Hasil Pencarian  ::  Simpan CSV :: Kembali

"This paper discusses the presence of various elements of leadership and cooperation within the elBulli's Secret Recipe case. This paper examines the relationship between team leadership and team innovation in the context of the elBulli restaurant. This paper also discusses the existence and practice of inclusive leadership and distributed leadership at elBulli. The research conducted is from qualitative research by collecting various data regarding inclusive leadership and distributed leadership, and an analysis of the elBulli's Secret Recipe case. The results of the study concluded that in practice present at the elBulli restaurant, inclusive leadership and distributed leadership performances were shown to be present in the leadership and collaboration found at elBulli.

---

Makalah ini membahas mengenai keberadaan berbagai elemen kepemimpinan dan kerja sama di kasus elBulli’s Secret Recipe. Makalah ini melihat hubungan antara kepemiminan dalam tim dan innovasi dalam tim di konteks restoran elBulli. Makalah ini juga membahas keberadaan dan praktek inclusive leadership dan distributed leadership di elBulli. Penelitian yang dilakukan adalah penelitian kualitatif dengan mengumpulkan berbagai data mengenai inclusive leadership dan distributed leadership, dan analisis terhadap kasus elBulli’s Secret Recipe. Hasil penelitian menyimpulkan bahwa dalam praktek yang ada di restoran elBulli, di pertunjukan inclusive leadership dan distributed leadership dalam kepemimpinan dan kerja sama yang terdapat di elBulli."

"ABSTRACTResearch that examines factors influencing idea promotion, an intermediary phase between idea generation and idea implementation in an innovation process, remains sparse. This research analyzed the impact of ethical leadership on employees rsquo willingness to pursue idea promotion with their leader at work through the transfer of relational energy. One hundred forty five employee leader pairs working in The Netherlands and Indonesia completed questionnaires at one point in time. Individual employees evaluated their perceptions of their direct leaders ethical behavior and how their leaders influence their level of relational energy. In turn, the leaders assessed the extent to which employees under their direct supervision promote creative ideas to them. Multiple linear regression analysis and process procedure showed that ethical leadership was only positively associated with employees feelings of relational energy. We further present implications of our findings and discuss areas for future research.

---

ABSTRACTMasih jarang adanya penelitian yang meneliti faktor-faktor pengaruh promosi ide, sebuah fase perantara antara pembuatan ide dan implementasi ide dalam proses inovasi. Penelitian ini menganalisis dampak kepemimpinan etis terhadap keinginan karyawan untuk mempromosikan ide kepada pemimpin mereka di tempat kerja melalui adanya transfer energi relasional. Seratus empat puluh lima pasangan karyawan dan pemimpin yang bekerja di Belanda dan Indonesia menyelesaikan kuesioner sebanyak satu kali. Setiap karyawan mengevaluasi persepsi mereka tentang perilaku etis dari atasan langsung mereka dan bagaimana atasan mereka mempengaruhi tingkat energi relasional yang mereka rasakan. Sebaliknya, para pemimpin menilai bagaimana karyawan yang berada langsung dibawah pengawasan mereka mempromosikan ide-ide kreatif kepada mereka. Analisis regresi linier berganda dan prosedur PROCESSmenunjukkan bahwa kepemimpinan etis hanya berhubungan positif dengan energi relasional yang dirasakan karyawan. Kemudian, kami menyampaikan implikasi dari temuan kami dan membahas hal-hal untuk penelitian lebih lanjut."

"Tesis ini bertujuan untuk menganalisis keterkaitan antara orientasi gaya kepemimpinan yang dimiliki masing-masing atasan terhadap aktivitas komunikasi sebagai bentuk implementasi perubahan organisasi yang diterapkan kepada setiap anggota organisasi di perusahaan BUMN di seluruh Indonesia, dengan mengambil responden dari pekerjanya yang mempunyai atasan langsung. Penelitian ini menggunakan metode Kuantitatif dengan teknik Convenience Sampling. Subjek penelitian menggunakan 155 pekerja dari beberapa perusahaan BUMN. Data dikumpulkan menggunakan kuesioner online dan diolah menggunakan SmartPLS 3 dengan metode Structural Equation Modeling (SEM) untuk menguji keterkaitan antara empat variabel dari Person-Centred Orientation, Task-Centred Orientation, Distributed Leadership, dan Communicating Change. Dari analisis yang dilakukan, telah didapatkan hasil penelitian yaitu variabel Person-Centred Orientation dan Task-Centred Orientation sama-sama berpengaruh positif terhadap variabel Communicating Change. Pengaruh tersebut tidak dimediasi oleh variabel Distributed Leadership.

