JOSR: Journal of Social Research
Oktober 2022, 1 (11), 344-356
p-ISSN: 2827-9832 e-ISSN: xxxx-xxxx
Available online at http:// https://ijsr.internationaljournallabs.com/index.php/ijsr
http://ijsr.internationaljournallabs.com/index.php/ijsr
The Impact of Transformational Leadership Styles Instinctive
Motivation and Work Culture About employee performance
AT PT. beautiful base
Nurfaeda
1
, Benjamin
2,
A Hadidu
3,
Sudirman
4
STIE – YPUP Makassar
1234
nurfaidahypup67@gmail.com
1
, Bunyaminypup66@gmail.com
2
,
andihadidu@gmail.com
3
, sudirmandody123@gmail.com
4
Abstrak (indonesia)
Received:29
September
2022
Revised :10
Oktober
2022
Accepted:15
Oktober
2022
Latar Belakang: Kepemimpinan dalam kebutuhan
organisasi Mengembangkan dan membangun iklim
staf Motivasi yang mengarah pada kinerja tingkat
tinggi, dan apa yang dibutuhkan pemimpin Pikirkan
tentang gaya kepemimpinannya. Gaya kepemimpinan
adalah kode etik yang digunakan oleh seseorang
ketika dia berusaha untuk mempengaruhi tindakan
yang bertujuan untuk harmoni.
Tujuan: Penelitian ini bertujuan untuk menganalisis
pengaruh gaya kepemimpinan transformasional,
motivasi naluriah, dan budaya kerja terhadap kinerja
karyawan di PT Beautiful Base
Metode: Metode survei digunakan sebagai variabel
intervening (studi kasus di PT. Basis Indah).
Kuesioner yang digunakan adalah kuesioner
kuantitatif dalam format kuesioner populasi dan
sampel. Dalam penelitian ini, seluruh karyawan PT.
Basis Indah memiliki 140 responden. Kuesioner diuji
melalui uji validitas dan reliabilitas. Analisis data
kemudian dilakukan.
Analisis SEM, uji hipotesis dan uji intervensi
Hasil: Hasil penelitian menunjukkan bahwa gaya
kepemimpinan transformatif berpengaruh positif
signifikan terhadap kepuasan kerja. Budaya kerja dan
budaya kerja berpengaruh positif dan signifikan
terhadap kinerja pegawai.
Kesimpulan: Studi ini menyimpulkan bahwa gaya
Nurfaeda
1
, Benjamin
2,
A Hadidu
3,
Sudirman
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/ JOSR: Journal of Social Research, 1(11), 344-356
The Impact Of Transformational Leadership Styles Instinctive Motivatio
And Work Culture About Employee Performance AT PT. Beautiful Base
345
kepemimpinan transformatif secara langsung
mempengaruhi kepuasan kerja, tetapi tidak terhadap
kinerja. Motivasi kerja mempengaruhi kepuasan kerja,
tetapi tidak mempengaruhi kinerja karyawan. Budaya
kerja, di sisi lain, secara langsung mempengaruhi
kinerja, tetapi bukan kepuasan kerja.
Kata kunci: gaya kepemimpinan; mengubah;
motivasi; esensi budaya tempat kerja; kinerja
karyawan.
Abstract (English)
Background: Leadership in organizational needs
Develop and build staff climate Motivation that leads
to high levels of performance, and what leaders need
Think about his leadership style. Leadership style is
a code of conduct used by a person when he or she
seeks to influence action aiming for harmony.
Objective: The research aims to analyze the impact
of transformational leadership styles, instinctive
motivation, and work culture on employee
performance at PT Beautiful Base
Methods: Survey methods used as intervening
variables (case study at PT. Basis Indah). The
questionnaires used are quantitative in a
questionnaire format on population and sample. In
this study, all employees of PT. Basis Indah has 140
respondents. The questionnaire was tested through
validity and reliability tests. Data analysis was then
performed.
SEM analyses, hypothesis tests and intervention tests
Results: Results show that transformative leadership
styles have a significant positive impact on job
satisfaction. Work and work culture have a positive
and significant impact on employee performance.
Conslusion: The study concludes that transformative
leadership styles directly affect job satisfaction, but
not performance. Job motivation affects job
satisfaction, but not employee performance. Work
culture, on the other hand, directly affects
performance, but not job satisfaction.
