PERAN SERVANT LEADERSHIP, KEPERCAYAAN DAN BUDAYA ORGANISASI DALAM MEMPENGARUHI LOYALITAS ANGGOTA
Keywords:
Servant Leadership, Trust, Organizational Culture, Loyalty
Abstract
Members' loyalty to the organization is essential because it has a significant impact on the organization's long-term success and stability because loyal members tend to be more motivated and committed to working well, which can improve the productivity and efficiency of the organization. This study examines the role of servant leadership, trust, and organizational culture in influencing the loyalty of organizational members, with a sample of 127 from a population of 186 PGRI members in Kembangbahu District. A quantitative method was chosen in this study and data collection was carried out by distributing questionnaires in the form of statements and questions that were carefully designed to measure the variables of loyalty, servant leadership, trust and organizational culture. The results of the analysis show that Servant Leadership has a positive and significant impact on the results. Organizational culture has also been proven to have a significant and strong influence and a high level of significance. Meanwhile, Confidence, although showing a positive relationship with outcomes, is not statistically significant at conventional levels, indicating that its effect is weaker and less reliable compared to other variables.
References
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Yao, T., Qiu, Q., & Wei, Y. (2019). Retaining hotel employees as internal customers: Effect of organizational commitment on attitudinal and behavioral loyalty of employees. International Journal of Hospitality Management, 76, 1–8. https://doi.org/10.1016/j.ijhm.2018.03.018
Cameron, K. S., & Quinn, R. E. (2011). Diagnosing and Changing Organizational Culture: Based on the Competing Values Framework. John Wiley & Sons.
Chen, Z., Zhu, J., & Zhou, M. (2015). How does a servant leader fuel the service fire? A multilevel model of servant leadership, individual self identity, group competition climate, and customer service performance. Journal of Applied Psychology, 100(2), 511–521. https://doi.org/10.1037/a0038036
Chughtai, A. (2019). Servant leadership and perceived employability: proactive career behaviours as mediators. Leadership and Organization Development Journal, 40(2), 213–229. https://doi.org/10.1108/LODJ-07-2018-0281
Denison, D. R. (1996). What is the difference between organizational culture and organizational climate? Academy of Management Review, 21(3), 619-654.
Dierendonck. (n.d.). Servant leadership: A review and synthesis. Journal of Management, 37, 1228–1261.
Dirks, K. T., & Ferrin, D. L. (2002). Trust in leadership: Meta-analytic findings and implications for research and practice. Journal of Applied Psychology, 87(4), 611-628.
Eva, N., Robin, M., Sendjaya, S., van Dierendonck, D., & Liden, R. C. (2019). Servant leadership: A systematic review and call for future research. The Leadership Quarterly, 30(1), 111-132.
Ghazali I. (2011). Aplikasi Analisis Multivariate Dengan Program IBM SPSS 25 (Sembilan). In Semarang, Universitas Diponegoro (Vol. 20, Issue 5). Badan Penerbit Universitas Diponegoro. https://api.semanticscholar.org/CorpusID:64890624
Greenleaf, R. K. (1977). Servant Leadership: A Journey into the Nature of Legitimate Power and Greatness. Paulist Press.
Greenleaf, R. K. (1979). Servant leadership: A journey into the nature of legitimate power and greatness. In Business Horizons (Vol. 22, Issue 3). Paulist Press. https://doi.org/10.1016/0007-6813(79)90092-2
Gregory, B. T., Harris, S. G., Armenakis, A. A., & Shook, C. L. (2009). Organizational culture and effectiveness: A study of values, attitudes, and organizational outcomes. Journal of Business Research, 62(7), 673–679. https://doi.org/10.1016/j.jbusres.2008.05.021
Hu, Q., Dinev, T., Hart, P., & Cooke, D. (2012). Managing Employee Compliance with Information Security Policies: The Critical Role of Top Management and Organizational Culture. Decision Sciences, 43(4), 615–660. https://doi.org/10.1111/j.1540-5915.2012.00361.x
Hunter, E. M., Neubert, M. J., Perry, S. J., Witt, L. A., Penney, L. M., & Weinberger, E. (2013). Servant leaders inspire servant followers: Antecedents and outcomes for employee extra-role behaviors. Leadership Quarterly, 24(1), 142-157.
Ineson, E. M., Benke, E., & László, J. (2013). Employee loyalty in Hungarian hotels. International Journal of Hospitality Management, 32(1), 31–39. https://doi.org/10.1016/j.ijhm.2012.04.001
Iqbal, A., Latif, K. F., & Ahmad, M. S. (2020). Servant leadership and employee innovative behaviour: exploring psychological pathways. Leadership and Organization Development Journal, 41(6), 813–827. https://doi.org/10.1108/LODJ-11-2019-0474
Jaiswal, N. K., & Dhar, R. L. (2017). The influence of servant leadership, trust in leader and thriving on employee creativity. Leadership and Organization Development Journal, 38(1), 2–21. https://doi.org/10.1108/LODJ-02-2015-0017
Joseph, E. E., & Winston, B. E. (2005). A correlation of servant leadership, leader trust, and organizational trust. Leadership & Organization Development Journal, 26(1), 6-22.
Khan, M. M., Mubarik, M. S., Ahmed, S. S., Islam, T., & Khan, E. (2021). Innovation with flow at work: exploring the role of servant leadership in affecting innovative work behavior through flow at work. Leadership and Organization Development Journal, 42(8), 1267–1281. https://doi.org/10.1108/LODJ-05-2021-0236
Liden, R. C., Wayne, S. J., Zhao, H., & Henderson, D. (2008). Servant leadership: Development of a multidimensional measure and multi-level assessment. Leadership Quarterly, 19(2), 161-177.
Ling, Q., Liu, F., & Wu, X. (2016). Servant leadership, trust, and the organizational commitment of employees in China: The mediating role of work engagement. Asia Pacific Business Review, 22(3), 486-505.
Mayer, R. C., Davis, J. H., & Schoorman, F. D. (1995). An integrative model of organizational trust. Academy of Management Review, 20(3), 709-734.
Schaubroeck, J., Lam, S. S., & Peng, A. C. (2011). Cognition-based and affect-based trust as mediators of leader behavior influences on team performance. Journal of Applied Psychology, 96(4), 863-871.
Schein, E. H. (2010). Organizational Culture and Leadership. John Wiley & Sons.
Sugiyono. (2016). Metode Penelitian Kuantitatif, Kualitatif dan R &Metode Penelitian Kuantitatif, Kualitatif Dan R & D.Bandung:Alfabeta. In Bandung:Alfabeta. Bandung:Alfabeta Bandung.
Wolter, J. S., Bock, D., Smith, J. S., & Cronin, J. J. (2017). Creating Ultimate Customer Loyalty Through Loyalty Conviction and Customer-Company Identification. Journal of Retailing, 93(4), 458–476. https://doi.org/10.1016/j.jretai.2017.08.004
Yao, T., Qiu, Q., & Wei, Y. (2019). Retaining hotel employees as internal customers: Effect of organizational commitment on attitudinal and behavioral loyalty of employees. International Journal of Hospitality Management, 76, 1–8. https://doi.org/10.1016/j.ijhm.2018.03.018
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