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"Dalam mengembangkan suatu perusahaan, kepemimpinan selalu menjadi hal yang menuntut perhatian khusus. Suatu gaya kepemimpinan yang efektif harus dapat memfasilitasi para karyawannya untuk berkembang semaksimal mungkin. Untuk mencapai keberhasilan, perusahaan membutuhkan manajer yang dapat memimpin dengan baik, orang-orang yang memiliki kemampuan, tanggap pada bisnis dan memiliki visi ke depan. Penelitian ini bertujuan untuk menganalisa hubungan antara gaya kepemimpinan (tranformasional dan transaksional) dengan aspek yang dihasilkan oleh suatu kepemimpinan pada PT XYZ. Penelitian ini menggunakan data yang dikumpulkan dengan kuesioner sesuai rancangan Bass tahun 1995 yaitu Multifactor Leadership Questionnaire. Data yang terkumpul dari 80 orang responden kemudian diolah dengan analisa deskriptif dan analisa regresi. Hasil penelitian menunjukkan bahwa para manajer di perusahaan menerapkan gaya kepemimpinan transformasional, kepemimpinan transaksional memiliki pengaruh positif, sedangkan kepemimpinan laissez-faire memiliki pengaruh negatif terhadap efektivitas, kepemimpinan transformasional (terutama motivasi inspirasional dan pertimbangan individual) memiliki pengaruh positif terhadap usaha ekstra, dan kepemimpinan transformasional (terutama motivasi inspirasional) memiliki pendaruh positif dan kepemimpinan transaksional (terutama manajemen dengan pengecualian-aktif) memiliki pengaruh negatif dengan kepuasan pada PT XYZ.

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Leadership becomes the issue when it came to the agency development. The effective leadership has to maximize and extend the possible resources to the best performs in the agency. A successful company required successful managers to be the leaders, people with knowledge, business savvy, and a forward-thinking people.

This study observed the relationship between the leadership style (transformational and transactional) and the leadership outcome in PT XYZ. The data were collected using questionnaires, taken from Multifactor Leadership Questionnaire (MLQ - Form 5X) designed by Avolio and Bass in 1995. The data were further analyzed using descriptive based analysis and regression analysis.

The results were the managers in the company implemented transformational leadership, the transactional leadership had positive influence and laissez-faire leadership had negative significant influence with effectiveness, the transformational leadership (especially inspirational motivation and individualized consideration) had positive significant influence with extra effort, and the transformational leadership (especially inspirational motivation) had positive significant influence and the transactional leadership (especially management by exception-active) had negative significant influence with satisfaction in PT XYZ."

"Keunggulan organisasi tercermin melalui proses komunikasi organisasi yang terjadi, termasuk komunikasi yang dilakukan oleh pemimpin melalui gaya kepemimpinan tertentu. Penelitian ini bertujuan untuk menganalisis gaya kepemimpinan trasnformasional Arya Sinulingga dan bagaimana gaya kepemimpinan tersebut membentuk kompetensi komunikasi Tim SKB. Jenis penelitian yang dilakukan adalah deskriptif kualitatif yang mengacu pada paradigma post-positivistik. Hasil penelitian menunjukkan bahwa gaya kepemimpinan transformasional yang dimiliki oleh Arya Sinulingga diwujudkan melalui pemberian arahan atau instruksi kerja yang merangsang tanggung jawab dan kemandirian sebagai perkembangan profesional anggotanya, pemberian motivasi secara konstan, mendorong kolaborasi anggota, dan menyasar kinerja tingkat tinggi, inovatif, serta kreatif. Arya Sinulingga selaku pemimpin menganggap penting kompetensi komunikasi untuk dimiliki oleh anggota Tim SKB. Secara umum, anggota Tim SKB merasakan ada peningkatan pada diri masing-masing terkait dengan knowledge competency, sensitivity competency, skill competency, dan values competency berkat dukungan gaya kepemimpinan transformasional yang dimiliki oleh Arya Sinulingga. Tim SKB yang bekerja pada sektor pemerintahan yaitu Kementerian BUMN, dengan hasil kerja menyangkut masyarakat telah menghasilkan kinerja yang baik serta kompetensi komunikasi yang mumpuni, berkat komunikasi organisasi yang berjalan dikomandoi Arya Sinulingga, khususnya gaya kepemimpinan transformasional yang dimilikinya.

