Pengaruh Servant Leadership Terhadap Kinerja Karyawan Melalui Kepribadian Proaktif Pada Kantor Balai Besar Wilayah Sungai Brantas
DOI:
https://doi.org/10.37385/msej.v5i1.3278Keywords:
Servant Leadership, Kepribadian Proaktif, Kinerja KaryawanAbstract
Kinerja merupakan faktor penentu kesuksesan di organisasi yang signifikan. Mengingat hal ini, penting untuk mengidentifikasi faktor pendorong kinerja karyawan. Tujuan penelitian ini adalah menguji dan menganalisis pengaruh dari servant leadership dan kepribadian proaktif terhadap kinerja karyawan, serta melihat peran kepribadian proaktif sebagai pemediasi dalam hubungan servant leadership dan kinerja karyawan. Penelitian ini dilakukan pada 65 karyawan yang bekerja di Balai Besar Wilayah Sungai (BBWS) Brantas, Surabaya, Jawa Timur, yang dipilih dengan purposive sampling. Hasil penelitian ini menunjukkan bahwa servant leadership berpengaruh positif terhadap kepribadian proaktif dan kinerja karyawan. Selain itu, kepribadian proaktif yang dimiliki karyawan juga dapat meningkatkan kinerja mereka. Terakhir, penelitian ini mengonfirmasi jika kepribadian proaktif bisa mempengaruhi kinerja karyawan melalui peran mediasi dari kepribadian proaktif.
References
Ahmad, S., Islam, T., Sohal, A. S., Wolfram Cox, J., & Kaleem, A. (2021). Managing bullying in the workplace: a model of servant leadership, employee resilience and proactive personality. Personnel Review, 50(7). https://doi.org/10.1108/PR-06-2020-0470
Alikaj, A., Ning, W., & Wu, B. (2021). Proactive Personality and Creative Behavior: Examining the Role of Thriving at Work and High-Involvement HR Practices. Journal of Business and Psychology, 36(5), 857–869. https://doi.org/10.1007/s10869-020-09704-5
Brière, M., le Roy, J., & Meier, O. (2021). Linking servant leadership to positive deviant behavior: The mediating role of self-determination theory. Journal of Applied Social Psychology, 51(2). https://doi.org/10.1111/jasp.12716
Buil, I., Martínez, E., & Matute, J. (2019). Transformational leadership and employee performance: The role of identification, engagement and proactive personality. International Journal of Hospitality Management, 77, 64–75. https://doi.org/10.1016/j.ijhm.2018.06.014
Cai, D., Cai, Y., Sun, Y., & Ma, J. (2018). Linking empowering leadership and employee work engagement: The effects of person-job fit, person-group fit, and proactive personality. Frontiers in Psychology, 9. https://doi.org/10.3389/fpsyg.2018.01304
Caniëls, M. C. J., Semeijn, J. H., & Renders, I. H. M. (2018). Mind the mindset! The interaction of proactive personality, transformational leadership and growth mindset for engagement at work. Career Development International, 23(1), 48–66. https://doi.org/10.1108/CDI-11-2016-0194
Chen, Y., Ning, R., Yang, T., Feng, S., & Yang, C. (2018). Is transformational leadership always good for employee task performance? Examining curvilinear and moderated relationships. Frontiers of Business Research in China, 12(1). https://doi.org/10.1186/s11782-018-0044-8
Chiniara, M., & Bentein, K. (2016). Linking servant leadership to individual performance: Differentiating the mediating role of autonomy, competence and relatedness need satisfaction. Leadership Quarterly, 27(1). https://doi.org/10.1016/j.leaqua.2015.08.004
Chong, S. H., van Dyne, L., Kim, Y. J., & Oh, J. K. (2021). Drive and Direction: Empathy with Intended Targets Moderates the Proactive Personality–Job Performance Relationship via Work Engagement. Applied Psychology, 70(2), 575–605. https://doi.org/10.1111/apps.12240
Crant, J. M., & Bateman, T. S. (2000). Charismatic leadership viewed from above: The impact of proactive personality. Journal of Organizational Behavior, 21(1). https://doi.org/10.1002/(SICI)1099-1379(200002)21:1<63::AID-JOB8>3.0.CO;2-J
Erasmus, B., Rudansky Kloppers, S., & Strydom, J. (2020). Introduction to Business Management. Oxford University Press Southern Africa.
Faraz, N. A., Ahmed, F., Ying, M., & Mehmood, S. A. (2021). The interplay of green servant leadership, self-efficacy, and intrinsic motivation in predicting employees’ pro-environmental behavior. Corporate Social Responsibility and Environmental Management, 28(4), 1171–1184. https://doi.org/10.1002/csr.2115
Frieder, R. E., Wang, G., & Oh, I. S. (2018). Linking job-relevant personality traits, transformational leadership, and job performance via perceived meaningfulness at work: A moderated mediation model. Journal of Applied Psychology, 103(3). https://doi.org/10.1037/apl0000274
Hadi, P., & Johan, A. (2023). The effect of perceived organizational support on career commitment: The mediating role of work engagement. Calitatea, 24(196), 148-155.
