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"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."

"Dalam beberapa tahun terakhir, kekhawatiran tentang penurunan prestasi kerja dan dampaknya terhadap kinerja karyawan menjadi fokus utama di Indonesia. Work engagement semakin ditekankan karena berkontribusi pada keunggulan kompetitif organisasi. Sumber daya manusia yang terikat aktif di tempat kerja berkontribusi pada produktivitas dan kesuksesan organisasi. Oleh karena itu, pemahaman terhadap faktor-faktor yang mempengaruhi work engagement menjadi kunci untuk keberhasilan organisasi di era yang semakin kompetitif. Tujuan utama dari penelitian ini adalah untuk menguji bagaimana meaningfulness of work, job crafting, dan person job fit berfungsi sebagai mediator antara servant leadership terhadap work engagement. Data penelitian dikumpulkan melalui penyebaran kuesioner sejumlah 250 terhadap anggota kelompok LumpangSemar dan kuesioner yang kembali sejumlah 250. Pengolahan data dan pengujian hipotesis dilakukan dengan Structural Equation Modelling menggunakan aplikasi SMART PLS 3.0. Penelitian ini memberikan wawasan dan pengetahuan bagi para akademisi maupun praktisi di bidang manajemen sumber daya manusia dan pengembangan organisasi, khsuusnya untuk memahami determinan atau anteseden dari servant leadership dan job crafting.

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In recent years, concerns about declining job performance and its impact on employee productivity have become a primary focus in Indonesia. Work engagement is increasingly emphasized as it contributes to the competitive advantage of organizations. Actively engaged human resources in the workplace contribute to the productivity and success of organizations. Therefore, understanding the factors that influence work engagement is key to organizational success in an increasingly competitive era. The main objective of this study is to examine how meaningfulness of work, job crafting, and person-job fit function as mediators between servant leadership and work engagement. The research data were collected through the distribution of 250 questionnaires to members of the LumpangSemar group, with all 250 questionnaires returned. Data processing and hypothesis testing were conducted using Structural Equation Modeling with the SMART PLS 3.0 application. This study provides insights and knowledge for both academics and practitioners in the field of human resource management and organizational development, particularly in understanding the determinants or antecedents of servant leadership and job crafting."

"[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]"

"Penelitian ini dilakukan untuk mengkaji pengaruh servant leadership dan kecerdasan emosional terhadap kualitas kehidupan kerja dengan kepuasan kerja sebagai variabel intervening pada Ditreskrimum Polda Metro Jaya. Sampel Penulisan ini melibatkan 87 anggota polisi yang dipilih secara proporsional (cluster random sampling). Teknis analisis Penulisan menggunakan analisis SEM untuk menguji model hubungan langsung dan tidak langsung dari variabel bebas dan terikat. Hasil Penulisan menunjukan bahwa servant leadership mempengaruhi kepuasan kerja (r=0.465: p<0,00); kecerdasan emosional mempengaruhi kepuasan kerja (r=0,494; p<0,000), servant leadership mempengaruhi kualitas kehidupan kerja (r=0,266, p<0,00); kecerdasan emosional mempengaruhi kualitas kehidupan kerja (r=0,266; p<0,03); dan kepuasan kerja mempengaruhi kualitas kehidupan kerja (r=0.0045; p<0.50). Secara keseluruhan dapat disimpulkan bahwa servant leadership dan kecerdasan emosional merupakan variabel yang mempengaruhi kepuasan kerja dalam variabel mediasi. Kepuasan kerja sebagai variabel mediasi mempengaruhi terhadap kualitas kehidupan kerja.

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This research was conducted to examine the effect of servant leadership and emotional intelligence on the quality of work life with job satisfaction as an intervening variable at Ditreskrimum Polda Metro Jaya. The sample of this study involved 87 police officers who were selected proportionally (cluster random sampling). The research analysis technique uses SEM analysis to test the direct and indirect relationship model of the independent and dependent variables. The results showed that servant leadership affects job satisfaction (r=0.465: p<0.00); emotional intelligence affects job satisfaction (r=0.494; p<0.000), servant leadership affects the quality of work life (r=0.266, p<0.00); emotional intelligence affects the quality of work life (r=0.266; p<0.03); and job satisfaction affects the quality of work life (r=0.0045; p<0.50). Overall, it can be concluded that servant leadership and emotional intelligence are variables that affect job satisfaction in the mediating variable. Job satisfaction as a mediating variable affects the quality of work life."