---

This thesis aims to analyze the relationship between the leadership style orientation of each manager towards communication activities as a form of implementing organizational change that is applied to every member of the organization in state-owned companies throughout Indonesia, by taking respondents from workers who have direct supervisors. This study uses a quantitative method with a convenience sampling technique. The research subjects used 155 workers from several state-owned companies. Data were collected using an online questionnaire and processed using SmartPLS 3 with the Structural Equation Modeling (SEM) method to examine the relationship between the four variables from Person-centred Orientation, Task-centred Orientation, Distributed Leadership, and Communicating Change. From the analysis, the research results have been obtained, the Person-Centred Orientation and Task-Centred Orientation variables both have a positive effect on the Communicating Change variable. This relationship is not mediated by the Distributed Leadership variable."

"Kepemimpinan paternalistik merupakan konsep kepemimpinan yang berasal dari negara yang menganut sistem kolektivis dipandang mempunyai kecocokan untuk diimplementasikan pada budaya Indonesia yang mengutamakan budaya kekeluargaan dan kebapakan. Tujuan penelitian ini adalah untuk menganalisis pengaruh kepemimpinan paternalistik terhadap kinerja Aparatur Sipil Negara (ASN) di lingkungan Direktorat Jenderal Penyelenggaraan Pos dan Informatika (Ditjen PPI) pada Kementerian Komunikasi dan Informatika (Kemkominfo) dan peran mediasi kepercayaan (affective-based trust dan cognitive-based trust). Responden pada penelitian ini adalah seluruh ASN di Ditjen PPI baik jabatan struktural maupun fungsional. Proses analisis data pada penelitian ini menggunakan metode SEM-PLS untuk melihat hubungan antar variabel untuk melihat hubungan pada variabel-variabel penelitian, dengan menggunakan aplikasi SmartPLS. Hasil penelitian ini menemukan bahwa dimensi variabel kepercayaan mempunyai memediasi hubungan antara variabel kepemimpinan paternalistik dan kinerja.

---

Paternalistic leadership is a concept of leadership originating from a country that adheres to a collectivist system deemed to have a suitability to be implemented in Indonesian culture that prioritizes a culture of kinship and fatherhood. The purpose of this study was to analyze the influence of paternalistic leadership on the in-role performance of the State Civil Apparatus (ASN) in the Directorate General of Post and Information Technology (Ditjen PPI) at the Ministry of Communication and Information Technology (Kemkominfo) and the role mediation of trust (affective based and cognitive based). Respondens of this research is all ASN in DG PPI both structural and functional positions. The process of data analysis is to use the SEM-PLS method to see the relationship between variables to see the relationship to the research variables, using the SmartPLS application. The results revealed that the dimensions of trust variable had a positive mediating effect on performance and performance."

"Kreativitas merupakan salah satu faktor yang dibutuhkan perusahaan untuk tumbuh dan berkembang dalam lingkungan yang dinamis di tengah kondisi ekonomi global yang tidak menentu, termasuk kondisi pandemi Covid-19 saat ini. Penelitian ini menganalisis pengaruh aktivitas Perilaku Kepemimpinan Paradoks dan kepribadian proaktif terhadap kreativitas karyawan di sektor perbankan di DKI Jakarta. Penelitian ini juga menguji perkembangan kerja sebagai variabel mediasi dalam hubungan Perilaku Kepemimpinan Paradoks terhadap kreativitas karyawan dan kepribadian proaktif terhadap kreativitas karyawan. Penerapan perilaku kepribadian proaktif mencerminkan sejauh mana individu melakukan perubahan untuk mencari solusi. Data dikumpulkan dari 219 karyawan perbankan di DKI Jakarta. Analisis data menggunakan teknik partial least square structural equation modeling (PLS-SEM). Temuan mengungkapkan bahwa kepribadian proaktif dapat meningkatkan perkembangan di tempat kerja dan kreativitas. Oleh karena itu, penting untuk mendukung pengembangan kepribadian proaktif. Selain itu, organisasi juga akan mendapat manfaat dari berkembang di tempat kerja untuk meningkatkan perilaku kreatif dengan mendukung vitalitas dan pembelajaran di dalam organisasi

