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ISSN 2355-4721 The Effect of Leadership Style on Motivation to Improve the Employee Performance
The Effect of Leadership Style on Motivation
to Improve the Employee Performance
Hanifah Novi Indah Susanthi Agus Setiawan
STMT Trisakti STMT Trisakti STMT Trisakti
stmt@indosat.net.id stmt@indosat.net.id stmt@indosat.net.id
ABSTRACT
Human resources (HR) is one of the most important factor in an organization, especial-
ly for PT. PELNI, a prominent goverment-owned marine transportation company.This
study aims to determine the factors which can improve the performance of employees at
PT.PELNI. Upon getting feed back from 78 employees, it is obvious that the company has
apparently been successful in motivating its employees to demonstrate good performance.
Success indication can be seen from the regression coefficient X2 (Work Motivation) of
0.428. While the regression coefficient X (Leadership Style) of 0.357. This indicates that
1
the motivation influences employee performance greater than leadership. Accordingly,
PT. Pelni can be taken as an example of a good company in motivating its employees.
Keywords: Human Resource, Leadership Style, Motivation, Employee Performance.
Jurnal Manajemen Transportasi & Logistik (JMTransLog) - Vol. 01 No. 03, November 2014 221
Hanifah, Novi Indah Susanthi, Reni Dian Octaviani ISSN 2355-4721
Introduction sessment. In other words, the performance
In an organization, leaders and em- assessment is determined by the results of
ployees must work together different tasks the human resources (HR) activities with
in order to achieve expected results. Ev- performance standards previously set out
ery leader, must have their own leadership by the organization.
style. Mulyadi and Rival (2009) mention- There are some variables that can
that leaders in theirleadership era needs to affect the performance of the employees,
think as well as to demonstrate leadership which according to Wirawan (2009) and
styles. By having a certain leadership style, Suranta (2002), are leadership style and
then, an employer will be able to affect the work motivation. Employee performance
performance of employees in an organiza- is highly integrated with the role of the
tion. In other words, leadership style plays leader while the motivation is needed by
an important role in running the organiza- the employee to work. Not only do lead-
tion. ership style and work motivation concern
Furthermore, in addition to leader- private organizations but also become a
ship style, an important element of value in great concern of the state owned transpor-
an organization is work motivation. Hando- tation company known such as PT PELNI
ko (2003) stated that work motivation is an (PT Indonesian National Shipping) which
individual’s personal circumstances that serves to provide marine transportation ser-
encourage the willingness of the individu- vices which includes transport of passen-
als to perform certain activities in order to gers and cargo freight among the islands in
achieve a goal. Similarly according to Umar the country.
(1999); motivation is a factor that can lead The method used in this study is a
to job satisfaction and improve employee survey method, while technical analysis of
performance. In organization life, employ- the data use a combination of descriptive
ees need to get a boost as a form of work statistical techniques.
motivation to improve their performance. Meanwhile, the data used are primary
Thus, work motivation has to get serious data concerning the social profile and iden-
attention from the leader of an organization
or the management, especially for leaders tification of respondents, and secondary
whose daily work is directly in contact with data is a source of research data obtained
subordinates in the workplace. Thus, moti- indirectly by researchers.
vation is an important variable that needs to
receive serious concern from the organiza-
tions in improving employee performance. Results and Discussion
As mentioned previously, employee
is one of the main elements that has a cru- Based on respondent profiles of the
cial role in determining the progress of the 100 distributed questionnaires 73 were re-
organization. Employee performance is turned, hence, the number of employees of
important to note because it can affect the PT. PELNI can be said to be balanced be-
achievement of organizational goals and tween men and women. The number of male
the level of survival in the ever increas- employees who filled out a questionnaire is
ingly intense global competition. In other 36 and the number of female employees
words, employees are important human re- is 35. Meanwhile, age range and length of
sources to achieve the organizational goals service results are varied, 30 employees of
and employee performance in an organiza- PT. PELNI (46.6%) aged 41-50 years with
tion needs to get a really measurable as- 11-20 years old work, and, 17 employees
aged 21-30, as well as 8 employees aged >
222 Jurnal Manajemen Transportasi & Logistik (JMTransLog) - Vol. 01 No. 03, November 2014
ISSN 2355-4721 The Effect of Leadership Style on Motivation to Improve the Employee Performance
50 years. Furthermore, in the longest length performance.
of service, only 3 employees who have
worked for> 30 years and 1 employees who Hypothesis 2
have worked between 5 to 10 years. This
indicates, that PT. PELNI is able to moti- H: ρ = 0 there is no relationship
vate and maintain the employees presence 0 y2
to keep working. between work motivation and performance
of employees;
H: ρ >0 there is a positive relationship
o y2
Table 1 Profile of Respondents between work motivation and performance
No. Description N Percentage of employees.
