemporary Research and Review, 9(02), 20503–20518.
Wibowo. (2016). Manajemen Kinerja (Edisi 5). Jakarta: PT. Raja Grafindo Persada Jakarta.
Yumhi, Haryadi, D., & Paniran. (2023). Empirical factors affecting the work ethic of BRI employees, Jakarta III Auditor Office. Enrichment: Journal of Management, 12(6), 4698–4706.
Zhou, G., Gul, R., & Tufail, M. (2022). Does Servant Leadership Stimulate Work Engagement? The Moderating Role of Trust in the Leader. Frontiers in Psychology, 13(July), 1–9. https://doi.org/10.3389/fpsyg.2022.925732
Zia, M. Q., Naveed, M., Bashir, M. A., & Iqbal, A. (2022). The influence of servant leadership on employees’ outcomes via job embeddedness in the hospitality industry. Journal of Hospitality and Tourism Insights, 5(3), 612–628. https://doi.org/10.1108/JHTI-01-2021-0003