---

Creativity is one of the factors that companies need to grow and develop in a dynamic environment in the midst of uncertain global economic conditions, including the current Covid-19 pandemic. This study analyzes the effect of paradoxical leader behavior and proactive personality on the creativity of employees in the banking sector in DKI Jakarta. This study also examines thriving at work as a mediating variable in the relationship between paradoxical leader behavior on employee creativity and proactive personality on employee creativity. The application of proactive personality behavior reflects the extent to which individuals make changes to find solutions. Data were collected from 219 banking employees in DKI Jakarta. Data analysis used partial least square structural equation modeling (PLS-SEM) technique. The findings reveal that a proactive personality can enhance workplace development and creativity. Therefore, it is important to support proactive personality development. In addition, organizations will also benefit from thriving in the workplace to enhance creative behavior by supporting vitality and learning within the organization."

"Penelitian ini fokus pada hubungan variabel Leader-Member Exchange (LMX) dan Organizational Citizenship Behavior (OCB), serta intervensi terhadap Leader-Member Exchange (LMX) untuk melihat dampaknya pada Organizational Citizenship Behavior (OCB). Sebanyak sepuluh orang karyawan PT X besedia berpartisipasi pada penelitian ini dan mengisi kuesioner yang digunakan pada penelitian ini, yaitu LMX-MDM (1998) dan Organizational Citizenship Behavior Scale (1990). Kuesioner-kuesioner tersebut mengukur perilaku kerja karyawan sebelum dan sesudah pemberian leadership program intervention. Hasil penelitian menggunakan The Wilcoxon Signed Rank Test menunjukkan tidak ada perbedaan nilai yang signifikan, baik LMX dan OCB saat sebelum dan sesudah pemberian program intervensi kepemimpinan (p>0.05). Hasil ini disebabkan beberapa faktor antara lain lack of time dalam proses transfer of learning, belum optimalnya peran controller dalam proses implementasi hasil pembelajaran, dan beberapa hal lainnya yang akan dibahas pada bagian diskusi.

---

This research focused on the relationship between Leader-Member Exchange (LMX) and Organizational Citizenship Behavior (OCB), along with intervention on Leader-Member Exchange and its impacts on Organizational Citizenship Behavior (OCB). Ten employees of PT X agreed to participate in this study and filled in LMX-MDM Scale (1998) and Organizational Citizenship Behavior Scale (1990). Those questionnaires measured employees’ work behaviors before and after a leadership intervention program.

The Wilcoxon Signed Rank Test results showed that there was no significant difference in Leader-Member Exchange and Organizational Citizenship Behavior before and after intervention (p>0.05). These results were caused by several factors including lack of time in the transfer of learning process, the role of the controller was less involved during implementation process of learning outcomes, and several other things that will be discussed in the discussion section."

"Kepemimpinan inklusif merupakan gaya kepemimpinan yang dianggap efektif dalam memberdayakan karyawan di tengah perbedaan yang ditemukan di dalam perusahaan. Penelitian ini dilakukan dengan tujuan untuk mengetahui kemampuan prediktif faktor individu dari kepemimpinan inklusif, yaitu extraversion, openness to experience, dan perspective taking. Pengukuran dilakukan kepada manajer atau supervisor dari berbagai perusahaan di Indonesia (N=128) dengan menggunakan alat ukur Inclusive Leadership, Big Five Inventory, dan Interpersonal Reactivity Index. Hasil uji korelasi menemukan bahwa extraversion, openness to experience, dan perspective taking berkorelasi secara signifikan dengan kepemimpinan inklusif. Dari hasil analisis regresi linier hirarki didapatkan bahwa extraversion memprediksi kepemimpinan inklusif secara positif dan signifikan setelah mengontrol variabel demografis (jenis kelamin, usia, tingkat pendidikan, jumlah bawahan). Kemudian, Openness to experience memprediksi kepemimpinan inklusif secara positif dan signifikan setelah mengontrol variabel demografis dan extraversion. Terakhir, perspective taking tidak memprediksi kepemimpinan inklusif secara positif dan signifikan setelah mengontrol variabel demografis, extraversion, dan openness to experience. Sebagai implikasi praktis, organisasi dapat memberikan pelatihan kepada para manajer yang terkait dengan karakteristik extraversion agar para manajer dapat membuka diri dan memahami karyawannya.

