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"Penelitian ini bertujuan untuk mengetahui pengaruh destructive leadership terhadap counterproductive work behavior dengan juga mempertimbangkan pengaruh mediasi selfefficacy narcissism, autonomy, organizational identification, dan moral identification. Penelitian ini merupakan penelitian kuantitatif menggunakan cross-sectional design. Data diperoleh dan dikumpulkan dengan menggunakan kuesioner yang diperoleh dari 337 karyawan perusahaan swasta atau BUMN di wilayah Indonesia dengan masa kerja minimal satu tahun. Pengolahan data dilakukan dengan metode Structural Equation Modelling (SEM). Hasil atas pengolahan data menunjukkan bahwa destructive leadership memiliki pengaruh langsung dan positif terhadap counterproductive work behavior. Hubungan kausalitas destructive leadership terhadap counterproductive work behavior dimediasi parsial oleh self-efficacy, organizational identification, dan moral identification. Narcissism ditemukan memediasi secara parsial hubungan antara self-efficacy dan counterproductive work behavior. Sementara itu, autonomy tidak terbukti menjadi mediator dalam hubungan pengaruh destructive leadership terhadap counterproductive work behavior dan destructive leadership terhadap self-efficacy. Penelitian ini memberikan gagasan bagi perusahaan untuk tidak mempertahankan atasan yang memiliki karakter destructive leadership agar terhindar dari segala bentuk perilaku counterproductive work behavior yang dilakukan oleh karyawan kepada perusahaan.

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This study aims to understand the effect of destructive leadership on Counterproductive Work Behavior (CWB) by also considering the mediating effects of self-efficacy, narcissism, autonomy, organizational identification, and moral identification. This study is a quantitative study using a cross-sectional design. Data were obtained and collected using a questionnaire obtained from 337 employees of private companies or state-owned enterprises in Indonesia with a minimum service period of one year. Data processing was carried out using the method Structural Equation Modeling (SEM). The results of data processing show that destructive leadership has a direct and positive effect on counterproductive work behavior. The causal relationship between destructive leadership and counterproductive work behavior is partially mediated by self-efficacy, organizational identification, and moral identification. Narcissism was found to partially mediate the relationship between self-efficacy and counterproductive work behavior. Meanwhile, autonomy was not proven to be a mediator in the relationship between destructive leadership on counterproductive work behavior and destructive leadership on self-efficacy. This study provides an idea for companies not to retain superiors who have characters in destructive leadership order to avoid all forms of counterproductive work behavior by employees to the company."

"Penelitian ini memiliki tujuan untuk mengetahui pengaruh efek ethical leadership terhadap organizational cynicism dari karyawan perusahaan e-commerce di Jabodetabek. Penelitian ini menguji mekanisme variabel leader-member exchange dan organizational identification sebagai variabel mediasi dengan menggunakan pendekatan structural equation modelling (SEM) dari data yang didapatkan melalui survei cross-sectional dari 195 responden. Hasil penelitian ini menunjukkan bahwa ethical leadership tidak berpengaruh negatif terhadap organizational cynicism yang dirasakan oleh karyawan perusahaan e-commerce di Jabodetabek. Selain itu, leader-member exchange dan organizational identification tidak memediasi hubungan antara ethical leadership dan organizational cynicism secara parsial. Penelitian ini berkontribusi terhadap pengembangan teori pada variabel penelitian ini yaitu ethical leadership, leader-member exchange, organizational identification, dan organizational cynicism. Selain itu, penelitian ini juga berkontribusi terhadap implikasi manajerial yang dapat diterapkan diterapkan oleh organisasi terkait dengan konsep ethical leadership, leader-member exchange, organizational identification, dan organizational cynicism.

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This study aims to see the effect of ethical leadership on organizational cynicism of employees of e-commerce companies in Greater Jakarta (Jabodetabek). This study examines the mechanism of the variable leader-member exchange and organizational identification as a mediating variable using a structural equation modeling (SEM) approach from data obtained through a cross-sectional survey of 195 respondents. The results of this study indicate that ethical leadership does not affect organizational cynicism perceived by employees of e-commerce companies in Greater Jakarta negatively. In addition, leader-member exchange and organizational identification did not partially mediate the relationship between ethical leadership and organizational cynicism. This study contributes to the development of theory on the variables of this study, namely ethical leadership, leader-member exchange, organizational identification, and organizational cynicism. Furthermore, this study also contributes to managerial implications that can be applied by organizations related to the concept of ethical leadership, leader-member exchange, organizational identification, and organizational cynicism."