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Organizational excellence is reflected through the organizational communication process that occurs, including leadership communication through certain leadership styles. This study aims to analyze Arya Sinulingga's transformational leadership style and how it shapes the communication competencies of Tim SKB. This study employs descriptive qualitative method which refers to the post-positivistic paradigm. The results of the study shows that transformational leadership style possessed by Arya Sinulingga is manifested through providing direction or work instructions that stimulate responsibility and independence of Tim SKB, provide constant motivation, encourage member collaboration, and target innovative, high levels performance. Arya Sinulingga considers it is important to have communication competencies for Tim SKB. In general, the members of Tim SKB felt that there was improvement in terms of knowledge competency, sensitivity competency, skill competency, and values competency due to the support of Arya Sinulingga's transformational leadership style. As a team working in the government sector, Tim SKB has produced good performance and qualified communication competencies due to the organizational communication that runs under the command of Arya Sinulingga, especially through his transformational leadership style."

"Inovasi sangat dibutuhkan untuk mendapatkan dan mempertahankan keunggulan kompetitif organisasi. Untuk dapat meningkatkan inovasi organisasi sangat dibutuhkan peran individual dari anggotanya, terutama dalam berperilaku inovatif. Oleh karena itu, studi ini menjelaskan bagaimana transformational leadership dapat memengaruhi innovative work behavior dengan psychological capital dan knowledge sharing sebagai mediator. Studi dilakukan pada 277 karyawan PT Telkom Indonesia Tbk. Responden mengisi kuesioner untuk menilai unsur-unsur transformational leadership, psychological capital, knowledge sharing, dan innovative work behavior. Metode Structural Equation Modeling (SEM) digunakan untuk menunjukkan hubungan sebab akibat antara variabel. Hasil menunjukkan bahwa transformational leadership tidak signifikan memengaruhi innovative work behavior. Walaupun begitu, psychological capital dan knowledge sharing memediasi secara penuh pada hubungan transformational leadership dan innovative work behavior. Knowledge sharing juga memediasi secara parsial pada hubungan psychological capital dengan innovative work behavior. Oleh karena itu, peran mediasi psychological capital dan knowledge sharing sangat penting agar organisasi dapat meningkatkan innovative work behavior karyawannya.

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Innovation is very important for an organization to gain and maintain its competitive advantage. In order to increase organizational innovation, individual roles from its members are needed, especially in innovative behavior. Therefore, this study explains how transformational leadership can influence innovative work behavior with psychological capital and knowledge sharing as mediating variables. The study was conducted on 277 employees of PT Telkom Indonesia Tbk. Respondents filled out questionnaires to assess the elements of transformational leadership, psychological capital, knowledge sharing, and innovative work behavior. The Structural Equation Modeling (SEM) method was used to show a causal relationship between variables. The results showed that transformational leadership did not significantly affect innovative work behavior. Even so, psychological capital and knowledge sharing fully mediated the transformational leadership and innovative work behavior relationship. Knowledge sharing also partially mediated the relationship between psychological capital and innovative work behavior. Therefore, the roles of psychological capital and knowledge sharing mediation were very important so that the organization can improve the innovative work behavior of its employees."

"Penelitian ini bertujuan untuk mengetahui pengaruh kepemimpinan transformasional terhadap komitmen keorganisasian pada PT Cahaya Sakti Furintraco. Dimensi yang dipakai dalam variabel kepemimpinan transformasional berdasarkan teori Bass Avolio 2004 yaitu inspirational motivation idealized influence intellectual stimulation dan individual consideration. Sedangkan dimensi komitmen keorganisasian menggunakan teori Allen Meyer 1997 yaitu affective commitment dan normative commitment. Pendekatan yang dilakukan adalah pendekatan kuantitatif dengan metode survey menggunakan teknik total sampling yaitu 48 responden dengan kriteria karyawan tetap non manajerial dengan masa kerja minimal 5 tahun pada Kantor Pusat PT Cahaya Sakti Furintraco. Analisis kuantitatif digunakan dengan menggunakan uji regresi linear sederhana Hasil penelitian menunjukkan bahwa ditemukan adanya pengaruh yang signifikan antara kepemimpinan transformasional terhadap komitmen keorganisasian.

