Pengaruh gaya kepemimpinan terhadap employee engagement di HMI cabang Kabupaten Bandung

Yurika, Rifki Rona (2019) Pengaruh gaya kepemimpinan terhadap employee engagement di HMI cabang Kabupaten Bandung. Diploma thesis, UIN Sunan Gunung Djati Bandung.

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Abstract

INDONESIA : Penelitian ini di latar belakangi oleh rendahnya tingkat employee engagement yang di miliki oleh anggota organisasi Jika employee engagement para anggota terhadap organisasinya tinggi, mereka akan melaksanakan secara maksimal dan aktif dalam berorganisasi. Penelitian ini bertujuan untuk mengetahui : (1) Apakah Kepemimpinan Transformasional berpengaruh terhadap employee engagement, (2) Apakah Kepemimpinan Transaksional berpengaruh terhadap employee engagement, dan (3) Apakah kepemimpinan Transformasional dan Transaksional berpengaruh terhadap employee engagement. Pada Penelitian ini meneliti mengenai variabel dependen yaitu gaya kepemimpinan transformasional (X1), gaya kepemimpinan Transaksional (X2) dan variabel independen yaitu employee engagement (Y). Metode penelitian ini menggunakan metode penelitian kuantitatif atau deskriptif. Teknik pengambilan sampel dalam penelitian adalah sampling jenuh, jadi keseluruhan responden 45 orang. Teknik analisis data menggunakan uji validitas, uji reliabilitas, statistik deskriptif,, dan analisis regresi berganda dengan menggunakan SPSS versi 20 Hasil penelitian menunjukkan bahwa: (1) dalam uji parsial (uji t) terdapat pengaruh kepemimpinan Transformasional terhadap employee engagement dengan nilai t hitung > t tabel (83,809 > 2,018), (2) dalam uji parsial (uji t) tidak terdapat pengaruh kepemimpinan Transaksional terhadap employee engagement dengan nilai t hitung < t tabel (0,024 < 2,018), (3) terdapat pengaruh signifikan dalam uji simultan (uji f) pada kepemimpinan Transformasional dan Transaksional terhadap employee engagement dengan nilai f hitung > f tabel (22,462 > 3,21). ENGLISH : This research is motivated by the low level of employee engagement owned by members of the organization. If the employee engagement of members of the organization is high, they will carry out optimally and be active in organizing. This study aims to determine: (1) Does Transformational Leadership affect employee engagement, (2) Does Transactional Leadership affect employee engagement, and (3) Does Transformational and Transactional leadership affect employee engagement. This research examines the dependent variable, the transformational leadership style (X1), the Transactional leadership style (X2) and the independent variable, employee engagement (Y). This research method uses quantitative or descriptive research methods. The sampling technique in the study was saturated sampling, so the overall respondents were 45 people. Data analysis techniques using validity, reliability, descriptive statistics, and multiple regression analysis using SPSS version 20 The results showed that: (1) in the partial test (t test) there was an effect of Transformational leadership on employee engagement with t count> t table (83,809> 2,018), (2) in the partial test (t test) there was no influence of Transactional leadership on employee engagement with the calculated t value <t table (0.024 <2.018), (3) there is a significant influence in the simultaneous test (f test) on Transformational and Transactional leadership on employee engagement with f calculated value> f table (22.462> 3.21 ).

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