Nurfaeda
1
, Benjamin
2,
A Hadidu
3,
Sudirman
4
/ JOSR: Journal of Social Research, 1(11), 344-356
The Impact Of Transformational Leadership Styles Instinctive Motivatio
And Work Culture About Employee Performance AT PT. Beautiful Base
346
Keywords: leadership style; chang; motivation;
essence Workplace culture; employee performance.
*Correspondent Author : Nurfaeda
Email : nurfaidahypup67@gmail.com
BACKGROUND
Leadership in organizational needs Develop and build staff climate
Motivation that leads to high levels of performance, and what leaders need Think
about his leadership style (Ardliana, Rusdarti, & Suminar, 2021). Leadership style
is a code of conduct used by a person when he or she seeks to influence action
aiming for harmony. According to, the perception among people influences that
their status is very important. educate (2018). One approach that can be used to
find success A leader should learn his style. lot influence the success of leaders
action his men. Thoha (2019) said leadership style is the norm Actions taken by a
person when he or she tries to influence behavior of others (Alromaihi,
Alshomaly, & George, 2017).
In this case, efforts to harmonize perceptions among people Affects people
whose behavior is highly affected important position. Of the various ways leaders
do in mobilization, Subordinates to achieve organizational goals ultimately can
Improve the performance of subordinates. Indirect leadership continues
Determines the shaping of employee performance (Alzoraiki, Rahman, &
Mutalib, 2018). Good leadership The more subordinates, the higher the
performance of subordinates. Human resources are one of the factors that
determine an organization's success in achieving its goals (Suwatno and Priansa,
2011). Organizations facing global competition must possess strong and capable
resources. Resources are a key component of an organization, and if an
organization's resources are not of high quality, the organization cannot face ever-
increasing global competition (Dewi & Aslami, 2022).
Employee performance can be viewed in terms of work results, task
results, or activity results over a period of time (Notoatmodjo, 2014).
Mangkunegara (2010) defines performance as the quality and quantity of work
achieved by an employee in carrying out his or her duties in accordance with the
responsibilities given. Organizational factors consist of leadership resources, work
culture, compensation (Ghozali, 2013), structure, and job design. Leaders who are
able to influence their employees and actively involve them in achieving goals
through appropriate leadership are successful in building relationships with their
subordinates. Leaders have different methods to apply to leadership, such as
transformational leadership, that is, a leader who inspires followers to set aside
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The Impact Of Transformational Leadership Styles Instinctive Motivatio
And Work Culture About Employee Performance AT PT. Beautiful Base
347
personal interests for the benefit of the organization. Alzoraiki (2018) study
Results show that transformative leadership has a statistically significant impact
on teacher performance. As a result, this means that high levels of transformative
leadership lead to high levels of achievement for Yemeni public school teachers.
A study by Suarez (2019) found that high-level transformational leadership has a
significant relationship with the dimensions of support, engagement, innovation
and autonomy, and a small value relationship with the dimensions of organization
and comfort. I concluded that there is (Guzmán, 2019).
According to Indra Suryadi (2018), the results show that intrinsic
motivation, job satisfaction, and organizational culture have a positive and
significant impact on the performance of employees of the Civil Service
Department of BKN Jakarta. increase. There is another important factor that
influences employee performance: workplace culture (Haqq, 2016). A good work
culture creates a conducive working environment so that employees can achieve
good performance. Workplace culture is the devices or systems, beliefs and norms
that employees implement to guide the company (Wibowo, 2012). Other things an
organization can do to help improve performance Employees are motivated.
Motivation is the force that drives members of an organization to willingly direct
their abilities in the form of expertise, skills, energy and time to carry out and
accomplish the various activities for which they are responsible. Specified goals
and various organizational goals (Inuwa, 2016).
PT employee performance appraisals based on phenomena. Basis Indah is
supported by research gaps found in previous work, allowing us to formulate the
question: how to improve PT performance (Usmany, Lubis, & Purba, 2022).
beautiful base. The purpose of this study was to analyze the impact of
transformational leadership styles, intrinsic motivation, and work culture on
employee performance through employee job satisfaction at PT. beautiful base.
A. Effects of transformative leadership styles on job satisfaction.
Swandari Bass (2003:93) define that leadership Transformation as a leader
have influence Subordinates in a sense. When applying transformational
leadership, Employees feel trusted, valued, and loyal and respect their leaders.