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This study aimed ti examine the influence of transformational leadership towards organizational commitment at PT Cahaya Sakti Furintraco. In this study the inspirational motivation idealized influence intellectual stimulation and individual consideration are used as the dimension of transformational leadership Bass Avolio 2004. While the affective commitment and normative commitment are used as dimension of organizational commitment Allen Meyer 1997. This study used quantitative approach with survey method that used total sampling technique which held 48 respondent with minimum 5 years of service and non managerial at Head Office PT Cahaya Sakti Furintraco. The data were analyzed by using simple regression method. The result of this study found a significant relationship between transformational leadership and organizational commitment."

"Penelitian ini bertujuan untuk menguji dan memahami pengaruh transformational leadership terhadap individual work performance pada pekerja milenial dengan mempertimbangkan pengaruh mediasi dari career adaptability, perceived career success, dan job embeddedness. Data penelitian dikumpulkan dengan menggunakan media kuesioner daring dari 331 pekerja milenial di seluruh Indonesia dengan masa kerja di tempat kerja nya saat ini minimal satu tahun. Pengolahan data dilakukan dengan metode structural equation modeling (SEM) yang menunjukkan hasil bahwa transformational leadership tidak memiliki hubungan langsung terhadap individual work performance, namun memiliki pengaruh tidak langsung dengan individual work performance melalui mediasi dari career adaptability, perceived career success, dan job embeddedness. Penelitian ini menunjukkan bahwa transformational leadership saja tidak cukup untuk meningkatkan individual work performance dari pekerja milenial. Pekerja milenial perlu memiliki tingkat career adaptabilityy, perceived career success, dan job embeddedness yang cukup untuk dapat terdorong dalam meningkatkan individual work performance nya.

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This study aims to discuss and understand the effect of transformational leadership on individual work performance, taking into account the mediating role of career adaptability, perceived career success, and job embeddedness. The data were collected using an online questionnaire from 331 millennial workers who have worked for at least one year in their current workplace throughout Indonesia. Data analyzed using the structural equation modeling (SEM) method which showed that transformational leadership doesn’t have a direct relationship with individual work performance, but have an indirect effect on individual work performance via the mediation of career adaptability, perceived career success, and job embeddedness. This study indicates that transformational leadership is not enough to improve the individual work performance of millennial workers. Millennial workers need to have a sufficient level of career adaptability, perceived career success, and job embeddedness to be encouraged to improve their individual work performance.

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"Dengan perkembangan tren pasar yang dapat bergitu cepat berubah, perusahaan membutuhkan karyawan yang dapat menunjukkan perilaku bersuara untuk menjaga stabilitas, menginisiasi perubahan di perusahaan serta memperbaiki kekurangan mereka untuk dapat tetap kompetitif dengan para pesaingnya. Untuk itu, studi ini mengusulkan bahwa transformational leadership sebagai faktor eksternal dan proactive personality sebagai faktor internal yang mungkin dapat mempengaruhi praktik employee voice behavior dalam perusahaan dengan dimediasi psychological safety. Data dikumpulkan dari 302 karyawan yang bekerja di perusahaan yang bergerak di bidang penyedia layanan akomodasi serta makanan dan minuman. Dampak langsung, tidak langsung, dan total pengaruh dari transformational leadership dan proactive personality yang dimediasi oleh psychological safety diuji dengan structural equation modeling. Hasil penelitian menunjukkan bahwa transformational leadership dan proactive personality memiliki dampak langsung dan tidak langsung yang signifikan melalui psychological safety terhadap employee voice behavior. Saran implikasi termasuk mengintegrasikan dimensi transformational leadership, pembentukan karakter karyawan serta menciptakan lingkungan kerja yang aman bagi psikologis karyawan.

