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"Kepemimpinan memainkan peran yang penting dalam menciptakan kepercayaan karyawan. Hasil dari beberapa penelitian menunjukkan adanya korelasi signifikan antara servant leadership dengan kepercayaan karyawan. Penelitian ini bertujuan untuk mengetahui pengaruh servant leadership terhadap kepercayaan karyawan berdasarkan persepsi karyawan non?manajerial pada PT. Blue Bird. Servant leadership diukur berdasarkan teori Laub (1999) dan kepercayaan karyawan diukur berdasarkan teori Podsakoff et.al (1990). Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei dan teknik cluster sampling. Regresi linier sederhana digunakan untuk menganalisis data terhadap 174 responden. Hasil penelitian menunjukkan bahwa servant leadership memiliki pengaruh signifikan terhadap kepercayaan karyawan.

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Leadership plays an important role in creating employee trust. Results from several studies showed a significant correlation between servant leadership and employee trust. This study aims to examine the influence of servant leadership on employee trust based on the perception of non–managerial employee at PT. Blue Bird. Servant leadership measured based on the theory of Laub (1999) and Employee Trust measured based on the theory of Podsakoff et. al (1990).

This study uses a quantitative approach with a survey method and using cluster sampling. Simple linear regression was used to analyze data from 174 respondents. The result showed that servant leadership has a significant influence to employee trust."

"Penelitian ini bertujuan untuk menganalisis pengaruh servant leadership terhadap komitmen organisasional karyawan di PT BNI, Tbk. kantor cabang Rawamangun. Variabel servant leadership diukur dengan menggunakan Servant Leadership Survey dari Van Dierendonck dan Nutjien (2010) Sedangkan variabel komitmen organisasional diukur dengan menggunakan Organizational Commtiment Questionnaire dari Allen dan Meyer (1990). Penelitian ini menggunakan pendekatan kuantitatif dengan kuesioner sebagai instrumen penelitian. Sampel dari penelitian ini berjumlah 45 responden yang merupakan karyawan dari BNI di kantor cabang Rawamangun. Data dari penelitian ini akan dianalisis menggunakan statistik deskriptif dan analisis regresi sederhana. Hasil penelitian ini menunjukkan bahwa tidak terdapat pengaruh antara servant leadership dan komitmen organisasional karyawan di BNI kantor cabang Rawamangun.

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The purpose of this research is to analyze the influences of servant leadership on employees? organizational commitment at Rawamangun branch office PT BNI, Tbk. Servant leadership is measured with Servant Leadership Survey by Van Dierendonck and Nutjien (2010) and the organizational commitment is measured with Organizational Commitment Questionnaire by Allen and Meyer (1990). This research used quantitative approach with questionnaire as a research instrument. Subject of this research is 45 BNI's employee in Rawamangun branch office. The data gathered from research will be analyzed using descriptive analysis and simple regression analysis. The result of this research showed that there was no influence of servant leadership on organizational commitment at PT. BNI, Tbk branch office in Rawamangun."

"Tujuan dari penelitian ini adalah menganalisis bagaimana pengaruh kepemimpinan terhadap sense of belonging karyawan non manajerial divisi Piping PT. Inti Karya Persada Tehnik. Penelitian ini menggunakan pendekatan kuantitatif. Sampel dalam penelitian ini adalah 102 karyawan non manajerial yang bekerja pada divisi Piping. Teknik pengambilan sampel dalam penelitian ini adalah total sampling. Instrumen penelitian ini menggunakan kuesioner dan dianalisis menggunakan regresi sederhana. Hasil dari penelitian ini menunjukkan bahwa kepemimpinan memiliki pengaruh yang signifikan terhadap sense of belonging karyawan non manajerial divisi Piping. Angka 46,8% sense of belonging dapat dijelaskan dengan menggunakan variabel kepemimpinan sedangkan sisanya, yaitu 53,2% dipengaruhi oleh faktor-faktor penyebab lainnya.

