DETAIL KOLEKSI

Pengaruh ethical leadership terhadap employee task performance yang dimediasi oleh organizational identification pada karyawan PT Wijaya Karya di Jakarta


Oleh : Nuradisa Purnama

Info Katalog

Nomor Panggil : 2018_TA_MJ_022141064

Penerbit : FEB - Usakti

Kota Terbit : Jakarta

Tahun Terbit : 2018

Pembimbing 1 : Lucy Warsindah

Subyek : Ethical leadership;Human resource management and organization

Kata Kunci : ethical leadership, organizationaliIdentification, employee task performance

Status Posting : Published

Status : Lengkap


File Repositori
No. Nama File Hal. Link
1. 2018_TA_MJ_022141064_Halaman-Judul.pdf
2. 2018_TA_MJ_022141064_Bab-1.pdf
3. 2018_TA_MJ_022141064_Bab-2.pdf
4. 2018_TA_MJ_022141064_Bab-3.pdf
5. 2018_TA_MJ_022141064_Bab-4.pdf
6. 2018_TA_MJ_022141064_Bab-5.pdf
7. 2018_TA_MJ_022141064_Daftar-Pustaka.pdf
8. 2018_TA_MJ_022141064_Lampiran.pdf

P Penelitian ini bertujuan untuk menganalisis pengaruh Ethical Leadership terhadap Employee Task Performance yang dimediasi oleh Organizational Identification. Teknik pengambilan sampel menggunakan purposive sampling dengan jumlah sampel sebanyak 200 yang diperoleh melalui rumus Slovin dari total 400 karyawan PT Wijaya Karya di Jakarta. Penelitian ini menggunakan alat analisis statistik deskriptif dan SEM (Structural Equation Model). Total nilai rata-rata statistik desktriptif untuk ethical leadership 3.652, untuk organizational identification sebesar 3.696, dan untuk employee task performance adalah 3.339. Berdasarkan hasil pengujian hipotesis Ethical leadership berpengaruh positif terhadap employee task performance dengan nilai estimate 0,193, Ethical leadership memiliki pengaruh positif terhadap Organizational Identification dengan nilai estimate 0,292, Organizational identification memiliki pengaruh positif terhadap employee task performance dengan nilai estimate 0,298, dan organizational identification tidak memediasi pengaruh ethical leadership terhadap employee task performance dengan nilai estimasi 0,087 (pengaruh tidak langsung) < 0,193 (pengaruh langsung). Dalam penelitian ini diperoleh implikasi manajerial yaitu, untuk meningkatkan ethical leadership manajer diharapkan mendengarkan keluh kesah karyawan dan melakukan komunikasi secara informal, untuk meningkatkan organizational identification diharapkan manajer melakukan pendekatan kepada para karyawan dan melakukan pemberdayaan secara adil, untuk meningkatkan employee task performance diharapkan pimpinan memberikan keleluasaan kerja kepada karyawan dalam melakukan tugas inti agar para karyawan dapat meningkatkan kreativitas.

P Purpose of this study was to analyze the influence of Ethical Leadership on Employee Task Performance mediated by Organizational Identification. The sampling technique in this research is purposive sampling and distributing questionnaires to 200 respondent by using Slovin Theory from a total of 400 employees at PT Wijaya Karya Jakarta. This research using statistic descriptive and SEM analysis tool (Structural Equation Model). Total average value for statistic descriptive ethical leadership is 3.652, for organizational identification is 3.696, and for employee task performance is 3.339. Based on the result of hypothesis testing it can be concluded that Ethical Leadership have positive influence to Employee Task Performance with estimate value 0,193, Ethical Leadership have significant positive influence to Organizational Identification with estimate value 0,292, Organizational Identification have positive influence to Employee Task Performance with estimate value 0,298, and Organizational Identification not mediated the influence of Ethical Leadership to Employee Task Performance with estimate value 0,087 (indirect effect) < 0,193 (direct effect). From this study obtained the managerial implications, to increase ethical leadership the leader needs to more listening the complaints and doing informal communication with the employee, to increase organizational identification the leader needs to approach and do empowering fairly with the employees, to increase employee task performance the leader needs to give more flexibility when the employee do their job to increase the employee’s creativity.

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