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With the market development trends that can change so quickly, companies need employees who can demonstrate voice behavior to maintain stability, initiate changes in the company and improve their deficiencies to be able to stay competitive with their competitors. For this reason, this study proposes that transformational leadership as an external factor and proactive personality as an internal factor may influence the practice of employee voice behavior in companies mediated by psychological safety. Data was collected from 302 employees who work in companies engaged in providing accommodation and food and beverage services. The direct, indirect, and total effects of transformational leadership and proactive personality mediated by psychological safety were tested using structural equation modeling. The results of the study show that transformational leadership and proactive personality have significant direct and indirect impacts through psychological safety on employee voice behavior. The suggested implications include integrating the dimensions of transformational leadership, building employee character and creating a safe work environment for employees' psychology."

"[ABSTRAKPenelitian ini dilakukan untuk melihat hubungan antara kepemimpinantransformasional kepala sekolah dan kinerja guru. Pengukuran kinerjamengunakan alat ukur yang diadaptasi dari dimensi Campbell (2012) yangdikembangkan oleh Ratdityas (2013) dan pengukuran kepemimpinantransformasional menggunakan alat ukur Multi Level Questionere Form 5x (MLQ5x) yang dikembangkan oleh Bass dan Riggio (2005). Partisipan penelitian iniadalah guru-guru yang mengajar di sekolah negeri di beberapa kota di Indonesia.Total partisipan dalam penelitian ini berjumlah 172 orang guru. Hasil penelitianini menunjukkan terdapat hubungan yang signifikan antara kepemimpinantransformasional kepala sekolah dan kinerja guru.ABSTRACTThis study was conducted to examine the relationship between transformationalleadership of principals and teacher performance. The measurement ofperformance is using measurement tool adapted from the dimensions of Campbell(2012) developed by Ratdityas (2013) and the measurement of transformationalleadership is using Multi Level Questionere Form 5x (MLQ 5x) instrumentdeveloped by Bass and Riggio (2005). The total participants in this study were172 teachers. The results of this study showed a significant relationship betweentransformational leadership of principals toward teacher performanc;This study was conducted to examine the relationship between transformationalleadership of principals and teacher performance. The measurement ofperformance is using measurement tool adapted from the dimensions of Campbell(2012) developed by Ratdityas (2013) and the measurement of transformationalleadership is using Multi Level Questionere Form 5x (MLQ 5x) instrumentdeveloped by Bass and Riggio (2005). The total participants in this study were172 teachers. The results of this study showed a significant relationship betweentransformational leadership of principals toward teacher performanc, This study was conducted to examine the relationship between transformationalleadership of principals and teacher performance. The measurement ofperformance is using measurement tool adapted from the dimensions of Campbell(2012) developed by Ratdityas (2013) and the measurement of transformationalleadership is using Multi Level Questionere Form 5x (MLQ 5x) instrumentdeveloped by Bass and Riggio (2005). The total participants in this study were172 teachers. The results of this study showed a significant relationship betweentransformational leadership of principals toward teacher performanc]"