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The objective of this research is to analyze how the effect of leadership toward sense of belonging non managerial employee in piping division at PT. Inti Karya Persada Tehnik. This research applied quantitative approach. The sample of this research is 102 non managerial employees ini piping division. Researher used probability sampling method with Total Sampling. This research used questionaire as research instrument and analyzed with simple regression.

The result of this research is indicate that leadership have a effect toward sense of belonging. The effect is strong. Leadership effect sense of belonging equal to 46,8% and the residue equal to 53,2% effected by other factors."

"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 pengaruh pelatihan kepemimpinan terhadap employee engagement karyawan tetap non-manajerial pada head office PT. Sumberdaya Sewatama. Variabel independen dalam penelitian ini yaitu pelatihan kepemimpinan yang akan diukur berdasarkan teori training dari Noe (2002) dan Mone dkk (2011), sedangkan variabel dependen dari penelitian ini yaitu employee engagement akan diukur berdasarkan teori Hewitt (2013). Penelitian ini menggunakan metode kuantitatif dengan kuesioner sebagai instrumen penelitian. Sampel dari penelitian ini sebanyak 50 karyawan tetap nonmanajerial di head office PT. Sumberdaya Sewatama yang telah mengikuti pelatihan kepemimpinan. Data penelitian ini akan dianalisa menggunakan analisis deskriptif dan analisis inferensial. Hasil penelitian ini merupakan pelatihan kepemimpinan berpengaruh signifikan terhadap employee engagament. Penelitian ini menyarankan kepada pihak PT. Sumberdaya Sewatama untuk meningkatkan kualitas training dan kesempatan mendapat karir yang lebih baik, karena dengan meningkatkan kualitas training dan kesempatan mendapat karir yang lebih baik dapat meningkatkan employee engagement karyawan di PT. Sumberdaya Sewatama.

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The aim of this study is to analyze the influences of leadership training on employee engagement of permanent employees non-managerial at head office PT. Sumberdaya Sewatama. The independent variable is leadership training which is scaled with training?s theory by Noe (2002) and Mone et al. (2013), and the dependent variable is employee engagement which is scaled by Hewitt (2013).

The research used quantitative method with quentionnaire as an research instrument. Subject of the research is 50 employees that have been permanent employees of non-managerial position at head office of PT. Sumberdaya Sewatama. Data gathered from research will be analyzed using descriptive analysis and inferential analysis. The leadership training was significantly and related to the employee engagement.

This research suggest that management of PT. Sumberdaya Sewatama should paid more attention to increase the quality of training and career development, because the quality of training and career development can increase employee engagement in PT. Sumberdaya Sewatama."

"Penelitian ini dilakukan untuk mendapatkan gambaran mengenai hubungan antara servant leadership dengan Leader-Member Exchange (LMX) pada komunitas berdasarkan kesamaan minat di Indonesia, dalam hal ini komunitas mobil retro JRF, dan seberapa besar sumbangan masing-masing dimensi servant leadership terhadap LMX. Pengukuran servant leadership menggunakan alat ukur Servant Leadership Scale (SLS) (Barbuto & Wheleer, 2006) dan pengukuran LMX menggunakan alat ukur Indonesian Quality of Work Life Questionnaire (Radikun, 2010). Partisipan dalam penelitian ini berjumlah 35 anggota komunitas. Hasil penelitian ini menunjukkan bahwa terdapat hubungan positif yang signifikan antara servant leadership dan LMX pada komunitas “JRF” (r = 0,798, p < 0.01). Selain itu, dimensi servant leadership yang memberikan kontribusi besar dan signifikan terhadap LMX adalah panggilan altruistis dan pemulihan emosional.

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This research was conducted to find the relationship between servant leadership and leader-member exchange (LMX) among interest based community on Indonesia, in this case on “JRF” retro car community, and how much quality of each servant leadership dimension contributes to quality of LMX. Servant leadership was measured using a modification instrument named Servant Leadership Scale (SLS) (Barbuto & Wheeler, 2006) and LMX was measured using a modification instrument named Indonesian Quality of Work Life Questionnaire (Radikun, 2010). The participants of this research are 35 community members. The main results of this research showed that servant leadership positively and correlated significantly with LMX among “JRF” community (r = 0,798, p < 0,01). Furthermore, the big contribution from dimensions of servant leadership toward LMX was altruistic calling and emotional healing."

