Kepemimpinan Transformasional Dan Budaya Organisasi Sebagai Determinan Strategis Kinerja Karyawan Dalam Menghadapi Disrupsi Digital
DOI:
https://doi.org/10.37385/ceej.v7i2.11795Keywords:
Kepemimpinan Transformasional, Budaya Organisasi, Kinerja Karyawan, Disrupsi Digital, SEM-PLSAbstract
Disrupsi digital telah mengubah secara fundamental lanskap persaingan bisnis dan pola kerja organisasi di seluruh dunia, termasuk di Indonesia. Perubahan yang berlangsung sangat cepat ini menuntut organisasi untuk memiliki kemampuan adaptasi yang tinggi, kelincahan strategis, serta kesiapan sumber daya manusia untuk mengadopsi teknologi baru. Fenomena penurunan kinerja karyawan di berbagai sektor akibat ketidaksiapan menghadapi transformasi digital menjadi masalah strategis yang mendesak untuk dipecahkan. Penelitian ini bertujuan untuk menganalisis dan menguji secara empiris pengaruh kepemimpinan transformasional dan budaya organisasi terhadap kinerja karyawan, serta peran budaya organisasi sebagai variabel yang memperkuat hubungan kepemimpinan transformasional dengan kinerja karyawan di tengah tekanan disrupsi digital. Pendekatan penelitian menggunakan metode kuantitatif dengan desain penjelasan kausal, dan teknik analisis data berupa Pemodelan Persamaan Struktural Berbasis Varians atau SEM-PLS dengan bantuan perangkat lunak SmartPLS versi 4. Sampel penelitian melibatkan 247 karyawan dari berbagai sektor industri di wilayah Bandung, Jawa Barat, yang dipilih melalui teknik pengambilan sampel bertingkat bertujuan. Hasil penelitian menunjukkan bahwa kepemimpinan transformasional memiliki pengaruh positif dan signifikan terhadap kinerja karyawan (β = 0,312; p < 0,001), di mana dimensi stimulasi intelektual menjadi indikator paling dominan. Selanjutnya, budaya organisasi juga terbukti berpengaruh positif dan signifikan terhadap kinerja karyawan (β = 0,427; p < 0,001), dengan dimensi adaptasi terhadap perubahan digital sebagai penjelas terkuat. Hasil pengujian efek interaksi menunjukkan bahwa budaya organisasi secara signifikan memperkuat pengaruh kepemimpinan transformasional terhadap kinerja karyawan (β = 0,185; p < 0,05). Temuan ini mengonfirmasi bahwa dalam menghadapi disrupsi digital, kepemimpinan transformasional saja tidak cukup tanpa didukung oleh budaya organisasi yang terbuka terhadap perubahan, berorientasi pada pembelajaran berkelanjutan, dan berani mengadopsi inovasi teknologi. Secara teoritis, penelitian ini memperkaya model kinerja karyawan dengan mengintegrasikan kerangka kerja disrupsi digital sebagai konteks strategis yang memperkuat hubungan variabel penelitian. Secara praktis, penelitian ini merekomendasikan kepada manajemen puncak untuk merancang program pengembangan kepemimpinan yang berfokus pada literasi digital sekaligus membangun budaya organisasi yang adaptif dan berorientasi masa depan.
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