"Tujuan dari penelitian ini adalah untuk mengetahui apakah transformational leadership, innovative work behavior, dan team dynamics dapat mempengaruhi team performance pada perusahaan sekuritas di Indonesia. Pengumpulan data dilakukan melalui kuesioner kepada pimpinan satuan kerja atau unit kerja pada perusahaan-perusahaan sekuritas di Indonesia dan telah menerapkan kebijakan remote working dalam 3 (tiga) tahun terakhir. Selanjutnya, data dari kuesioner diolah serta dianalisis menggunakan Structural Equation Modelling (SEM) untuk menguji kecocokan model secara keseluruhan dan menguji hubungan sebab-akibat antar variabel. Sejumlah 233 pimpinan satuan unit kerja dari perusahaan sekuritas yang telah menerapkan kebijakan remote working dalam kurun waktu 3 tahun terakhir yang digunakan sebagai sampel dalam penelitian ini. Dari hasil penelitian ditemukan bahwa team performance pada perusahaan sekuritas di Indonesia dipengaruhi oleh innovative work behavior dan team dynamics. Namun, transformational leadership tidak dapat secara langsung mempengaruhi team performance. Berdasarkan hasil tersebut, dapat disimpulkan bahwa jenis kepemimpinan transformational leadership dapat mempengaruhi innovative work behavior dan team dynamics. Lebih jauh lagi, innovative work behavior dan team dynamics menjadi faktor yang dapat mempengaruhi team performance. Artinya, untuk dapat mempertahankan serta meningkatkan kinerja pada lingkungan yang bekerja secara remote working, diperlukan koordinasi tim serta inovasi dari masing-masing satuan kerja untuk dapat menyesuaikan dengan perubahan lingkungan kerja yang pada awalnya dilakukan secara tatap muka menjadi daring. Untuk memicu kedua hal tersebut, salah satu jenis kepemimpinan yang dapat mempengaruhi tingkat inovasi dan koordinasi selama bekerja secara daring adalah transformational leadership

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The purpose of this study is to determine whether transformational leadership, innovative work behavior, and team dynamics can affect team performance in securities companies in Indonesia. Data collection is done through a questionnaire to the head of the work unit or work unit at securities companies in Indonesia and has implemented a remote working policy in the last 3 (three) years. Furthermore, the data from the questionnaire was processed and analyzed using Structural Equation Modeling (SEM) to test the overall fit of the model and to examine the causal relationship between variables. A total of 233 heads of work units from securities companies who have implemented remote working policies in the last 3 years were used as samples in this study. From the results of the study it was found that team performance at securities companies in Indonesia was influenced by innovative work behavior and team dynamics. However, transformational leadership cannot directly affect team performance. Based on these results, it can be concluded that the type of transformational leadership can affect innovative work behavior and team dynamics. Furthermore, innovative work behavior and team dynamics are faktors that can affect team performance. This means that to be able to maintain and improve performance in a virtual or remote working environment, team coordination and innovation from each work unit are needed to be able to adapt to changes in the work environment which was initially carried out face-to-face to online. To trigger these two things, one type of leadership that can affect the level of innovation and coordination while working online is transformational leadership."

"Proyek konstruksi telah diidentifikasi sebagai salah satu proyek yang paling sulit keberhasilannya, karena perlu memimpin orang - orang secara efektif untuk mencapai kesuksesan sebuah organisasi. Kurangnya pemimpin yang berpengaruh dan mengelola hubungan dengan lebih baik terhadap anggota tim dan stakeholders dalam proyek konstruksi masih sangat kurang sehingga produktivitas dalam proyek konstruksi masih sangat rendah, serta munculnya macam-macam penyimpangan manajemen dan kegagalan proyek di sektor kontruksi, sehingga diperlunya pemimpin untuk mengelola proyek dan anggota tim secara efektif. Dengan demikian, perlu untuk menguji pengaruh kepemimpinan transformasional dan soft skills pada manajer proyek terhadap project success factors di Indonesia, dengan melakukan survey kuantitatif kepada profesional proyek konstruksi di Indonesia, dan akan diolah dan dianalisis dengan metode Structural Equation Modeling (SEM).

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Construction projects have been identified as one of the most difficult projects to succeed, because they need to lead people effectively to achieve the success of an organization. The lack of influential leaders and the relationship management with team members and stakeholders makes productivity in construction projects is very low, and the emergence of various types of management deviations and project failures in the construction sector have emphasized the needs effective leaders to effectively manage projects and team members. Thus, it is necessary to examine the effect of transformational leadership and soft skills in project manager for project success factors in Indonesia, by conducting a quantitative survey of construction professional minimum with supervisor position and 3 years experiences in construction industry inside Indonesia. Data which already collected will be processed and analyzed using the Structural Equation Modeling (SEM)."