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"ABSTRAK

Penelitian ini bertujuan untuk mengetahui bagaimana tingkat organizational citizenship behavior, kepercayaan anggota, perceived organizational support, leader member exchange, dan perilaku kepemimpinan pada dua tingkat kepemimpinan yang berbeda. Penelitian ini juga ingin mengetahui apakah perceived organizational support memediasi hubungan antara perilaku kepemimpinan top management team dan kepercayaan anggota terhadap top management team dan apakah leader member exchange memediasi hubungan antara kepemimpinan supervisor dengan kepercayaan anggota terhadap supervisor. Serta apakah ada perbedaan antara pengaruh kepercayaan anggota terhadap top management team dan pengaruh kepercayaan anggota terhadap supervisor ke organizational citizenship behavior. Responden penelitian adalah 330 staff Badan Eksekutif Mahasiswa (BEM) di Universitas Indonesia. Hasil penelitian menunjukkan hampir semua variabel laten yang ada termasuk kategori tinggi dan hanya variabel kepercayaan anggota terhadap top management team dan perceived organizational support yang termasuk kategori sedang. Hasil penelitian ini juga menunjukan ada perbedaan antara pengaruh kepercayaan anggota terhadap top management team dan pengaruh kepercayaan anggota terhadap supervisor ke organizational citizenship behavior.

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ABSTRACT

This study aims to determine the level of organizational citizenship behavior, member trust to top management team and supervisor, perceived organizational support, leder-member exchange, and dual level leadership behavior. This research also want to know whether perceived organizational support mediates the relationship between the top management leadership behavior and members trust to top management team and whether leader member exchange mediates the relationship between supervisor leadership behavior and member trust to supervisor. Furthermore, this reserach want to know whether there is an evidence that the effect of member trust to supervisor to organizational citizenship behaviour is difference with the effect of member trust to top management team to organizational citizenship behavior. The respondents were 330 staffs of Badan Eksekutif Mahasiswa (BEM) in University of Indonesia. The results showed that all variables are in high category except the top management team leadership behavior and perceived organizational support variables which in middle category. The result also showed that there is an evidence that there is a difference between the effect of member trust to supervisor to organizational citizenship behavior and the effect of member trust to top management team to organizational citizenship behavior.

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"ABSTRACTIn today?s challenging and turbulent world, strategic management prescribesorganizations to develop resources and capabilities in order to gain competitiveadvantage. The central question has been how to find ways and means to improve theperformance of the organization. Among many capabilities which could be developedby the organization, the ability of the leaders to motivate and/or inspire members oftheteam and/or workers to perform in their jobs and beyond the scope of their jobs, isbeing researched here.This dissertation studies how leadership by focusing at the bottom level of theorganization and by using various influence tactics, can create OrganizationalCitizenship Behavior among the employees; in so doing, it could increase the overallperformance of the organization. The research is done in a Indonesian entity, a publiclylisted distribution company of a large pharmaceutical business group, operating through40 branches across Indonesia, from Banda Aceh to J ayapura. The target population forresearch is 460 marketing Eelds and staff members of the company, who have filled-insome comprehensive questionnaires.The research combines and extends three existing theories, the Leader-Member(LMX) Theory, the lntluence Theory, and the Organizational Citizenship Behavior(OCB) Theory. It also utilized eleven (11) influence tactics, and the OCB related to theorganization. The dissertation contirms this new extension of theories by demonstratingthe existence of the linkages (or mediations) between various variables of the model. Ithas tested fifteen (15) sets of hypotheses. Most of the hypotheses have been confirmedand the relationships between the variables are signiiicant.Throughout the research, it was found that some speciitic iniluenee tactics(inspirational appeal, personal appeal, consultation, collaboration, rational, appraising,ingratiation, exchange or legitimation) are the most effective tactics used by the leadersto motivate the subordinates performing in their jobs, and beyond the scope of theirjobs (OCR). The subordinates may help their colleagues; they may participate in manysocial or informal activities beneficial to the organization culture; they may try toprotect the assets or properties of the organization, etc. With such an extraordinaryperformance, they will contribute in their aggregate efforts to increase the level ofperformance of the company as a whole. Other influence tactics such as coalition andpressure do not develop OCB.Equally important, it was demonstrated empirically that the ranking of OCB-Organjzation Indexes is significantly correlated with the ranking of Total Sales of the40 business units. It means that OCB-Organization can create high Total Sales, andtherefore high organization performance.The contribution to the advancement of strategic management are (1) a newextension of theories by combining three existing theories, (2) the practicalimplementation of the Endings of this research in the day to day leadership andmanagement of a business organization, with focus at the bottom level, (3) the firsttime application of such model in Indonesia, and (4) the opportunity to generalize theapplication of the extension of theories, leading to a possible new theory to be called?LMX-Organization Perfomance Theory?, and further practical implications, the resultof which would contribute meaningfully to the improvement in the quality ofmanagement of organizations."