"One solution for organization to adapt to current rapid change is to innovate. Having employees with high innovative work behavior (IWB) is a way for organization to be more innovative. This study focus on how Servant Leadership and Learning Goal Organization influence Innovative Work Behavior through Psychological Capital as mediating variable. Respondent is 448 employees of Badan Meteorologi Klimatologi and Geofisika, based in several areas in Indonesia. The short version of Servant Leadership Survey (SLS) used to measure Servant Leadership,  LGO measure with items developed by VandeWalle (1997), short version of Psychological Capital Questionnaire (PCQ) for PsyCap and Jannsens (2000) 9 items questionnaire is used to measured IWB. The result shows that Servant Leadership only significantly influence IWB indirectly through PsyCap, but LGO significantly influence IWB both directly and inderectly.

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Inovasi merupakan solusi bagi organisasi dalam beradaptasi dengan kecepatan perubahan yang terjadi. Salah satu cara organisasi menjadi lebih inovatif adalah dengan mendorong pegawainya untuk berperilaku inovatif. Penelitian ini membahas tentang pengaruh Servant Leadership dan Learning Goal Orientation (LGO) terhadap Innovatif Work Behavior (IWB) yang dimediasi oleh Psychological Capital (PsyCap). Responden yang terlibat dalam penelitian ini adalah pegawai Badan Meteorologi, Klimatologi, dan Geofisika dari berbagai daerah di Indonesia yang berjumlah 448 orang. Servant Leadership diukur dengan menggunakan versi singkat dari Servant Leadership Survey (SLS), LGO diukur dengan alat ukur yang dikembangkan oleh VandeWalle (1997), PsyCap diukur dengan Psychological Capital Questionnaire (PCQ) versi singkat dan IWB diukur dengan alat ukur yang dikembangkan oleh Jannsen (2000). Hasilnya didapatkan bahwa Servant Leadership memiliki pengaruh yang signifikan terhadap IWB secara tidak langsung melalui PsyCap, sedangkan LGO berpengaruh signifikan baik secara langsung maupun tidak langsung terhadap IWB."

"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."

"ABSTRAKPenelitian ini bertujuan untuk mengetahui penerapan servant leadershippada Kantor Imigrasi dan Lembaga Pemasyarakatan di DKI Jakarta berdasarkanfaktor demografi pegawai. Data penelitian ini diambil dari 277 responden denganmenggunakan kuesioner Ehrhart (2004). Analisis data menggunakan metodestatistik deskriptif serta t-test dan one way ANOVA. Hasil penelitian menunjukkanbahwa penerapan servant leadership pada Kantor Imigrasi dan LembagaPemasyarakatan dalam kategori sedang. Faktor gender tidak memberikanperbedaan yang signifikan dalam penerapan servant leadership. Faktor golonganpangkat dan tingkat pendidikan memberikan perbedaan yang signifikan terhadappenerapan servant leadership secara keseluruhan.

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ABSTRACTThis study aim to analyze implementation of servant leadership at Immigrationand Correcction Bodies in DKI Jakarta based on demographic factor. Data for thisstudy was taken from 277 respondent by using Erhart’s questionnaire(2004). Datais analyzed by using descriptive statistics, t-test and one way ANOVA. The resultshow that implementation of servant leadership at Immigration and CorrectionBodies in the medium category. Gender didn’t make any significant difference inimplementation of servant leadership. Job rank and education level make asignificant differences in implementation of servant leadership."

"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 dilakukan untuk menganalisis dan menguji pengaruh servant leadership dan symmetrical communication terhadap employee advocacy dengan mempertimbangkan faktor mediasi oleh employee empowerment dan organizational citizenship behavior pada Pegawai Negeri Sipil di Direktorat Jenderal Pajak. Pengumpulan data dilakukan melalui kuesioner online dan dikumpulkan sejumlah 418 responden dari jenjang jabatan tertentu. Aplikasi SPSS dan metode Structural Equation Modelling dengan aplikasi LISREL digunakan dalam analisis statistik data penelitian. Hasil penelitian menunjukkan bahwa terdapat pengaruh yang signifikan dan positif dari employee empowerment dan organizational citizenship behavior dalam memediasi pengaruh servant leadership dan symmetrical communication terhadap employee advocacy. Organisasi disarankan untuk meningkatkan pengembangan servant leadership dan mempertahankan komunikasi yang efektif dalam membangun aktivasi employee advocacy yang positif dan terlaksana oleh seluruh pegawai. Kemudian, implikasi manajerial dalam penelitian ini menggarisbawahi pentingnya peningkatan servant leadership dan symmetrical communication dalam meningkatkan dan memfasilitasi employee advocacy melalui peningkatan peran employee empowerment dan organizational citizenship behavior.