Ultimately , subordinates are motivated to do more than expected . When a
manager or leader can apply innovative leadership styles, employee loyalty and
respect for the leader increase (Balouch & Hassan, 2014), and subordinates feel
motivated to do more than expected (Alam et al., 2013). Leaders who use a
transformational leadership style are highly skilled at transforming someone from
a follower to a leader, and can influence them to overcome their personal interests
for the benefit of the organization (Greiman 2009). This explanation is supported
by studies by Alzoraiki (2018), Putu Wahyu (2019) (Romadhoni & Ramadhani,
2021), and Suarez (2019), which state that transformative leadership styles
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The Impact Of Transformational Leadership Styles Instinctive Motivatio
And Work Culture About Employee Performance AT PT. Beautiful Base
348
influence job satisfaction. Based on this description, we can make the following
hypotheses: H1: Innovative leadership styles influence job satisfaction.
B. Effects of Intrinsic Motivation on Job Satisfaction
In research, Ahmad Taufiq (2016) suggests that intrinsic motivation and
work discipline each have a large positive effect on performance, and that intrinsic
motivation also influences job satisfaction and work discipline. increase. The
same was stated by Siska Puspita (2019) that intrinsic motivation has a positive
and significant impact on job satisfaction. The most important motivation for
making subordinates want to be number one can be interpreted as self-initiated
motivation that creates a sense of job satisfaction that allows subordinates to do
their best work. Based on this description, we can make the following hypotheses:
H2: Intrinsic motivation influences job satisfaction. 45.
C. The impact of work culture on job satisfaction
Edgar H. Schein (2010: 18) defines culture as a pattern of shared
underlying assumptions by which specific groups learn to overcome problems of
external adaptation and internal integration. A proper way to understand, think
and feel these issues. Furthermore, Shine describes the elements of culture:
science, belief, art, morality, law, custom, social behavior/habits (norms), basic
assumptions, values, learning/inheritance, and external adaptation and internal
integration. I am describing the problem. A study conducted by Zakiul, et al.
(2017) found that work culture has a significant impact on job satisfaction.
Aswadi Lubis (2016) suggests that workplace culture has a positive impact on job
satisfaction. Studies by Desi Saputra Raffie et al. (2018) also argue that work
culture positively affects job satisfaction. Based on this description, we can make
the following hypotheses:
H3: Workplace culture influences job satisfaction.
D. How Transformational Leadership Styles Affect Employee Performance
According to Osabiya and Ikenga (2015), leadership is an activity that
influences social situations in which a leader's character qualities can affect his
followers and subordinates. Social exchange theory (social exchange theory)
states that if employees understand that the company they work for meets their
attitudes and attitudes (Jauhar et al., 2017) . According to Alzoraiki's study
(2018), innovative leadership styles have a positive effect on employee
performance, Mohd. Kurniawan DP (2018), Putu Wahyu (2019) and Suarez
(2019) explain the same. Based on this description, we can make the following
hypotheses: H4: Innovative leadership styles impact employee performance.
E. The impact of intrinsic motivation on employee performance
It is the driving force of work that comes from within the worker as an
individual, in the form of an awareness of the importance, benefits, or meaning of
the work they do.According to
Nurfaeda
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The Impact Of Transformational Leadership Styles Instinctive Motivatio
And Work Culture About Employee Performance AT PT. Beautiful Base
349
Luthans (2011) , intrinsic motivation drives employee excellence. In other words,
intrinsic motivation encourages employees to perform their duties well and
enables them to achieve high performance. Employees who are intrinsically
motivated enjoy their work, always strive to do their job well, and are consistently
able to maintain or improve their performance. Nopitasari and Krisnandi (2018)
also explain that the stronger an employee's intrinsic motivation, the stronger their
desire to do their job properly.
Make their behavior more motivated so that it aligns with performance standards
and company goals. This explanation is supported by studies by Indra Suryadi
(2018), Ahmad Taufiq (2016) and Siska Puspita Sari (2019), which explain the
positive impact of intrinsic motivation on employee performance. I'm here. Based
on this description, we can make the following hypotheses:
H5: Intrinsic motivation affects employee performance.
F. Impact of work culture on employee performance
Work culture serves as a determinant of traits that shape work guidelines
so that employee performance is effective and efficient (Al Ayyubi, 2019).
Building a good and strong work culture requires the continuous efforts of each
employee to create good cooperation to realize the goals to be achieved. The
presence of an attitude of mutual cooperation that becomes a culture among
employees facilitates the achievement of the company's expected performance.