"Penelitian ini menggunakan pendekatan kuantitatif. Data dikumpulkan melalui kuesioner dan wawancara mendalam. Responden dalam penelitian ini adalah Pegawai Negeri Sipil fungsional di Lembaga Penerbangan dan Antariksa Nasional. Penelitian ini menggunakan Transformational Leadership Behaviour Inventory TLI untuk mengukur kepemimpinan transformational, lalu untuk mengukur kecerdasan emosional menggunakan kuesioner baku dari Daniel Goleman, dan OCB scale dengan 5 dimensi utama dari Podsakoff untuk mengukur OCB. Jumlah responden dalam penelitian ini adalah 221 dari keseluruhan jumlah karyawan PNS jabatan fungsional pada divisi peneliti. Hasil dari penelitian ini menunjukkan bahwa kepemimpinan transformational dan kecerdasan emosional secara simultan berpengaruh signifikan terhadap organizational citizenship behavior. Kecerdasan emosional secara parsial berpengaruh signifikan terhadap organizational citizenship behavior. Namun kepemimpinan transformational secara parsial tidak berpengaruh signifikan terhadap organizational citizenship behavior. Hal ini disebabkan oleh: 1 terdapat faktor lain yang lebih mempengaruhi organizational citizenship behavior salah satunya adalah kepemimpinan transaksional karena kepemimpinan transaksional mempertimbangkan perilaku extra role maupun in role para bawahannya, hal tersebut menyebabkan bawahan akan menunjukkan kinerja OCB-nya, 2 perlu mempertimbangkan supaya kecerdasan emosional menjadi variabel mediasi antara kepemimpinan transformational dengan organizational citizenship behavior sehingga pengaruh kepemimpinan transformational terhadap OCB dapat dirasakan secara tidak langsung melalui kecerdasan emosional. Kata kunci: kepemimpinan transformational, kecerdasan emosional, organizational citizenship behavior

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This study uses quantitative approach. Data collected through questionnaire and in depth interview. Respondent in this study is functional civil service at National Institute of Aeronautics and Space. This study utilize the Transformational Leadership Behavior Inventory TLI to measure transformational leadership, to measure emotional intelligence this research utilize the questionnaire from Daniel Goleman, and utilize OCB scale with 5 main dimensions from Podsakoff to utilize OCB. Total respondent of this study is 221 respondent from all civil service at research division. The result of this study found that transformational leadership and emotional intelligence significantly impact on organizational citizenship behavior. Partially emotional intelligence significantly impact on organizational citizenship behavior while transformational leadership partially has no impact on organizational citizenship behavior because of 1 any other factor that are more directly influence on organizational citizenship behavior one of which is transactional leadership because it considers extra role and in role from the followers, that makes the follower show organizational citizenship behavior rsquo s performance, 2 it needs to consider so that emotional intelligence becomes a mediation variable between transformational leadership and organizational citizenship behavior so the impact of transformational leadership on organizational citizenship can be seen through emotional intelligence Key words transformational leadership, emotional intelligence, organizational citizenship behavior "