"Topik generasi milenial di tempat kerja telah menarik perhatian karena pekerja dari generasi ini mengalami peningkatan jumlah di dalam organisasi. Karena jumlah pekerja milenial yang signifikan di masa depan, mereka diharapkan dapat berkontribusi pada kesuksesan organisasi. Studi telah mengakui peran penting innovative work behavior dalam menciptakan inovasi di organisasi. Perilaku ini juga dipengaruhi oleh pengaturan organisasi, seperti gaya kepemimpinan. Dibandingkan dengan gaya kepemimpinan tradisional, servant leadership berfokus pada pengelolaan karyawan melalui tindakan penuh perhatian dan kepedulian. Diketahui pula job crafting telah terbukti memainkan peran penting dalam kesuksesan karier individu. Penelitian ini mengusulkan dan menguji pengaruh servant leadership terhadap work engagement dan innovative work behavior. Penelitian ini juga mengkaji peran dari mediasi job crafting. Penelitian ini menggunakan desain kuantitatif dengan menggunakan survei terhadap 204 responden milenial dari berbagai sektor pekerjaan di Indonesia. Hasil penelitian menunjukkan bahwa servant leadership berpengaruh positif dan signifikan terhadap dan innovative work behavior dan work engagement. Temuan lebih lanjut menunjukkan bahwa job crafting memiliki efek mediasi pada hubungan servant leadership terhadap work engagement dan tidak memiliki efek mediasi pada servant leadership dan innovative work behavior karyawan.

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The topic of the millennial generation in the workplace has driven attention as members of this cohort have formed a growing increase in organisations. Due to the significant number of millennial workers in the future, they are also expected to contribute to organization success. Studies have acknowledged the important role of employee innovative work behavior in facilitating innovations at organizations. This behavior is also influenced by organizational settings, such as the leadership style. Compared to the traditional leadership styles, servant leadership is expected to change the hierarchical perspective by focusing on managing employees through considerate action and caring. It is also known that job crafting has been shown to play an important role in individual career success. This study proposes and examines the effect of servant leadership on work engagement and innovative work behavior. The study employed a quantitative design using surveis to 204 millennial respondents from various work sectors in Indonesia. The results show that servant leadership will have a positive and significant effect on innovative behavior. Further findings indicate that job crafting has a mediating effect on the relationship of servant leadership to work engagement and no mediaton effect between servant leadership and employee’s innovative work behavior. "

"Penelitian ini bertujuan untuk mengetahui tingkat servant leadership, job social support, organization-based self-esteem, family satisfaction dan family quality of life pada Biro SDM. Selain itu penelitian ini juga ingin mengetahui pengaruh organizational-based self-esteem sebagai mediator dari variabel servant leadership dan job social support terhadap family satisfaction dan family quality of life. Responden penelitian ini adalah 100 pegawai tetap di Biro SDM BKF pada berbagai bidang dan tingkatan yang sudah bekerja lebih dari satu tahun dan sudah menikah. Pengujian pengaruh antar variabel dalam penelitian ini menggunakan regresi pada aplikasi SPSS. Hasilnya adalah OBSE terbukti memediasi pengaruh servant leadership dan job social support terhadap family satisfaction dan family quality of life.

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This study aims to determine the level of servant leadership, job social support, organization-based self-esteem, family satisfaction and family quality of life at the HR Bureau. In addition, this study also wants to know the effect of organizational-based self-esteem as a mediator of the servant leadership and job social support variables on family satisfaction and family quality of life. The respondents of this study were 100 permanent employees in the BKF HR Bureau in various fields and levels who had worked for more than one year and were married. Testing the influence of variables in this study uses regression in SPSS applications. The result is that OBSE has been proven to mediate the influence of servant leadership and job social support on family satisfaction and family quality of life."