1 Gender Male 36 49.3
Female 35 47.9 Hypothesis 3
Total 73 100.0
2 Age 21-30 17 23.3 H: ρ = 0 there is no relationship
31-40 14 19.2 0 y3
41-50 34 46.6 between leadership style and work
>50 8 11.0 motivation and performance of employees;
Total 73 100.0 H: ρ >0 there is a relationship
3 Education Senior High 18 25.0 o y3
level between leadership style and work
D3 4 5.6 motivation and performance of employees.
S1 42 58.3
S2 8 11.1 The multiple linear regression calcu-
Total 72 100.0 lation between Leadership Style (X ), and
4 Length of <5 years 17 23.3 1
service work motivation (X ) on Employee Perfor-
5-10 years 1 1.4 2
11-20 years 30 41.1 mance (Y) shows the following results:
21-30 years 22 30.1
>30 years 3 4.1
Total 73 100.0 Table 2 Cofficient
Vari- Coeffi- t sig
Furthermore, based on the educa- ables cient
tion level, the majority of employees of Constant 3.456 7.71 0.000
PT. PELNI are university graduates in un- X1 0.357 3.400 0.001
dergraduate levelwith as many as 42 em- X2 0.428 6.502 0.000
ployees, only 11.1% are in graduate level. Source: primary data
Then, a high school graduate employees
amounted to 17 people and D3 4 people.
This shows, education of employees at PT. The results of the multiple linear
PELNI very varied. regression equation above indicates that
The hypothesis presented in this constant value of 3.456 means that if it is
study are as follows: not influenced by the variables; Leader-
ship Style (X ) and work motivation (X ),
1 2
Hypothesis 1 then, Employee Performance (Y) will not
change (constant). In addition, b (regres-
1
H: ρ = 0 there is no relationship sion coefficient X ) of 0.357 means that
0 y1 1
if the Leadership Style (X ) is further im-
between leadership style with the 1
performance of the employee; proved while the other variables are fixed
H: ρ >0 there is a positive relationship (constant), then, Employee Performance
o y1 (Y) will increase. Lastly, b (X regression
between leadership style to employee 2 2
Jurnal Manajemen Transportasi & Logistik (JMTransLog) - Vol. 01 No. 03, November 2014 223
Hanifah, Novi Indah Susanthi, Reni Dian Octaviani ISSN 2355-4721
coefficient) of 0.428 has a meaning that with t value of 6.502 which is greater than
if the work motivation (X ) on employ- the table = 2.000 with a significance value
2
ees increased, whereas the other variables of 0.000 <0.05. So it can be said, there is a
are fixed (constant), then, Employee Per- significant influence between work motiva-
formance (Y) will increase. Based on the tion on employee performance.
regression equation, the most dominant Next, simultaneous test is used to test
factor in influencing work motivation em- the hypotheses about the effect of leader-
ployee performance is proven by the value ship style and work motivation against em-
of the greatest regression coefficient; that is ployee performance at the same time.
equal to 0.428 which results in regression Table 4 ANOVA
equation Y = 3.456 + + 0,428X2 0,357X1.
Model Sum of Df Mean F Sig.
The magnitude of the variable per- Squares Square
centage of Employee Performance ex- Regression 5.978 2 2.989 28.498 0.000
plained by the independent variable (co- Residual 5.978 57 0.105
efficient of determination) is indicated by Total 11.956 59 -
the value of Adjusted R2 which equals to Source: primary data
0.500 using as independent variables in this
study which is more than one. This means
that the employee performance able to be Based on the results of the calcula-
explained by the leadership style and work tions the calculated F values obtained for
motivation with a value of 50%, while 50%
are explained by other variables not exam- 28,498 with the results of significance
ined in this study. of 0.000, while the degree of freedom in
item 57 in table 2 and table F obtained a
A t-test is completed to test the vari- value of 3.16 so that the calculated F value
ables’ relationship with results as seen in of 28.498> F value table = 3.16 (signifi-
Table 3. cant). This may imply that the influence
Table 3 Model Summary of the leadership style and work motiva-
tion together havesignificant influence on
Mod- R R2 Adj. Std e employee performance. So the third hy-
el R2 pothesis stating no influence of leadership
1 .707 0.500 0.482 0.32385 style and work motivation simultaneously
(con- is rejected.
stant)
Source: primary data Conclusions and Recommendations
Based on the leadership style and mo-
tivational work practiced by PT Pelni, then,
Partial test results (t test) are listed in it seems obvious that there is a significant
the table can be explained that the effect of relationship between leadership style on
leadership Styles on employee performance employees has improved the performance
is shown with t value of 3.400 and the table and motivation of all employees within the
= 2.000 with a significance value of 0.001 company, therefore, the attempts that have
<0.05. So it can be said there is significant been made and the situation makes is worth
relationship between leadership style on maintaining.
employee performance is partially accept- In line with that, to support the data
ed. Furthermore, the effect of work moti- for the top management in making policies
vation on employee performance is shown
224 Jurnal Manajemen Transportasi & Logistik (JMTransLog) - Vol. 01 No. 03, November 2014
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