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This research was conducted to analyze and test the effect of servant leadership and symmetrical communication on employee advocacy by considering the mediating factors by employee empowerment and organizational citizenship behavior of the Civil Servants at the Directorate General of Taxes. Data collection was carried out through online questionnaires and managed to collect as many as 418 respondents from certain positions. The SPSS application and the Structural Equation Modeling method with the LISREL application are used in the statistical analysis of research data. The results of the study show that there is a significant and positive effect of employee empowerment and organizational citizenship behavior in mediating the effect of servant leadership and symmetrical communication on employee advocacy. Organizations are advised to improve servant leadership development and maintain effective communication in building positive employee advocacy activation and carried out by all employees. Then, the managerial implications in this study underscore the importance of increasing servant leadership and symmetrical communication in enhancing and facilitating employee advocacy through increasing the role of employee empowerment and organizational citizenship behavior."

"Industri manufaktur merupakan industri padat karya yang membutuhkan tenaga kerja besar. Industri ini membutuhkan pekerja yang memiliki perilaku kewargaan-organisasi, seperti mampu bekerja secara ekstra untuk mencapai produktivitas. Untuk dapat membangun perilaku kewargaan-organisasi dapat ditentukan dari beberapa faktor seperti kepemimpinan, & kepribadian yang dimiliki oleh para pekerja. Dari segi kepribadian, para pekerja sebaiknya dapat ramah dan mampu mengontrol emosinya. Pekerja yang tidak ramah dan memiliki emosi negatif dapat masuk dalam kategori machiavellianism. Disisi lain dalam faktor kepemimpinan, pekerja membutuhkan sosok seorang yang rendah hati, adil, bijaksana, dapat memotivasi mereka dalam bekerja, dapat memimpin mereka tanpa memikirkan kekuasaan, hingga dapat melayani kebutuhan para pekerja. Sosok ini dikenal sebagai kepemimpinan melayani. Penelitian ini akan meneliti peran kepemimpinan melayani sebagai moderasi dalam hubungan negatif antara machiavellianism dan perilaku kewargaan-organisasi pada pekerja industri manufaktur. Sebanyak 175 partisipan direkrut secara online untuk mengikuti penelitian ini. Adapun desain penelitian ini termasuk dalam kategori non-eksperimen dan sebuah studi korelasi. Teknik sampling yang digunakan yakni convenience sampling. Untuk mengukur machiavellianism digunakan skala Machiavellianism Personality Scale, kemudian untuk mengukur perilaku kewargaan-organisasi digunakan skala Organizational Citizenship Behavior Scale, dan untuk mengukur kepemimpinan melayani digunakan skala Servant Leadership Scale. Data diolah menggunakan software SPSS versi 25 dan dianalisis dengan analisis moderasi process macro hayes model 1. Hasil penelitian menunjukkan, kepemimpinan melayani tidak dapat memoderasi hubungan negatif antara machiavellianism dan perilaku kewargaan-organisasi pada pekerja industri manufaktur. Apabila pekerja mempersepsikan dirinya untuk memiliki seorang pemimpin yang melayani, maka hal tersebut tidak dapat memiliki efek moderasi terhadap machiavellianism dan perilaku kewargaan-organisasi (p = 0.38 > -0.05).

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The manufacturing industry is a labor-intensive sector that requires a substantial workforce. This industry demands workers with citizenship-organization behavior, such as the ability to work extra to achieve productivity. The development of citizenship-organization behavior can be influenced by factors such as leadership and the personalities of the workers. Regarding personality, workers should be friendly and capable of controlling their emotions. Unfriendly and negatively emotional workers may fall into the category of Machiavellianism. On the other hand, concerning leadership, workers require someone who is humble, fair, wise, and capable of motivating them at work, leading without a focus on power, and catering to the needs of the workers. This figure is known as servant leadership. This study aims to examine the role of servant leadership as a moderator in the negative relationship between Machiavellianism and citizenship-organization behavior among manufacturing industry workers. A total of 175 participants were recruited online for this study. The research design falls into the non-experimental category and is a correlational study. The sampling technique used is convenience sampling. Machiavellianism was measured using the Machiavellianism Personality Scale, citizenship-organization behavior was measured using the Organizational Citizenship Behavior Scale, and servant leadership was measured using the Servant Leadership Scale. Data were processed using SPSS version 25 software and analyzed with moderation analysis using the Hayes Process Macro Model 1. The study results indicate that servant leadership cannot moderate the negative relationship between Machiavellianism and citizenship-organization behavior in manufacturing industry workers. When workers perceive themselves to have a servant leader, it does not have a moderating effect on Machiavellianism and citizenship-organization behavior (p = 0.38 > -0.05)."