A study showing that work culture influences employee performance was
conducted by Wahyuni (2015). Haqq (2016) and Al Ayyubi (2019). Based on this
description, we can make the following hypothesis:
H6: Workplace culture influences employee performance.
G. The Impact of Job Satisfaction on Employee Performance
Shaju and Subhashini (2017) state that employee performance is strongly
influenced by employee job satisfaction. Employees find joy in the activity of
doing their job and feel that working for a company meets their needs (Javed,
2014). Meeting employee needs can make employees feel that the company cares
about them, and employees are rewarded according to their work. Employees who
feel that their needs are met and that their work is enjoyable are more likely to do
better in the hope that they will be of service to the company (Isa et al, 2016).
This explanation is supported by studies by Javed et al (2014), Inuwa (2016),
Agus Tunggal S (2016) and MA Alromaihi (2017), who state that job satisfaction
affects employee performance. increase. Based on this description, we can make
the following hypotheses: H7: Job satisfaction affects employee performance.
Figure 1 shows the theoretical research framework formed based on the
formulated hypotheses.
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Figure 1 Theoretical Thinking Framework
RESEARCH METHODS
This type of research is quantitative research in the form of research
studies. The instrument used in this study was a questionnaire or questionnaire
(Sugishirono 2016). A survey study is one of the research methods used in the
field of psychology to measure the characteristics, attitudes, domains, and
responses of respondents to questions posed (Groves et al. 2004). The survey
population for this study was all employees of PT. Basis Indah. The sample drawn
is employees in jobs with a total of 140 employees. The type of data used is
primary data based on survey responses by survey respondents. SEM ( Structural
Equation Modeling ) analysis is a multivariate analysis technique that combines
factor analysis and pathway analysis.In this study using PLS, researchers analyzed
multiple exogenous and intrinsic variables and many factors (Ghozali & Latan,
2015) to simultaneously test and infer the relationship between.
RESULTS AND DISCUSSION
Tables 1 and 2 show the results of testing the validity and reliability of the
model and variable measures.
Table 1 Outer loading
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Table 2 Configuration Reliability and Effectiveness
Based on Tables 1 and 2 above, values of external loading, combined
reliability, Cronbach alpha > 0.7, and AVE value > 0.5 can be observed, so each
index is valid and reliable for the study. Figure 2 shows the test results of the
empirical model.
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Figure 2 Hypothesis Testing
Table 3 Summary of direct effects hypothesis tests
Based on Table 3, we have information that work culture directly affects
performance, but not job satisfaction. Leadership style directly affects job
satisfaction, but not employee performance. Job motivation affects job
satisfaction, but not employee performance.
Table 4 Summary of indirect effect hypothesis tests
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Table 4 shows that job satisfaction is an intervention of the influence of
work culture on performance, whereas the influence of intrinsic motivation and
leadership style does not support the intervention test of job satisfaction. .
Research shows that transformative leadership styles have a positive effect on job
satisfaction. You are a charismatic leader, have inspiring leadership and can lead
your team in a better direction. Employees are also happier with their leaders
because they feel closer and more cared for in their work activities, both officially
and personally. their work so that employees can successfully complete their
work. The results of this study show that a transformative leadership style has a
positive effect on job satisfaction at PT. Basis Indah. This result is also supported
by a statement by Alzoraiki (2018) . Leaders must have a shared vision of future
possibilities that inspires their subordinates and the ability to put the needs of the
group ahead of their own personal interests (Early & Davenport, 2010; O'Reilly et
al. ., 2010). Therefore, in today's public school environment, transformational
leadership is a desirable quality for leaders to possess. This work was based on
knowledge of leadership attributes and behaviors in public school education.
Another opinion by Putu Wahyu (2019) describes a transformative
leadership style as having a significant positive impact on job satisfaction. This
means that managers with innovative leadership styles are more likely to increase
employee job satisfaction. Suarez (2019) also found that NGO leadership requires
practicing the principles of service, dedication and altruism (Binder-Aviles 2012).
Working environments are extensively documented in the literature (Conger,
Kanungo, and Menon 2000; Stringer 2002).
Research shows that intrinsic motivation has a large negative impact on
job satisfaction. Intrinsic motivation comes from the outside and increases
employee motivation and enthusiasm for work. For example, studies have shown
that managers' ability to motivate, Directing and communicating with employees
determines the effectiveness of a manager's performance. This is in line with
Listianto's opinion cited by Damayanti (2013), who states that ``the higher the job
motivation, the higher the employee performance''. By motivating each and every
employee, it is expected that each and every one of them will carry out their duties
with greater effort and motivation and achieve their maximum performance.