"[Penelitian ini bertujuan untuk menguji hubungan antara Servant Leadership dan Team Effectiveness pada Kepala Seksi dan Kepala Ruangan di Rumah Sakit X Penelitian tersebut didasari pertimbangan bahwa masih ada kesenjangan Kompetensi Kepemimpinan Kelompok pada Kepala Seksi dan Kepala Ruangan di Rumah Sakit X serta belum tercapainya target kinerja pada semua unit kerja . Hasil penelitian menunjukkan bahwa terdapat hubungan positif yang signifikan antara Servant Leadership dan Team Effectiveness ( r = 0,64 dan p lebih kecil dari 0,05). Responden dalam penelitian ini sebanyak tujuh puluh orang, mereka merupakan bawahan dari Kepala Seksi dan Kepala Ruangan. Alat ukur yang digunakan dalam penelitian ini adalah Servant Leadership Questionnare (SLQ) yang diadaptasi dari Barbuto & Wheeler (2006) dan Team Effectiveness Questionnare (TEQ) dari Larson & LaFasto (1989). Berdasarkan hasil penelitian tersebut, peneliti mengusulkan program intervensi untuk meningkatkan Servant Leadership melalui Pelatihan Coaching dan Servant Leadership kepada manajer sebagai atasan dari Kepala Seksi dan Kepala Ruangan di Rumah Sakit X. Hasil pelatihan diharapkan dapat meningkatkan kemampuan Coaching dan perilaku Servant Leadership atau kepemimpinan yang melayani bagi para manajer. Selanjutnya para manajer diharapkan mampu melakukan Coaching kepada Kepala Seksi dan Kepala Ruangan, terutama dalam menerapkan kepemimpinan yang melayani sehingga efektivitas tim akan meningkat.;The purpose of this research is to examine the relationship between Servant Leadership and Team Effectiveness on Section Heads and Heads of Nurses in Hospital X. This research is based on the fact that there is a gap in leadership competencies cluster on Section Heads and Heads of Nurses as well as unachieved performance target in all units. This research shows that Servant Leadership is significantly related to Team Effectiveness (r=0,64, p<0,05). Data collected from 70 respondents, they are subordinate of the Section Heads and Heads of Nurses. Instruments used in this research are Servant Leadership Questionnaire (SLQ), adapted from Barbuto & Wheeler (2006) and Team Effectiveness Questionnaire (TEQ), by Larson & LaFasto (1989). Based on this finding, researcher proposes an intervention program to enhance Servant Leadership through Coaching and Servant Leadership Training to the managers as the superior of the Section Heads and Heads of Nurses. These training results are expected to enhance the managers’ ability in coaching and in displaying behaviors that reflect Servant Leadership. Furthermore, managers are expected to coach the Section Heads and Heads of Nurses, especially in implementing the servant leadership which will ultimately improve the team effectiveness, The purpose of this research is to examine the relationship between Servant Leadership and Team Effectiveness on Section Heads and Heads of Nurses in Hospital X. This research is based on the fact that there is a gap in leadership competencies cluster on Section Heads and Heads of Nurses as well as unachieved performance target in all units. This research shows that Servant Leadership is significantly related to Team Effectiveness (r=0,64, p<0,05). Data collected from 70 respondents, they are subordinate of the Section Heads and Heads of Nurses. Instruments used in this research are Servant Leadership Questionnaire (SLQ), adapted from Barbuto & Wheeler (2006) and Team Effectiveness Questionnaire (TEQ), by Larson & LaFasto (1989). Based on this finding, researcher proposes an intervention program to enhance Servant Leadership through Coaching and Servant Leadership Training to the managers as the superior of the Section Heads and Heads of Nurses. These training results are expected to enhance the managers’ ability in coaching and in displaying behaviors that reflect Servant Leadership. Furthermore, managers are expected to coach the Section Heads and Heads of Nurses, especially in implementing the servant leadership which will ultimately improve the team effectiveness]"