"Perubahan besar yang dipicu oleh globalisasi dan pandemi COVID-19 telah menuntut adaptasi dan kreativitas dalam dunia kerja, khususnya di era digital. Generasi milenial dan gen Z, yang mendominasi tenaga kerja saat ini memiliki peran penting dalam menciptakan keunggulan kompetitif dan menjaga keberlanjutan organisasi khususnya startup. Penelitian ini bertujuan untuk mengukur dan menganalisis seberapa besar pengaruh perceived authentic leadership, organizational identification, dan terhadap employee creativity yang dimediasi oleh work engagement pada pekerja startup di Jabodetabek. Penelitian ini menggunakan metodologi berbasis survey menggunakan kuesioner online dengan penilaian menggunakan Skala Likert. Data 243 orang responden dianalisis menggunakan teknik partial least squares structural equation modeling (PLSSEM). Hasil penelitian menunjukkan bahwa perceived authentic leadership dan organizational identification berpengaruh positif terhadap employee creativity, baik secara langsung maupun melalui mediasi work engagement.

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Significant changes triggered by globalization and the COVID-19 pandemic have required adaptation and creativity in the world of work, especially in the digital era. The millennial and Z generation, which dominate the workforce today, have an essential role in creating competitive advantages and maintaining the sustainability of organizations, especially startups. This research aims to measure and analyze the influence of Perceived Authentic Leadership, Organizational Identification, and Employee Creativity mediated by Work Engagement in millennial employees who work in startups (Jabodetabek). This research uses a survey-based methodology using an online questionnaire with assessments using a Likert Scale. Data from 243 respondents was analyzed using the partial least squares structural equation modeling (PLS-SEM) technique. The research results show that perceived authentic leadership and organizational identification positively affect employee creativity, both directly and through the mediation of work engagement."

"Penelitian ini bertujuan untuk mengetahui pengaruh langsung dari transformational leadership terhadap task performance dan organizational citizenship behaviors serta melalui peran mediasi work engagement dan organizational identification. Data dikumpulkan melalui kuesioner dan dianalisis menggunakan Structural Equation Modeling. Sejumlah 367 pegawai Setjen Kemenkeu berpartisipasi menjadi sampel penelitian. Hasil penelitian ini menunjukkan bahwa transformational leadership memiliki pengaruh tidak langsung terhadap organizational citizenship behaviors melalui work engagement dan organizational identification, dan terhadap task performance melalui work engagement meskipun hanya mediasi pasial. Namun, transformational leadership tidak memiliki pengaruh tidak langsung terhadap task performance melalui organizational identification, sehingga organizational identification tidak memediasi pengaruh transformational leadership terhadap task performance. Studi ini juga menunjukkan bahwa transformational leadership memiliki pengaruh secara langsung terhadap task performance dan organizational citizenship behaviors pegawai Setjen Kemenkeu, terutama terkait dengan kepedulian terhadap citra organisasi. Maka dari itu, organisasi perlu mendorong para pemimpin level teknis (eselon IV) agar senantiasa menunjukkan karakteristik seorang pemimpin transformasional sehingga para pegawai di bawahnya semakin terdorong untuk mempertahankan instansi ketika instansi lain mengkritiknya, menunjukkan kebanggaan saat mewakili instansi di depan umum, dan mengekspresikan loyalitas terhadap organisasi.

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This study aims to determine the direct effect of transformational leadership on task performance and organizational citizenship behaviors as well as through the mediating role of work engagement and organizational identification. Data were collected through questionnaires and analyzed using Structural Equation Modeling. A total of 367 employees of the Secretariat General of the Ministry of Finance participated as research samples. The results of this study indicate that transformational leadership has an indirect effect on organizational citizenship behaviors through work engagement and organizational identification, and on task performance through work engagement even though it is only partially mediated. However, transformational leadership does not have an indirect effect on task performance through organizational identification, so organizational identification does not mediate the effect of transformational leadership on task performance. This study also shows that transformational leadership has a direct influence on task performance and organizational citizenship behaviors of employees of the General Secretariat of the Ministry of Finance, especially related to concern for organizational image. Therefore, organizations need to encourage technical level leaders (echelon IV) to always show the characteristics of a transformational leader so that employees under them are increasingly motivated to defend the agency when other agencies criticize it, show pride when representing the agency in public, and express loyalty to organization."