However, the results of this study found that intrinsic motivation has a
significant negative impact on job satisfaction. For example, employees feel that
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And Work Culture About Employee Performance AT PT. Beautiful Base
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they have become accustomed to such situations and conditions, such as giving
awards to outstanding employees, but this is actually a way to improve the
performance of other average employees in the long run. poor performance of the
performance criteria. The results of the work obtained are not satisfactory.
Another factor in which intrinsic motivation has a significant negative impact on
job satisfaction is whether PT . It is the character of each employee who has the
character or idea of working with If you have extra income, this indicates a low
level of responsibility and professionalism as an employee. Studies show that
work culture has a positive but nonsignificant effect on job satisfaction.
Workplace culture is one element of organizational behavior and company
climate.
Work culture influences the results to be achieved and also influences the
environmental climate of the company. A conducive corporate culture produces
the greatest results and has a positive impact on the company. Work culture
contributes positively to the development of the company. A company develops
rapidly if it has a good working culture and is managed harmoniously (Yusuf,
2017). Workplace culture can be interpreted as the norms, habits, values and
guiding principles of how work is done. Workplace culture serves as the basis or
reference for carrying out corporate management. Work culture is closely related
to work motivation. A good work culture ensures a high level of employee
commitment, integrity and motivation to achieve expected performance. The
study revealed that work culture had a positive but not significant effect on job
satisfaction. This is because the existing work culture actually makes workers
dissatisfied with their jobs. For example, the practice of giving awards that are
always applied can make workers less habitual habits. Good because the results of
the work done are not optimal. Company leaders can improve employee
performance and company profitability. be the most important source of
information for Leadership is defined as the ability to influence other people,
subordinates or groups, to direct the actions of subordinates or groups, to develop
special competence or expertise in areas desired by groups in order to achieve
organizational or group goals. ability to have.
A good leader is one who can make his organization or company a great
one, one who cares about the well-being of his employees and who can compete
in a healthy way to always be at the forefront. Based on research findings,
transformative leadership styles have a positive but non-significant effect on
employee performance. This is because even if the leader has the personality to
take a personal approach, he is unable to significantly improve the performance of
PT. Basis Indah's employees. Employee performance has improved so much that
we return to individual employees, both in terms of competence and personality.
According to Herzberg , motivators are those that promote intrinsic achievement,
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i.e., those that arise from within the individual. Motivating factors relate to the
aspects involved in the work itself. Also known as work-related or essential
aspects of work. Research results show that intrinsic motivation has a positive
effect on employee performance, as PT. Basis Indah employees feel comfortable
with the rewards and personal development they receive from their company. but
it doesn't matter. An employee mindset that becomes part of the habit, not part of
the motivation. Based on the results of research conducted to date, we find that
work culture has a positive and significant impact on the performance of PT.
Basis Indah's employees.
This is also supported by previous research results. Work culture is
expressed as a philosophical statement that functions to demand and bind
employees to act in accordance with the company's vision and mission. The
purpose of the workplace culture created by a company is to create employees
with a professional spirit and a high degree of integrity. Improving a company's
work culture can improve employee performance (Richard, 2002). Limited
employees' abilities, attitudes and behavior still need to be improved, and due to
lack of motivation from leadership, employees have a relatively low work culture.
If we can bring out the , this will also affect a good work culture and thus
indirectly affect employee performance (Herman, 2008).A significant
improvement in performance at a high percentage (over 50%) is one of the
successes employees have in implementing work culture to create the ideal work
environment. This shows that a good work culture produces a good and optimal
output. In line with the findings of Mambang (2015), who conducted a study on
employee performance.
CONCLUSION
The study concludes that transformative leadership styles directly affect
job satisfaction, but not performance. Job motivation affects job satisfaction, but
not employee performance. Work culture, on the other hand, directly affects
performance, but not job satisfaction. The study suggests that company leaders
need to be more proactive, capable, and willing to accept input from employees
on leadership. Company management should improve the corporate culture
related to time management so that employees always arrive at work on time and
complete their work. Company management should provide a refresher on job
rotation so that employees do not feel bored or feel new challenges in relation to
the work goals set by the company.
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