Hubungan antara kepemimpinan transformasional dengan employee engagement di PT. ICS (Istana Cipta Sembada) Banyuwangi

Ulfa, Nadhia Maria (2013) Hubungan antara kepemimpinan transformasional dengan employee engagement di PT. ICS (Istana Cipta Sembada) Banyuwangi. Undergraduate thesis, Universitas Islam Negeri Maulana Malik Ibrahim.

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Abstract

INDONESIA:

Organisasi tidak hanya membutuhkan orang memiliki intelektual tinggi, tetapi organisasi juga membutuhkan orang yang memiliki engagement tinggi yaitu berkomitmen, loyalitas tinggi terhadap pekerjaan dan organisasi, serta bertanggung jawab dan dapat bekerja sama dalam tim yang solid. Employee engagement merupakan sebuah rasa kepemilikian yang dimiliki karyawan terhadap perusahaan dan keterlibatan yang penuh karyawan terhadap tercapainya tujuan organisasi. Employee engagement dapat dibangun melalui kepemimpinan transformasional. Kepemimpinan transformasional yaitu kepemimpinan yang mempengaruhi, memotivasi dengan penuh inspirasi, menstimulasi intelektual dan memberikan perhatian secara individu kepada bawahan agar berbuat lebih dari yang diharapkan.

Adapun tujuan dari penelitian ini yaitu pertama untuk mengetahui tingkat employee engagement di PT ICS, kedua untuk mengetahui tingkat kepemimpinan transformasional di PT ICS, dan ketiga untuk membuktikan hubungan antara kepemimpinan transformasional dengan employee engagement di PT ICS.

Penelitian ini menggunakan pendekatan kuantitatif dan menggunakan desain penelitian korelasi. Subjek yang menjadi objek penelitian ini yaitu karyawan PT ICS yang berjumlah 148. Terdapat dua variabel yang diukur yaitu kepemimpinan
transformasional.

Dari hasil penelitian diperoleh data kepemimpinan trasnformasional berada pada kategori sedang yakni 72% atau 106 orang, kategori tinggi yakni 15% atau 22 orang, dan kategori rendah sebesar 13% atau 20 orang. Sedangkan employee engagement berada pada kategori sedang yaitu 69% atau 102 orang, tinggi sebesar 18% atau 26 orang, dan rendah yaitu 13 % atau 20 orang. Hasil analisa data kedua variabel tersebut yaitu terdapat hubungan yang signifikan antara kepemimpinan transformasional dengan employee engagement. Hal ini ditunjukkan dengan koefisien R xy yang positif sebesar 0.652 dengan signifikansi yaitu p (0,000) < 0.05. Adapun daya prediksi atau sumbangan efektif kepemimpinan transformasional terhadap employee engagement ditunjukkan dengan koefisien determinan R² = 0.425 yang artinya terdapat 42,5% employee engagement ditentukan oleh kepemimpinan transformasional. Hal ini dapat diartikan bahwasemakin tinggi kepemimpinan transformasional yang diterapkan pemimpin makasemakin tinggi pula employee engagement.

ENGLISH:

Organizations not only need people who have the intellectual high, but organizations also need people who have a high engagement is committed, loyalty to the job and organization, as well as responsible and able to work together in a solid team. Employee engagement is a sense of ownership that employees of the company and the full engagement of employees to achieve organizational goals. Employee engagement can be built through transformational leadership style. Transformational leadership is a leadership style influence, motivational inspirational, intellectually stimulating, and give individual attention to subordinates in order subordinates to do more than expected.

The purpose of this research is the first to determine the level of employee engagement in PT ICS, both to determine the level of transformational leadership in PT ICS, and third to prove the relationship between transformational leadership with employee engagement in PT ICS

This study used a quantitative approach and using correlation research design. Subject of the research object, namely PT ICS numbering 148. There are two variables that measured employee perceptions of transformational leadership (independent variable) and employee engagement (the dependent variable) Instruments used in data collection scale is the scale of transformational leadership, amounting to 45 items and employee engagement scale, amounting to 25 items. The scale was measured using a Likert scale and analyzed using regression of analysis.

From the result of research is obtained trasnformasional employee perceptions of leadership are in the middle category is 72% or 106 people, a category which is 15% higher or 22 people, and low categories by 13% or 20 people. While the employee engagement in middle category is 69% or 102 people, the high category by 18% or 26 people, and low categories is 13% or 20 people. The results of analysis of the data obtained that there is a significant positive relationship between transformational leadership with employee engagement. This is indicated by a positive coefficient rxy of 0652 with p (0,000)> 0.05. The predictive power or effective contribution of transformational leadership on employee engagement shown by the determinant coefficient R ² = 0.425, which means there is a 42.5% employee engagement is determined by transformational leadership. This may imply that, the higher the leader transformational leadership applied, so the employee engagement also will be higher.

Item Type: Thesis (Undergraduate)
Supervisor: Arifin, Zainul
Keywords: Kepemimpinan Transformasional; Employee Engagement; Transformational Leadership
Subjects: 17 PSYCHOLOGY AND COGNITIVE SCIENCES > 1701 Psychology > 170107 Industrial and Organisational Psychology
Departement: Fakultas Psikologi
Location: 170107
Depositing User: Ratih Novitasari
Date Deposited: 08 Sep 2015 04:02
Last Modified: 08 Sep 2015 04:02
URI: http://etheses.uin-malang.ac.id/id/eprint/1816

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