"Pelayanan berkualitas tinggi merupakan peluang bagi dealer untuk bersaing di industri alat berat yang saat ini kompetitif. Oleh karena itu, menjaga kepuasan pelanggan setia tetap menjadi prinsip bisnis yang vital dalam industri ini. Kualitas pelayanan akan ditentukan oleh peran penting dari gaya kepemimpinan. Para peneliti telah menyampaikan tentang hubungan antara gaya kepemimpinan yang dimediasi oleh customer oriented-organizational citizenship behavior (CO-OCB) mempengaruhi perilaku kualitas layanan, sementara yang lain berpendapat bahwa CO-OCB meningkat secara signifikan dengan adanya mediasi trust in leaders (TIL). Dalam penelitian ini peneliti menggunakan model paternalistic leadership Indonesia (PLI) dan model employee service quality (ESQ) untuk mengeksplorasi pengaruh gaya kepemimpinan pada kualitas layanan melalui CO-OCB dan TIL sebagai mediator. Untuk membuktikan hipotesis yang telah dirumuskan digunakan Pemodelan Persamaan Struktural (SEM) untuk pengolahan data dan juga pendekatan Multisample, yang dilakukan dengan menyebarkan kuisioner pada 1.700 karyawan melalui HR manager dan berkomunikasi langsung terhadap sebagian karyawan yang bekerja seluruh cabang operational sebuah dealer alat berat di Indonesia, sekaligus melihat pengaruh kepemimpinan paternalistik pada kualitas layanan karyawan. Studi ini ingin mengungkapkan bahwa pada industri alat berat, pengaruh paternalistic leadership Indonesia pada customer oriented-organizational citizenship behavior yang dimediasi sebagian oleh trust in leaders akan mempengaruhi employee service quality. Selain itu melalui pendekatan multisample dibuktikan bahwa sektor bisnis tidak mempengaruhi semua pengaruh variabel dependen terhadap variabel independen dalam model penelitian.  

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High quality service is an advantage for dealers to compete in today's competitive heavy equipment industry. Therefore, maintaining the satisfaction of loyal customers remains a vital business principle in this industry. Service quality will be determined by the important role of leadership style. Researchers have conveyed about the relationship between leadership style mediated by customer oriented-organizational citizenship behavior (CO-OCB) affecting service quality behavior, while others argue that CO-OCB increases significantly with trust in leaders (TIL) mediation. In this study, the researchers used the paternalistic leadership Indonesia (PLI) model and the employee service quality (ESQ) model to explore the influence of leadership style on service quality through CO-OCB and TIL as mediators. To prove the hypothesis that has been formulated, Structural Equation Modeling (SEM) is used for data processing and also the Multisample approach, which is carried out by distributing questionnaires to 1,700 employees through the HR manager and communicating directly with some employees who work in all operational branches of a heavy equipment dealer in Indonesia, while looking at the influence of paternalistic leadership on the quality of employee service. This study wants to reveal that in the heavy equipment industry, the influence of Indonesia's paternalistic leadership on CO-OCB which is partially mediated by trust in leaders affect employee service quality. In addition, through the multisample approach, it is proven that the business sector does not affect all the effects of the dependent variable on the independent variables in the research model"

"Penelitian ini bertujuan untuk mengetahui pengaruh employee engagement dan servant leadership terhadap organizational citizenship behavior dengan mediasi organizational commitment. Data dikumpulkan melalui kuesioner dan dianalisis menggunakan Structural Equation Modeling. Sejumlah 353 (tiga ratus lima puluh tiga) pegawai Sekretariat Jenderal Kementerian Keuangan berpartisipasi menjadi sampel penelitian. Hasil penelitian ini menunjukkan bahwa employee engagement, servant leadership, dan organizational commitment berpengaruh positif terhadap organizational citizenship behavior. Selanjutnya, employee engagement memiliki pengaruh positif terhadap organizational commitment sedangkan servant leadership tidak memiliki pengaruh terhadap organizational commitment. Diperoleh hasil pula bahwa organizational commitment memediasi antara employee engagement terhadap organizational citizenship behavior dengan sifat mediasi parsial, namun organizational commitment tidak memediasi antara servant leadership terhadap organizational citizenship behavior. Hasil penelitian ini dapat dijadikan dasar dalam memberikan implikasi manajerial untuk praktik manajemen yang dapat dijalankan organisasi dalam mengidentifikasi permasalahan dan menerapkan solusi yang berkaitan dengan variabel-variabel dalam penelitian serta mengelaborasi faktor yang dapat meningkatkan organizational citizenship behavior yang secara paralel juga dapat meningkatkan kinerja dari organisasi.

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This research aims to determine the influence of employee engagement and servant leadership on organizational citizenship behavior with the mediation of organizational commitment. Data was collected through questionnaires and analyzed using Structural Equation Modeling. A total of 353 (three hundred and fifty three) employees of the Secretariat General of the Ministry of Finance participated as research samples. The results of this research show that employee engagement, servant leadership, and organizational commitment have a positive effect on organizational citizenship behavior. Furthermore, employee engagement has a positive influence on organizational commitment, while servant leadership has no influence on organizational commitment. The results also obtained that organizational commitment mediates between employee engagement and organizational citizenship behavior with partial mediation properties, but organizational commitment does not mediate between servant leadership and organizational citizenship behavior. The results of this research can be used as a basis for providing managerial implications for management practices that organizations can carry out in identifying problems and implementing solutions related to the variables in the research as well as elaborating on factors that can improve organizational citizenship behavior which in parallel can also improve organizational performance."