Hernández-Perlines, F., & Araya-Castillo, L. A. (2020). Servant Leadership, Innovative Capacity and Performance in Third Sector Entities. Frontiers in Psychology, 11. https://doi.org/10.3389/fpsyg.2020.00290
Hoch, J. E., Bommer, W. H., Dulebohn, J. H., & Wu, D. (2018). Do Ethical, Authentic, and Servant Leadership Explain Variance Above and Beyond Transformational Leadership? A Meta-Analysis. Journal of Management, 44(2). https://doi.org/10.1177/0149206316665461
Ji, Y., & Yoon, H. J. (2021). The effect of servant leadership on self-efficacy and innovative behaviour: Verification of the moderated mediating effect of vocational calling. Administrative Sciences, 11(2). https://doi.org/10.3390/admsci11020039
Karimi, S., Ahmadi Malek, F., & Yaghoubi Farani, A. (2022). The relationship between proactive personality and employees’ creativity: the mediating role of intrinsic motivation and creative self-efficacy. Economic Research-Ekonomska Istrazivanja , 35(1). https://doi.org/10.1080/1331677X.2021.2013913
Kaya, B., & Karatepe, O. M. (2020). Does servant leadership better explain work engagement, career satisfaction and adaptive performance than authentic leadership? International Journal of Contemporary Hospitality Management, 32(6). https://doi.org/10.1108/IJCHM-05-2019-0438
Khalid, K. (2020). The Impact of Managerial Support on the Association Between Pay Satisfaction, Continuance and Affective Commitment, and Employee Task Performance. SAGE Open, 10(1). https://doi.org/10.1177/2158244020914591
Kong, Y., & Li, M. (2018). Proactive personality and innovative behavior: The mediating roles of job-related affect and work engagement. Social Behavior and Personality, 46(3), 431–446. https://doi.org/10.2224/sbp.6618
Lee, A., Lyubovnikova, J., Tian, A. W., & Knight, C. (2020). Servant leadership: A meta-analytic examination of incremental contribution, moderation, and mediation. Journal of Occupational and Organizational Psychology, 93(1). https://doi.org/10.1111/joop.12265
Liden, R. C., Wayne, S. J., Zhao, H., & Henderson, D. (2008). Servant leadership: Development of a multidimensional measure and multi-level assessment. Leadership Quarterly, 19(2). https://doi.org/10.1016/j.leaqua.2008.01.006
Muafi, M., & Johan, A. (2022). Role of remote transformational leadership on service performance: Evidence in Indonesia. Engineering Management in Production and Services, 14(4), 77-93.
Newman, A., Schwarz, G., Cooper, B., & Sendjaya, S. (2017). How Servant Leadership Influences Organizational Citizenship Behavior: The Roles of LMX, Empowerment, and Proactive Personality. Journal of Business Ethics, 145(1). https://doi.org/10.1007/s10551-015-2827-6
Ostroff, C., & Bowen, D. E. (2016). 2014 decade award invited article reflections on the 2014 decade award: Is there Strength in the construct of HR system strength? In Academy of Management Review (Vol. 41, Issue 2). https://doi.org/10.5465/amr.2015.0323
Saleem, F., Zhang, Y. Z., Gopinath, C., & Adeel, A. (2020). Impact of Servant Leadership on Performance: The Mediating Role of Affective and Cognitive Trust. SAGE Open, 10(1). https://doi.org/10.1177/2158244019900562
Shin, I., & Jeung, C. W. (2019). Uncovering the turnover intention of proactive employees: The mediating role of work engagement and the moderated mediating role of job autonomy. International Journal of Environmental Research and Public Health, 16(5). https://doi.org/10.3390/ijerph16050843
Smith, M. B., Wallace, J. C., Vandenberg, R. J., & Mondore, S. (2018). Employee involvement climate, task and citizenship performance, and instability as a moderator. International Journal of Human Resource Management, 29(4). https://doi.org/10.1080/09585192.2016.1184175
Su, F., & Zhang, J. (2020). Proactive personality and innovative behavior: A moderated mediation model. Social Behavior and Personality, 48(3). https://doi.org/10.2224/SBP.8622
Takaishi, K., Sekiguchi, K., Kono, H., & Suzuki, S. (2019). Interactive Effects of Work Autonomy and Proactive Personality on Innovative Behavior. Asian Business Research, 4(1), 6. https://doi.org/10.20849/abr.v4i1.548
Tripathi, D., Priyadarshi, P., Kumar, P., & Kumar, S. (2021). Does servant leadership affect work role performance via knowledge sharing and psychological empowerment? VINE Journal of Information and Knowledge Management Systems, 51(5), 792–812. https://doi.org/10.1108/VJIKMS-10-2019-0159
Wang, Z., Yu, K., Xi, R., & Zhang, X. (2019). Servant leadership and career success: the effects of career skills and proactive personality. Career Development International, 24(7). https://doi.org/10.1108/CDI-03-2019-0088
Ying, M., Faraz, N. A., Ahmed, F., & Raza, A. (2020). How does servant leadership foster employees’ voluntary green behavior? A sequential mediation model. International Journal of Environmental Research and Public Health, 17(5). https://doi.org/10.3390/ijerph17051792
Zhang, J., Bal, P. M., Akhtar, M. N., Long, L., Zhang, Y., & Ma, Z. (2019). High?performance work system and employee performance: the mediating roles of social exchange and thriving and the moderating effect of employee proactive personality. Asia Pacific Journal of Human Resources, 57(3), 369–395. https://doi.org/10.1111/1744-7941.12199.