"Perubahan industri, ekonomi, dan teknologi yang cepat menyebabkan perusahaan kesulitan mempertahankan aktivitas bisnisnya sehingga karyawan dengan performa kerja yang optimal menjadi amat penting. Karyawan dengan tingkat hope yang tinggi akan lebih berdedikasi dan kreatif dalam menyelesaikan tugasnya. Hope dapat dipengaruhi oleh penerapan authentic leadership dan organizational identification yang dirasakan karyawan. Penelitian ini bertujuan untuk melihat apakah terdapat peran mediasi organizational identification pada pengaruh authentic leadership terhadap hope pada karyawan Indonesia (N = 111). Analisis mediasi menggunakan PROCESS MACRO dari Hayes (2022) menunjukkan, tidak terdapat peran mediasi dari organizational identification dalam pengaruh authentic leadership terhadap hope. Berdasarkan temuan ini, dapat disimpulkan bahwa penerapan authentic leadership dapat secara langsung meningkatkan hope pada karyawan, tanpa perlu mediator organizational identification. Praktisi perusahaan dan masyarakat umum dapat menjadikan hasil hasil penelitian sebagai referensi untuk menyelenggarakan kegiatan pengembangan dengan tema authentic leadership untuk meningkatkan performa karyawan maupun perusahaan.

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Rapid changes in industry, economy, and technology make it challenging for companies to maintain business activities, highlighting the importance of employees with optimal performance. Employees with high hope are more dedicated and creative. Hope can be influenced by the implementation of authentic leadership and the organizational identification perceived by employees. This study aims to investigate the mediating role of organizational identification in the impact of authentic leadership on hope among Indonesian employees (N = 111). Using Hayes' (2022) PROCESS MACRO, the analysis reveals that there is no mediating role of organizational identification in the influence of authentic leadership on hope. Thus, authentic leadership can directly enhance employees' hope without needing an organizational identification mediator. These findings suggest that company practitioners and the general public can use this research to guide development activities focused on authentic leadership to improve employee and company performance."

"Dalam menghadapi tantangan perkembangan era modern yang dinamis dan berubah secara simultan, organisasi perlu beradaptasi dan melakukan perubahan organisasi yang kesuksesannya antara lain dipengaruhi oleh komitmen afektif untuk perubahan dari para karyawannya. Penelitian ini bertujuan untuk menguji hubungan antara kepemimpinan perubahan dan komitmen afektif untuk perubahan, melalui peran change self-efficacy sebagai mediator. Penelitian ini bersifat korelasional dan dilakukan pada 113 karyawan yang bekerja di organisasi nirlaba. Instrumen penelitian menggunakan Commitment to Change Scales, Kepemimpinan Perubahan, dan Change Related Self-Efficacy. analisis data dilakukan dengan menggunakan PROCESS untuk menguji peran mediasi dari change self-efficacy. Hasil pengujian menunjukkan bahwa peran change self-efficacy dapat memediasi secara parsial hubungan antara kepemimpinan perubahan dan komitmen afektif untuk perubahan. Berdasarkan hasil tersebut, organisasi dapat membentuk komitmen afektif untuk perubahan pada karyawan dengan menciptakan kepemimpinan perubahan yang efektif dan memperhatikan serta mengembangkan tingkat change self- efficacy karyawan.

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In facing the challenges of the modern era, which is dynamic and changing simultaneously, organizations need to adapt and make organizational changes whose success is influenced, among other things, by the affective commitment to change from their employees. This study aims to examine the relationship between change leadership and affective commitment to change, through the role of change self-efficacy as a mediator. This research is correlational and was conducted on 113 employees who work in not-for-profit organizations. The research instrument uses Commitment to Change Scales, Change Leadership, and Change Related Self-Efficacy. Data analysis was performed using PROCESS to examine the mediating role of change self-efficacy. The test results show that the role of change self-efficacy can partially mediate the relationship between change leadership and affective commitment to change. Based on these results, organizations can form an affective commitment to change in employees by creating effective change leadership and paying attention to and developing the level of employee’s change self-efficacy."