"Penelitian ini bertujuan untuk menganalisis hubungan antara transformational leadership, affective commitment dan organizational citizenship behavior terhadap job performance pada karyawan yang bekerja di perusahaan retail. Penelitian ini, dengan pendekatan positivis, menggunakan metode kuantitatif untuk mengumpulkan data primer dan menerapkan teknik purposive sampling. Sampel yang digunakan dalam penelitian ini diperoleh melalui 380 karyawan dari sektor retail yang beroperasi di wilayah Jabodetabek. Dalam menguji hipotesis dan memahami hubungan antar variabel, pengelolaan data dilakukan menggunakan perangkat lunak Lisrel dengan metode Structural Equation Modeling (SEM). Dari hasil penelitian, ditemukan bahwa penerapan transformational leadership di tempat kerja berkontribusi langsung pada peningkatan komitmen dan mendukung timbulnya perilaku diskresioner karyawan. Namun, tidak ditemukan pengaruh langsung pada job performance. Perbedaan dalam konteks dan budaya merupakan beberapa faktor yang menjelaskan bagaimana transformational leadership memengaruhi job performance. Tujuan dari penelitian ini adalah untuk mengeksplorasi hubungan antara transformational leadership dan job performance dalam konteks perusahaan retail yang beroperasi di era digital. Penelitian ini juga mempertimbangkan peran affective commitment dalam menilai sejauh mana karyawan merasa terikat pada perusahaan serta organizational citizenship behavior sebagai indikator tingkat perilaku diskresioner yang dapat memberikan wawasan bagi manajemen sumber daya manusia di perusahaan maupun organisasi secara keseluruhan.

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This study aims to analyze the relationship between transformational leadership, affective commitment, and organizational citizenship behavior towards job performance among employees working in retail companies. This research, employing a positivist approach, utilizes quantitative methods to collect primary data and applies purposive sampling techniques. The sample for this study was obtained from 380 employees in the retail sector operating in the Jabodetabek area. In testing hypotheses and understanding the relationship between variables, data management is conducted using Lisrel software with Structural Equation Modeling (SEM) methodology. From the research findings, it is found that the implementation of transformational leadership in the workplace directly contributes to increased commitment and supports the emergence of discretionary behavior among employees. However, no direct influence is found on job performance. Differences in context and culture are some factors explaining how transformational leadership affects job performance. The aim of this study is to explore the relationship between transformational leadership and job performance in the context of retail companies in digital era. This research also considers the role of affective commitment in assessing the extent to which employees feel attached to the company and organizational citizenship behavior as an indicator of the level of discretionary behavior that can provide insights for human resource management in companies and organizations as a whole."

"PNS adalah pekerjaan yang diperlukan dalam jangka waktu yung lama dan menyangkut keperluan orang banyak (publik), sehingga dibutuhkan tingkat motivasi pelamar publik (PSM) yang tinggi. Tingkat PSM yang tinggi akan menunjukkan prestasi kerja yang berarti dalam berbagai pekerjaan yang berhubungan dengan keadilan sosial, kesetiaan kepada negara, dan program sosial kemasyarakatan (Organizational Citizenship Behavior OCB) adalah perilaku karyawan yang melebihi tugas yang telah ditetapkan. Perilaku OCB di sektor publik diharapkan dupat meningkatkan keaktivan organisasi dan kinerja organisasi sektor Instansi Pemerintah sebagai lembaga yang dituntut untuk bisa memberikan excellent services dituntut untuk bisa lebih meningkatkan kinerjanya. Selain public service motivation dan OCB pengaruh kepuasan kerja dan transfomational leadership terhadap organisasi sektor publik sangat diperlukan, dimana transformational mendorong keryawan untuk bekerja lebih keras, meningkatkan produktifitas, memiliki moril kerja serta kepuasan kerja yang lebih tinggi, meninggikan efektifitas organisasi, meminimalkan perputaran karyawan, menurunkan tingkat ketidakhadiran, dan memiliki kemampuan menyesuaikan diri secara organisasional yang lebih tinggi. Kepuasan kerja seharusnya menjadi faktor penentu utama dari perilaku kewargaan organisasi (Organizational Citizenship Bchavior OCB) seorang karyawan. Dalam penelitian ini penulis ingin melihat mengenai penyaruh Transformational Leadership, Public Service Motivation (PSM) terhadap Organizational Citizen Behaviour (OCB) yang dimediasi adalah kepuasan kerja. "

