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"Penelitian ini diselenggarakan untuk mengetahui profil kepemimpinan paternalistik yang ditunjukkan oleh atasan karyawan dan hubungannya dengan kepuasan kerja karyawan. Teori pertukaran sosial digunakan untuk menjelaskan hubungan yang ditemukan. Penelitian dilakukan kepada karyawan perusahaan manufaktur di Indonesia (N=393) yang mayoritas beroperasi di Pulau Jawa. Data penelitian dianalisis menggunakan Latent Profile Analysis (LPA) untuk mengidentifikasi profil kepemimpinan paternalistik. Hasilnya, profil Authentic PL (57,25%) menjadi profil dengan prevalensi tertinggi diikuti oleh Virtuous PL (32,31%) dan Sufficient PL (10,43%). Ketiga profil kepemimpinan paternalistik yang ditemukan berhubungan signifikan dengan kepuasan kerja. Authentic PL merupakan profil dengan efek terkuat dalam hubungan tersebut dibandingkan profil lainnya. Impilkasinya, atasan di perusahaan perlu menerapkan gaya kepemimpinan Authentic PL guna meningkatkan kepuasan kerja karyawan. Penelitian ini berkontribusi untuk mengembangkan konstruk kepemimpinan paternalistik dengan menggunakan pendekatan person-centered dalam menjelaskan hubungan antara kepemimpinan paternalistik dan kepuasan kerja.

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This study was conducted to determine paternalistic leadership profile shown by the employee's supervisors and its relation to employee’s job satisfaction. Social Exchange Theory is used to explain the relations. Study’s participant was employees of manufacturing companies in Indonesia (N=393) mainly operating in Java. The research data were analyzed using Latent Profile Analysis (LPA) to identify paternalistic leadership profiles. The result shows that Authentic PL profile (57,25%) became the profile with the highest prevalence followed by Virtuous PL (32,31%) and Sufficient PL (10,43%). Those profiles were found to have a significant relationship with employee’s job satisfaction. Authentic PL is the profile with the strongest effect on that relation compared to others. Superiors in the company should apply Authentic PL leadership style to increase employee’s job satisfaction. This study contributes to the development of paternalistic leadership constructs by using person-centered approach in explaining the relationship between paternalistic leadership and job satisfaction."

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