---

Inclusive leadership is the leadership style that effectively empowers employees in the diversity workplace. This study aims to examine the effect of individual factors on inclusive leadership, i.e extraversion, openness to experience, and perspective taking. Measurements were conducted on managers or supervisors from any companies in Indonesia (N=128) using these instruments: Inclusive Leadership, Big Five Inventory, and Interpersonal Reactivity Index. The results showed that extraversion, openness to experience, and perspective taking were significantly correlated with inclusive leadership. The results of hierarchical linear regression analysis showed that extraversion significantly and positively predicted inclusive leadership above and beyond the effects of demographics (gender, age, educational level, number of subordinates). Openness to experience was significantly and positively predicted inclusive leadership above and beyond the effects of demographics and extraversion. In addition, perspective taking was not significantly and positively predicted inclusive leadership above and beyond the effects of demographics, extraversion, and openness to experience. As the practice implication from this study, organizations should provide training for managers about extraversion to open about themselves and understand their subordinates"

"Penelitian dilakukan untuk mengetahui pengaruh dari Top Management Team Cognitive Conflict sebagai mediator terhadap pengaruh antara Empowering Leadership, Directive Leadership dan Narcissistic Leadership terhadap Strategic Decisions Comprehensiveness serta pengaruh mediasi dari Strategic Decisions Comprehensiveness pada pengaruh antara Empowering Leadership, Directive Leadership dan Narcissistic Leadership terhadap Project Performance. Data dikumpulkan melalui kuesioner dan dianalisis menggunakan Structural Equation Modeling (SEM). Sejumlah 109 proyek konstruksi di Indonesia berpartisipasi menjadi sampel penelitian. Hasil penelitian menunjukkan bahwa Empowering Leadership dan Directive Leadership adalah tipe kepemimpinan yang menyumbangkan hasil positif terhadap Project Performance secara keseluruhan dan akan lebih meningkat lagi ketika di mediasi oleh Strategic Decisions Comprehensiveness. Namun perlu juga diperhatikan bahwa faktor konflik pada level Site Manager dapat memberikan pengaruh negatif pada strategi dalam proses pengambilan keputusan dan kinerja perusahaan secara keseluruhan. Perusahaan perlu memberikan edukasi kepada para Project Manager tentang cara memimpin sebuah proyek konstruksi dengan gaya kepemimpinan yang empowering dan directive serta memberikan edukasi dalam menyusun strategi dalam pengambilan keputusan selama berjalannya proyek.

---

The study was conducted to determine the effect of Top Management Team Cognitive Conflict as a mediator on the effect of Empowering Leadership, Directive Leadership and Narcissistic Leadership on Strategic Decisions Comprehensiveness and the mediating effect of Strategic Decisions Comprehensiveness on the influence of Empowering Leadership, Directive Leadership and Narcissistic Leadership on Project Performance. Data were collected through questionnaires and analyzed using Structural Equation Modeling (SEM). A total of 109 construction projects in Indonesia participated in the research sample. The results show that Empowering Leadership and Directive Leadership are types of leadership that contribute positive results to Project Performance as a whole and will increase even more when mediated by Strategic Decisions Comprehensiveness. However, it should also be noted that conflict factors at the Site Manager level can have a negative influence on strategy in the decision-making process and overall company performance. Companies need to provide education to Project Managers on how to lead a construction project with an empowering and Directive Leadership style and provide education in formulating strategies for decision making throughout the project."