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Studi tentang pengaruh penerapan gaya kepemimpinan transformasional oleh pimpinan perusahaan terhadap motivasi, prilaku kerja dan kinerja karyawan terus berkembang akhir-akhir ini. Namun demikian, masih sedikit studi yang mengkaji faktor-faktor yang memediasi hubungan tersebut, termasuk faktor psychological empowerment yang dimiliki oleh karyawan. Tujuan studi ini adalah untuk mengakaji pengaruh penerapan gaya kepemimpinan transformasional yang ditunjukan oleh seorang Direktur Utama/CEO terhadap tingkat organizational citizenship behavior karyawan dan juga pencapaian kinerja karyawan yang dimediasi oleh tingkat psychological empowerment karyawan.  Penelitian ini menggunakan teknik structural equation model (SEM) dengan melibatkan 116 responden, yang merupakan seluruh karyawan pada sebuah perusahaan manufaktur elektrifikasi transportasi di Indonesia. Hasil studi menunjukkan bahwa seorang pemimpin yang mampu menerapkan gaya kepemimpinan transformasional berpengaruh positif terhadap tingkat psychological empowerment karyawan. Karyawan yang merasa memiliki psychological empowerment tinggi berpengaruh positif terhadap tingginya tingkat organizational behavior citizenship karyawan, dan juga berpengaruh positif terhadap tingginya pencapaian kinerja (task performance) karyawan tersebut dalam menjalankan tugas dan tanggung jawabnya di perusahaan. Oleh karena itu, penelitian ini juga dapat membuktikan bahwa tingkat psychological empowerment karyawan memediasi hubungan antara kemampuan pimpinan perusahaan menerapkan gaya kepemimpinan transformational dengan tingginya tingkat organizational citizenship behavior, serta tingginya tingkat pencapaian kinerja (task performance) yang ditunjukkan oleh karyawan.

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Studies on the influence of the application of transformational leadership style by company leaders on motivation, work behavior and employee performance continue to grow recently. However, there are still few studies that examine the factors that mediate the relationship, including psychological empowerment factors owned by employees. The purpose of this study is to assess the effect of the application of transformational leadership style shown by a President Director/CEO on the level of organizational citizenship behavior of employees and also the achievement of employee performance mediated by the level of psychological empowerment of employees.  This research uses structural equation model (SEM) techniques involving 116 respondents, who are all employees at a electrical vehicle manufacturing company in Indonesia. The study results show that a leader who is able to implement a transformational leadership style has a positive effect on the level of psychological empowerment of employees. Employees who experience high psychological empowerment will have higher level of organizational citizenship behavior, and also will have higher task performance. Therefore, this study also prove that the level of psychological empowerment of employees mediates the relationship between the ability of company leaders to apply transformational leadership styles with high levels of organizational citizenship behavior, as well as high levels of task performance shown by employees."

"Tujuan penelitian ini adalah untuk mengetahui peran psychological capital pada pengaruh gaya kepemimpinan authentic dan dukungan organisasi yang didapatkan oleh karyawan terhadap perilaku organizational citizenship behavior yang dimiliki oleh karyawan. Karyawan yang telah bekerja minimal satu tahun dalam sektor swasta dalam pekerjaan menunjukkan perilaku organizational citizenship behavior dikarenakan memiliki persepsi diperlakukan tidak sesuai dengan yang diharapkan organisasi. Semakin menonjolnya perubahan sifat pekerjaan yang dilakukan menunjukkan bahwa hal tersebut mungkin tidak cukup untuk mendeteksi dampak dari hubungan kerja yang dirasakan karyawan terhadap organisasi. Melalui hubungan karyawan dengan atasan dan dukungan organisasi yang dirasakan. Namun saja tidak cukup karena setiap karyawan juga harus memiliki motivasi intrinsik yang kuat, komitmen yang tinggi terhadap organisasi, dan kemampuan untuk mengatasi tantangan yang dihadapi di tempat kerja. Oleh karena itu tujuan dari penelitian ini adalah untuk mengetahui lebih lanjut dari peran psychological capital sebagai mediasi pada hubungan antara gaya kepemimpinan dan dukungan organisasi melalui gaya kepemimpinan authentic leadership dan perceived organizational support terhadap perilaku terhadap perilaku organizational citizenship behavior. Penelitian ini menggunakan metode SEM dengan 275 sampel yang merupakan karyawan tetap pada sektor swasta sampel dan data dikumpulkan melalui google form. Penelitian ini diolah menggunakan software smartPLS4. Hasil analisis menunjukkan bahwa psychological memediasi sebagian besar hubungan antara authentic leadership dan perceived organizational support dengan organizational citizenship behavior. Penelitian ini memberikan kontribusi penting dalam memperdalam pemahaman tentang faktor-faktor yang mempengaruhi organizational citizenship behavior serta implikasinya bagi manajemen sumber daya manusia.

