Transformational Leadership With Moon Character: Empirical Evidence At STIEM Bongaya Campus
DOI:
https://doi.org/10.24912/jm.v25i1.706Abstract
The leadership style at STIEM Bongaya is transformational leadership with a moon character not found on other campuses in Makassar City. We examine the role of involvement and the proactive role of transformational leadership relationships with employee performance. The reason for choosing the object is because the characteristics of ownership are family owned and are directed by second-generation family members, so it is interesting to study. This study used a sample of 83 employees to obtain accurate information in analyzing data by using WarpPLS 5.0. We find the transformational leadership of the moon character can improve employee performance. Because the leaders always emit the moonlight form of new enthusiasm, harmonization, comfort, and coolness, the employee engagement behaviour becomes high. It has been rooted among employees that work orientation is noble. Involvement will be meaningful if there is an intelligent proactive role by the employee and the employee's performance becomes quality.
References
Afsar, B., Badir, Y., and Muddassar, M. (2015). Person – job fit, person organization fit and innovative work behavior : The mediating role of innovation trust. Journal of High Technology Management Research, 26(2), 105–116.
Afsar, B., Badir, Y., and Saeed, B. (2014). Transformational leadership and innovative work behavior. Industrial Management and Data Systems, 114(8), 1270–1300.
Afsar, B., and Umrani, W. A. (2019). Transformational leadership and innovative work behavior: The role of motivation to learn, task complexity and innovation climate. European Journal of Innovation Management, xxx(xxx)xxx-xxx.
Al-edenat, M. (2018). Reinforcing innovation through transformational leadership: mediating role of job satisfaction. Journal of Organizational Change Management, 31(4), 810–838.
Anitha. (2014). Determinants of employee engagement and their impact on employee performance. International Journal of Productivity and Performance Management, 63(3), 308–323.
Antonakis, J., and House, R. J. (2014). Instrumental leadership: Measurement and extension of transformational-transactional leadership theory. Leadership Quarterly, 25(4), 746–771.
Bateman, T. S., and Crant, J. M. (1993). The proactive component of organizational behavior: A measure and correlates. Journal of Organizational Behavior, 14(2), 103–118.
Bass, B.M. (1985). Leadership and Performance Beyond Expectations. New York: The Free Press.
Bosmans, M. W. G., Setti, I., Sommovigo, V., and van der Velden, P. G. (2019). Do Type D personality and job demands-resources predict emotional exhaustion and work engagement? A 3-wave prospective study. Personality and Individual Differences, 149(January), 167–173.
Buil, I., Martínez, E., and Matute, J. (2018). Transformational leadership and employee performance: The role of identification, engagement and proactive personality. International Journal of Hospitality Management, xxx(xxx), xxx–xxx.
Ding, X., Li, Q., Zhang, H., Sheng, Z., and Wang, Z. (2017). Linking transformational leadership and work outcomes in temporary organizations: A social identity approach. International Journal of Project Management, 35(4), 543–556.
Ghadi, M. Y., Fernando, M., and Caputi, P. (2013). Transformational leadership and work engagement: The mediating effect of meaning in work. Leadership and Organization Development Journal, 34(6), 532–550.
Groen, B. a. C., Wouters, M. J. F., and Wilderom, C. P. M. (2017). Employee participation, performance metrics, and job performance: A survey study based on self-determination theory. Management Accounting Research, 36, 51–66.
Gumusluoglu, L., and Ilsev, A. (2009). Transformational leadership, creativity, and organizational innovation. Journal of Business Research, 62(4), 461–473.
Gupta, M. (2019). Does work engagement mediate the perceived career support- and career adaptability- work performance relationship? Journal of Global Operations and Strategic Sourcing, 12(2), 310–327.
Hanaysha, J. (2016). Testing the Effects of Employee Engagement, Work Environment, and Organizational Learning on Organizational Commitment. Procedia - Social and Behavioral Sciences, 229, 289–297.
Jena, L. K., Pradhan, S., and Panigrahy, N. P. (2017). Pursuit of organisational trust: Role of employee engagement, psychological well-being and transformational leadership. Asia Pacific Management Review, xxx(xxx), 1–8.
Kara, D., Uysal, M., Sirgy, M. J., and Lee, G. (2013). The effects of leadership style on employee well-being in hospitality. International Journal of Hospitality Management, 34(1), 9–18.
Lee, L. Y., Veasna, S., and Wu, W. Y. (2013). The effects of social support and transformational leadership on expatriate adjustment and performance: The moderating roles of socialization experience and cultural intelligence. Career Development International, 18(4), 377–415.
Li, C., Zhao, H., and Begley, T. M. (2015). Transformational leadership dimensions and employee creativity in China: A cross-level analysis. Journal of Business Research, 68(6), 1149–1156.
Li, X., Sanders, K., and Frenkel, S. (2012). How leader-member exchange, work engagement and HRM consistency explain Chinese luxury hotel employees’ job performance. International Journal of Hospitality Management, 31(4), 1059–1066.
Li, Y., Castaño, G., and Li, Y. (2018). Linking leadership styles to work engagement: The role of psychological capital among Chinese knowledge workers. Chinese Management Studies, 12(2), 433–452.
