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All Journal Jurnal Siasat Bisnis Indonesian Journal of Business and Entrepreneurship (IJBE) Journal of Indonesian Economy and Business Jurnal Aplikasi Bisnis dan Manajemen (JABM) E-Journal DIJB (Diponegoro International Journal of Business) Journal of Leadership in Organizations
Claudius Budi Santoso
Fakultas Ekonomika Dan Bisnis Universitas Gadjah Mada
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Social Sciences

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THE INFLUENCES OF JAVANESE CULTURE IN POWER OF MAKING DECISIONS IN INDONESIAN UNIVERSITIES: CASE STUDIES IN MM PROGRAMMES Santoso, Budi
Journal of Indonesian Economy and Business Vol 27, No 2 (2012): May
Publisher : Journal of Indonesian Economy and Business

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (76.842 KB)

Abstract

This study aims to explore the influence of Javanese cultural values in power of the processes of making decisions in the Indonesian university settings. The case-study methodis used in this study. The choice of particular universities in Yogyakarta and Surakarta to be studied is based on a number of criteria, namely, location in central Java, accredited and non-accredited institutions, similarity of programmes and the year of foundation, and ease of access by this study, to obtain one-to-one interviews. The findings show that Javanese cultural values, including loyalty to the top level of the hierarchy, obedience to superiors and the desire for conflict avoidance are power to control the decision-making processes in the universities. Furthermore, the practice of using that power is maintained because of social acceptance. However, the findings do not represent a model of the healthy institution in which autonomy and empowerment are emphasized on.Keywords: Javanese culture, founding fathers, loyalty, obedience, seniority, and case study
The Effect of Paternalistic Leadership on Organisational Ethical Climate: The Role of Organisational Justice As A Moderating Variable Anindya Diah Mentari; Claudius Budi Santoso
Indonesian Journal of Business and Entrepreneurship (IJBE) Vol. 6 No. 1 (2020): IJBE, Vol. 6 No. 1, January 2020
Publisher : School of Business, IPB University (SB-IPB)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.17358/ijbe.6.1.41

Abstract

This study examines the effect of paternalistic leadership on organisational ethical climate and the role of organisational justice as a moderating variable. The relationship of paternalistic leadership and ethical climate is explained through social learning theory. The respondents used in this study are employees of public organisations as an alternative to the for-profit organisations that previous empirical studies have tended to use. The testing of this model uses the hierarchical regression analysis. The findings of this study confirm the results of earlier studies that paternalistic leadership has a positive and significant impact on organisational ethical climate, particularly in public organisations. The results also show that organisational justice has a moderating role in strengthening the positive influence of paternalistic leadership on organisational ethical climate. The contribution of this study is that, based on contextual factors, effective paternalistic leadership influences the ethical climate in public organisations. Keywords: organisational ethical climate, organisational justice, paternalistic leadership, public organisations
Pengaruh Kontrak Psikologis Terhadap Intensi Keluar dengan Komitmen Afektif Sebagai Variabel Mediator Asri Raditya Wardhani; C. Budi Santoso
Jurnal Aplikasi Bisnis dan Manajemen (JABM) Vol. 4 No. 3 (2018): JABM Vol. 4 No. 3, September 2018
Publisher : School of Business, Bogor Agricultural University (SB-IPB)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.17358/jabm.4.3.464