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The purpose of this research is to determine the role of psychological capital on the influence of authentic leadership style and organizational support obtained by employees on organizational citizenship behavior possessed by employees. Employees who have worked for at least one year in the private sector at work show organizational citizenship behavior because they have the perception that they are treated not by the expectations of the organization. The increasing prominence of changes in the nature of work performed suggests that it may not be sufficient to detect the impact of employees' perceived employment relationships on the organization. Through employee relationships with superiors and perceived organizational support. However, this alone is not enough because every employee must also have strong intrinsic motivation, high commitment to the organization, and the ability to overcome the challenges faced in the workplace. Therefore, the aim of this research is to find out more about the role of psychological capital as a mediator in the relationship between leadership style and organizational support through authentic leadership style and perceived organizational support on organizational citizenship behavior. This research used the SEM method with 275 samples who were permanent employees in the private sector and data was collected via Google form. This research was processed using smartPLS4 software. The results of the analysis show that psychology mediates most of the relationship between authentic leadership and perceived organizational support and organizational citizenship behavior. This research provides an important contribution in deepening understanding of the factors that influence organizational citizenship behavior and its implications for human

resource management."

"ABSTRAKTesis ini membahas mengenai pengaruh komunikasi interpersonal dankepemimpinan transformasional terhadap perilaku inovatif karyawan di PT NIP.Alat ukur yang digunakan dalam penelitian ini adalah Perilaku Inovatif (Jansen,2000) dengan α = 0.913, Komunikasi Interpersonal (Rubin, 1988) dengan α =0.903, dan Kepemimpinan Transformasional (Bass dan Avolio, 2004) dengan α =0.896. Hasil uji analisis regresi linier berganda terhadap 40 orang karyawan padadivisi Distribution Business dan Business Solution di PT NIP, menyatakan bahwaterdapat pengaruh yang signifikan pada komunikasi interpersonal dankepemimpinan transformasional terhadap perilaku inovatif karyawan di PT NIP.Dari hasil analisis tersebut, komunikasi interpersonal memiliki pengaruh yanglebih signifikan dibandingkan dengan kepemimpinan transformasional(signifikansi komunikasi interpersonal = 0.000 dan signifikansi kepemimpinantransformasional = 0.022, dengan p < 0.05). Berdasarkan hal tersebut, penelitimenyusun dua rancangan intervensi, yaitu pelatihan komunikasi interpersonal danprogram Continuous Improvement untuk meningkatkan komunikasi interpersonalkaryawan.

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ABSTRACTThis thesis discusses the influence of interpersonal communication andtransformational leadership on employee innovative work behavior in PT NIP.Measuring instruments used in this study are the Innovative Work Behavior(Jansen, 2000) with α = 0.913, Interpersonal Communication (Rubin, 1988) withα = 0.903, and Transformational Leadership (Bass and Avolio, 2004) with α =0.896. The test results of multiple linear regression shows that there is signifinaceinfluence on interpersonal communication and transformational leadership oninnovative work behavior of of 40 employees from the division of Business andDistribution Business Solution at PT NIP. From the analysis, interpersonalcommunication has more significant effect than transformational leadership(significance of interpersonal communication = 0.000 and the significance oftransformational leadership = 0.022, p < 0.05). Based on this, there are twoproposed interventions, which are interpersonal communication training andContinuous Improvement programs to improve employee interpersonalcommunication."