"ABSTRACTPeran kelurahan sebagai ujung tombak pemerintahan terendah untuk menjalankan segala bentuk kebijakan sekaligus menampung kebutuhan masyarakat. Dengan demikian dibutuhkannya sosok pemimpin yang tepat untuk memimpin organisasi kelurahan. Untuk itu penelitian ini bertujuan untuk menganalisis peran kepemimpinan lurah berdasarkan sepuluh indikator peran kepemimpinan Henry Mintzberg. Indikator tersebut yaitu monitor, disseminator, spokesman, entrepreneur, disturbance handler, resource allocator, negotiator, liaison, leader dan figurehead. Penelitian ini menggunakan pendekatan positivist dan termasuk dalam penelitian deskriptif. Manfaat penelitian ini murni, segi waktunya cross sectional dan pengambilan datanya melalui wawancara mendalam dengan narasumber terkait, observasi langsung serta studi pustaka. Melalui analisis yang dilakukan maka dapat disimpulkan bahwa Lurah Dodo Supendi dalam menjalankan perannya di Lingkungan Bambu Apus secara umum sudah menerapkan sepuluh indikator peran kepemimpinan Mintzberg. Hasil analisis menjelaskan masih ditemukan peran kepemimpinan yang buruk. Berdasarkan indikator spokesman yang berkaitan tentang koordinasi yang buruk dengan perangkat warga. Indikator disturbance handler berkaitan aturan yang dilanggar. Indikator resource allocator dan negotiator berkaitan peran lurah yang tidak merata untuk wilayah yang dipimpinnya, khususnya dalam Musrenbang. Serta indikator liaison dan leader berkaitan penyalahgunaan kewenangan yang dilakukan pemimpinnya. Semua indikator memiliki kekurangan berdasarkan analisis dari peran lurah ini, namun peneliti memberi saran khususnya dalam indikator leader karena menyangkut intergritas aparatur daerah secara umum.

---

ABSTRACTThe role of the village as the spearhead of the lowest government is to carry out all forms of policy while accommodating the needs of the community. Thus the right leader is needed to lead the village organization. For this reason the aim of this study was to analyze the leadership role of the lurah based on ten indicators of Henry Mintzberg's leadership role. The indicators are monitor, disseminator, spokesman, entrepreneur, disturbance handler, resource allocator, negotiator, liaison, leader and figurehead. This study uses a positivist approach and is included in descriptive research. The benefits of this study are purely, in terms of time, cross sectional and data collection through in-depth interviews with related sources, direct observation and literature. Through the analysis carried out, it can be concluded that the Head of Dodo Supendi in carrying out his role in the Bambu Apus Environment in general has applied ten indicators of Mintzberg's leadership role. The results of the analysis explain that bad leadership roles are still found. Based on the spokesman's indicators relating to poor coordination with citizen devices. Indicators of disturbance handlers relate to rules that are violated. Indicators of resource allocators and negotiators relate to the unequal role of village heads for the regions they lead, especially in Musrenbang. As well as liaison and leader indicators related to abuse of authority carried out by their leaders. All indicators have shortcomings based on the analysis of the role of this lurah, but the researcher gives advice especially in leader indicators because it involves the integrity of regional apparatus in general."

"ABSTRAKPenelitian ini bertujuan untuk mengetahui kepemimpinan entrepreneurial, kemampuan inovasi, dan performa inovasi pada unit bisnis di industri perbankan. Industri perbankan dipilih karena mereka sedang diambang revolusi yang didorong oleh perkembangan teknologi yang telah mengubah perilaku manusia hingga tingkatan aktivitas kesehariannya. Fenomena ini dapat mengancam model bisnis klasik di industri perbankan. Untuk mengetahui apakah industri perbankan berada pada posisi incumbent, penelitian ini juga bertujuan untuk mengetahui apakah perusahaan perbankan saat ini memiliki karakteristik inovasi yang berkelanjutan. Sampel pada penelitian ini adalah Sentra Kredit Kecil SKC BNI dan Jenius BTPN, dengan karyawan mereka sebagai unit observasi. Hasil penelitian menunjukkan tiap variabel saling memengaruhi dan peran kemampuan inovasi sebagai variabel mediasi penuh. Manajer perlu waspada terhadap munculnya kompetitor dengan inovasi disruptif. Model bisnis yang ada rentan untuk terdisrupsi, seiring dengan telah dikembangkannya teknologi yang diperlukan

---

ABSTRACT<>br>This study aims to analyze entrepreneurial leadership, innovation ability, and innovation performance in business units in the banking industry. The banking industry is chosen because they are on the verge of a revolution driven by technological developments that have transformed human behavior. This phenomenon can threaten the classic business model in the banking industry. To find out whether the banking industry is in an incumbent position, this study also aims to find out whether banking companies now have sustainable innovation characteristics. The samples in this study are BNI Small Credit Center SKC and BTPN Genius, with their employees as an observation unit. The results confirmed positive relationship and full mediation. Banking managers need to be aware of potential disruptive competitor. Current traditional business model is open to be disrupted, and the technology needed to disrupt is already exist."