Mahmood, M., Uddin, M. A., and Fan, L. (2019). The influence of transformational leadership on employees’ creative process engagement: A multi-level analysis. Management Decision, 57(3), 741–764.
Men, L. R., and Stacks, D. W. (2013). The impact of leadership style and employee empowerment on perceived organizational reputation. Journal of Communication Management, 17(2), 171–192.
Mohamad Taha Arif. (1986). Book Review: Leadership and Performance Beyond Expectations, by Bernard M. Bass. Human Resource Managemen (Vol. 25).
Monje Amor, A., Abeal Vázquez, J. P., and Faíña, J. A. (2019). Transformational leadership and work engagement: Exploring the mediating role of structural empowerment. European Management Journal, xxx(xxx)xxx-xxx.
Mullen, J., Kelloway, E. K., and Teed, M. (2017). Employer safety obligations, transformational leadership and their interactive effects on employee safety performance. Safety Science, 91, 405–412.
Ouweneel, E., Le Blanc, P. M., and Schaufeli, W. B. (2012). Don’t leave your heart at home: Gain cycles of positive emotions, resources, and engagement at work. Career Development International, 17(6), 537–556.
Paek, S., Schuckert, M., Terry, T., and Lee, G. (2015). International Journal of Hospitality Management Why is hospitality employees’ psychological capital important? The effects of psychological capital on work engagement and employee morale. International Journal of Hospitality Management, 50, 9–26.
Presbitero, A. (2015). Proactivity in career development of employees: The roles of proactive personality and cognitive complexity. Career Development International, 20(5), 525–538.
Rönnblom, M., and Keisu, B. I. (2013). Constructions of innovation and gender (equality) in Swedish universities. International Journal of Gender and Entrepreneurship, 5(3), 342–356.
Rowe, A. M. (2018). Gender and innovation policy in Canada and Sweden. International Journal of Gender and Entrepreneurship, 10(4), 344–360.
Setti, I., Dordoni, P., Piccoli, B., Bellotto, M., and Argentero, P. (2015). Proactive personality and training motivation among older workers A mediational model of goal orientation. European Journal of Training and Development, 39(8), 681–699.
Sharma, P. N., and Pearsall, M. J. (2016). Leading Under Adversity: Interactive Effects of Acute Stressors and Upper-Level Supportive Leadership Climate on Lower-Level Supportive Leadership Climate. Leadership Quarterly, 27(6), 856–868.
Solimun., Adji A. R., dan Nurjannah. (2017). Metode Statistika Multivariat: pemodelan Persamaan Struktural (SEM) Pendekatan WarpPLS. UB Press Malang.
Sousa, M. J., and Rocha, Á. (2018). Leadership styles and skills developed through game-based learning. Journal of Business Research, (August 2017), 0–1.
Suifan, T. S., Abdallah, A. B., and Al Janini, M. (2018). The impact of transformational leadership on employees’ creativity: The mediating role of perceived organizational support. Management Research Review, 41(1), 113–132.
Sumail, L. O. (2019). The effect of job demand on the work engagement: Does supervisory support matter in the Indonesian financial service sector. International Journal of Innovation, Creativity and Change, 6(8), 192–210.
Sumail, L. O., and Abdullah, S. (2019). Innovative Behavior And Emotional Intelligence Of Managers In Managing A Catering Business. Jurnal Manajemen, 23(2), 290.
Thomas Ng, W. H. (2017). Transformational leadership and performance outcomes: Analyses of multiple mediation pathways. Leadership Quarterly, 28(3), 385–417.
Tims, M., Bakker, A. B., and Xanthopoulou, D. (2011). Do transformational leaders enhance their followers’ daily work engagement? Leadership Quarterly, 22(1), 121–131.
Tse, H. H. M., and Chiu, W. C. K. (2014). Transformational leadership and job performance: A social identity perspective. Journal of Business Research, 67(1), 2827–2835.
Wang, Z., Zhang, J., Thomas, C. L., Yu, J., and Spitzmueller, C. (2017). Explaining benefits of employee proactive personality: The role of engagement, team proactivity composition and perceived organizational support. Journal of Vocational Behavior, 101(April), 90–103.
Yang, K., Yan, X., Fan, J., and Luo, Z. (2017). Leader-follower congruence in proactive personality and work engagement: A polynomial regression analysis. Personality and Individual Differences, 105, 43–46.
Yao, Y.-H., Fan, Y.-Y., Guo, Y.-X., and Li, Y. (2014). Leadership, work stress and employee behavior. Chinese Management Studies, 8(1), 109–126.
Yoo, J., and Jeong, J. (2017). The effects of emotional labor on work engagement and boundary spanner creativity. Asia Pacific Journal of Innovation and Entrepreneurship, 11(2), 214–232.
Yulita, Dollard, M. F., and Idris, M. A. (2017). Climate congruence: How espoused psychosocial safety climate and enacted managerial support affect emotional exhaustion and work engagement. Safety Science, 96, 132–142.
Zhu, W., Avolio, B. J., Riggio, R. E., and Sosik, J. J. (2011). The effect of authentic transformational leadership on follower and group ethics. Leadership Quarterly, 22(5), 801–817.
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2021 Jurnal Manajemen
This work is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License.
This journal provides immediate open access to its content on the principle that making research freely available to the public supports a greater global exchange of knowledge.
This work is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License