"Generasi Y di Indonesia menghadapi pasar dunia kerja yang semakin kompetitif dan dituntut untuk meningkatkan kompetensi yang kerap diprediksi dari kinerja akademisnya. Penelitian ini menguji pengaruh kepemimpinan diri terhadap kinerja akademis dengan academic self-efficacy sebagai variabel mediasi. Penelitian ini melibatkan 1063 mahasiswa Generasi Y dari berbagai perguruan tinggi terakreditasi A di seluruh Indonesia dan diolah menggunakan metode Structural Equation Modeling SEM . Hasil penelitian ini menunjukkan adanya pengaruh positif kepemimpinan diri terhadap academic self-efficacy, pengaruh positif academic self-efficacy terhadap kinerja akademis, dan peran mediasi academic self-efficacy pada pengaruh kepemimpinan diri terhadap kinerja akademis.

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Facing an immense competitive job market today, Generation Y in Indonesia are obligated to enhance their competencies which are commonly reflected through their academic performance. This research aims to analyze the effect of self leadership towards academic performance with academic self efficacy as its mediating variable in Generation Y students in Indonesia. This study analyzes 1063 students from various accredited colleges in Indonesia using Structural Equation Modeling SEM. The result shows the positive effect of self leadership towards academic self efficacy, positive effect of academic self efficacy towards academic performance, and confirmed the mediating role of academic self efficacy on the effect of self leadership towards academic performance."

"Penelitian ini mengkaji pengaruh kepemimpinan transformasional dan efikasi diri terhadap performa tugas dengan mempertimbangkan peran keterikatan kerja sebagai variabel mediator pada Direktorat Jenderal Bea dan Cukai (DJBC). Responden dalam penelitian ini berjumlah 872 responden yang merupakan Pegawai Negeri Sipil (PNS) di DJBC. Data penelitian diperoleh melalui kuesioner dan selanjutnya diolah dengan menggunakan metode persamaan struktural (Structural Equation Modelling). Hasil dari pengolahan data menunjukkan adanya pengaruh langsung secara positif dan signifikan pengaruh efikasi diri terhadap performa. Hasil penelitian ini juga menunjukkan keterikatan kerja berperan sebagai mediator penuh dari pengaruh antara kepemimpinan transformasional dan performa tugas, serta menjadi mediator parsial dari pengaruh efikasi diri dan performa tugas. Namun, hasil pengujian empiris tidak mendukung adanya pengaruh langsung secara positif dan signifikan dari kepemimpinan transformasional dan performa tugas.  Penelitian ini berkontribusi secara aktif dengan memberikan umpan balik dan saran bagi organisasi untuk meningkatkan performa tugas dengan membangun kepercayaan diri pegawai dalam menyampaikan ide terkait peningkatan kinerja, membangun inspirasi pegawai dalam bekerja, mendorong kepemimpinan transformasional melalui manajemen talenta, dan mendorong keahlian pegawai sesuai dengan tugas yang diberikan.

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This study examines the effect of transformational leadership and self-efficacy on task performance by considering the role of work engagement as a mediating variable at the Directorate General of Customs and Excise (DJBC). Respondents in this study amounted to 872 respondents who were Civil Servants (PNS) at DJBC. Research data were obtained through questionnaires and then processed using the structural equation method (Structural Equation Modeling). The results of data processing show that there is a direct positive and significant effect of self-efficacy on performance. The results of this study also show that work engagement acts as a full mediator of the influence between transformational leadership and task performance, as well as a partial mediator of the effect of self-efficacy and task performance. However, the results of empirical testing do not support the positive and significant direct effect of transformational leadership and task performance. This research contributes actively by providing feedback and suggestions for organizations to improve task performance by building employee confidence in conveying ideas related to performance improvement, building employee inspiration at work, encouraging transformational leadership through talent management, and encouraging employee skills according to the tasks assigned."

"Keberhasilan perusahaan bergantung pada kinerja SDM yang berjalan semaksimal mungkin, dimana diharapkan pegawai tidak hanya memenuhi tanggung jawab utama (in-role) namun juga bersedia melakukan bagian pekerjaan yang diluar dari kewajiban mereka (extra role). Berdasarkan penelitian terdahulu, terdapat hubungan antara OCB dan authentic leadership dengan korelasi yang rendah sehingga dapat dieksplorasi hubungan kedua variabel ini dengan adanya mediator serta terdapat perbedaan budaya antara Korea Selatan dan Indonesia. Pegawai dengan OCB tinggi dapat meningkatkan produktivitas perusahaan. Penelitian ini ingin mengetahui apakah terdapat peran mediasi identification with the supervisor pada hubungan authentic leadership untuk meningkatkan OCB pada pekerja di Indonesia (N=111). Hasil analisis mediasi PROCESS macro SPSS versi 21, ditemukan bahwa terdapat pengaruh langsung yang tidak signifikan antara authentic leadership dan OCB (c’ = .1003, t(111)= .0512, p > .05) dan terdapat pengaruh tidak langsung antara authentic leadership dan OCB yang melalui identification with the supervisor (ab= .0583). Maka disimpulkan bahwa identification with the supervisor memediasi penuh authentic leadership dan OCB. Penelitian ini dapat memberikan data bahwa perusahan perlu memperhatikan authentic leadership yang dapat membentuk identification with the supervisor dan meningkatkan OCB.

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The success of a company depends on the performance of the employee to the fullest extent possible, where employees are expected not only to fulfill their primary responsibilities (in-role) but also to be willing to perform task beyond their obligations (extra-role). High OCB can enhance the productivity of the company. Based on previous research, there is a low correlation between OCB and authentic leadership, indicating that variable can be explored with a mediator, and a cultural differences between South Korea and Indonesia. The research aims to explore the role of identification with the supervisor on the influence of authentic leadership in enhancing OCB among employees in Indonesia (N=111). The results of the mediation analysis using PROCESS macro SPSS version 21 revealed that there was a non-significant direct effect between authentic leadership and OCB (c’ = .1003, t(111) = .0512, p > .05), and there was an indirect effect between authentic leadership and OCB through identification with the supervisor (ab = .0583). Therefore, it is concluded that identification with the supervisor fully mediates authentic leadership and OCB. This research may provide evidence that companies need to pay attention to authentic leadership that can shape identification with the supervisor and enhance OCB."

"ABSTRAKPenelitian bertujuan untuk menganalisis pengaruh transformational leadership terhadapkinerja anggota organisasi yang dimediasi oleh variabel komitmen organisasi dan workengagement. Pendekatan yang dipakai untuk melakukan penelitian ialah pendekatankuantitatif, pengumpulan data penelitian dilakukan melalui penyebaran kuesioner dalambentuk skala likert. Responden dalam penelitian ini ialah pegawai PT Kereta ApiIndonesia Daerah Operasi 5 Purwokerto yang berjumlah 115 orang. Teknik analisis datayang digunakan dalam penelitian ini yaitu menggunakan structural equation modeling(SEM) melalui aplikasi program smartPLS. Penelitian ini menemukan bahwatransformational leadership memiliki pengaruh secara langsung maupun tidak langsungterhadap kinerja anggota organisasi, variabel work engagement mampu memediasipengaruh secara tidak langsung antara transformational ledership dengan kinerja paraanggota organisasi. Sedangkan variabel komitmen organisasi tidak dapat memediasihubungan antara variabel kepemimpinan transformasional terhadap kinerja pegawai.

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ABSTRACTThe purpose of this research is to analyze how the influence of transformationalleadership on organizational member performance is mediated by variable organizationalcommitment and work engagement. The approach used to conduct research is aquantitative approach, research data collection is carried out through questionnaires in theform of a Likert scale. Respondents in this research were 115 employees of PT KeretaApi Indonesia Daerah Operasi 5 in Purwokerto. The data analysis technique used in thisstudy is using structural equation modeling (SEM) through the application of smartPLSprograms. This study found that transformational leadership has a direct or indirectinfluence on organizational member performance, the work engagement variable is ableto mediate the indirect influence between transformational ledership and the performanceof organizational members. While the organizational commitment variable cannotmediate the relationship between transformational leadership variables on employeeperformance.

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