Abstract

Penelitian ini bertujuan menguji pengaruh negatif kontrak psikologis terhadap intensi keluar dan menguji peran pemediasian komitmen afektif pada pengaruh negatif kontrak psikologis terhadap intensi keluar. Sebanyak 214 kuesioner yang dapat diolah dalam penelitian ini dimana sampel diambil dari karyawan hotel. Pengujian model dalam penelitian ini menggunakan metode analisis regresi berjenjang (hierarchical regression analysis). Hasil penelitian melaporkan bahwa kontrak psikologis memiliki pengaruh negatif dan signifikan terhadap intensi keluar. Selain itu, komitmen afektif juga dilaporkan memiliki peran sebagai pemediasi dalam pengaruh kontrak psikologis terhadap intensi keluar. Dengan kata lain, tingginya tingkat pemenuhan kontrak psikologis karyawan dapat secara langsung meminimalkan intensi keluar dan secara tidak langsung kontrak psikologis dapat meminimalkan intensi keluar melalui komitmen afektif.Kata kunci: kontrak psikologis, intensi keluar, komitmen afektif
PENGARUH DUKUNGAN REKAN KERJA PADA KREATIVITAS KARYAWAN DENGAN AUTONOMI KERJA DAN EFIKASI-DIRI KREATIF SEBAGAI PEMODERASI Zainal Abidin Marasabessy; Budi Santoso
Jurnal Siasat Bisnis Vol. 18 No. 1 (2014)
Publisher : Management Development Centre (MDC) Department of Management, Faculty of Business and Economics Universitas Islam Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.20885/jsb.vol18.iss1.art4

Abstract

Penelitian ini bertujuan untuk menguji pengaruh dukungan rekan kerja pada kreativitas karyawan, pengaruh pemoderasian otonomi kerja dan efikasi diri kreatif pada pengaruh dukungan rekan kerja terhadap kreativitas karyawan. Obyek penelitian ini adalah karyawan yang bekerja di perusahaan pertelevisian di Yogyakarta dan Bandung. Data dikumpulkan menggunakan kuesioner, didistribusikan ke karyawan yang bekerja pada divisi produksi di perusahaan pertelevisian. 131 kuesioner berhasil dikumpulkan dan dianalisis menggunakan Moderated Regression Analysis (MRA) untuk menguji hipotesis dengan aplikasi SPSS versi 16. Hasil penelitian ini menunjukkan bahwa dukungan rekan kerja berpengaruh positif pada kreativitas karyawan, sedangkan otonomi kerja tidak terbukti memoderasi pengaruh positif dukungan rekan kerja pada kreativitas karyawan dan efikasi diri kreatif pun tidak memoderasi pengaruh positif dukungan rekan kerja pada kreativitas karyawan.Kata Kunci: dukungan rekan kerja, otonomi kerja, efikasi diri kreatif, kreativitas karyawan
Anteseden dan Impak Komitmen Organisasional pada Organisasi Publik Judul Muhammad Lizamul Widad Firhana; Budi Santoso
Jurnal Siasat Bisnis Vol. 16 No. 1 (2012)
Publisher : Management Development Centre (MDC) Department of Management, Faculty of Business and Economics Universitas Islam Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

Penelitian ini bertujuan menguji konstruk komitmen organisasional di sektor organisasi publik. Pengujian ini juga bertujuan memperkuat legitimasi konstruk komitmen organisasional untuk organisasi publik, khususnya di lingkungan budaya yang berbeda. Komitmen organisasional terdiri dari identifikasi, afiliasi, dan pertukaran. Anteseden komitmen organisasional terdiri dari partisipasi, penetrasi politik, kualitas supervise, peningkatan karier, pelayanan publik, pembelajaran, dan kepuasan gaji. Sedangkan keluaran komitmen di sektor publik terdiri dari keinginan bertahan, intensi turnover, dan perilaku ekstra. Partisipasipan berjumlah 215 pegawai di lingkungan Pemerintah Daerah. Dengan menggunakan analisis jalur, penelitian menghasilkan kesimpulan bahwa hanya kesempatan berpartipasi dan kejelasan karier mempengaruh secara positif ketiga jenis komitmen organisasional sektor publik, sedangkan variabel anteseden lain bersifat terbatas hanya mempengaruhi salah satu komitmen organisasional sektor publik. Sedangkan impak setiap komitmen berbeda-beda. Komitmen identifikasi dan pertukaran memberikan impak pada keinginan bertahan dan mengurangi intense turnover. Impak komitmen afiliasi yaitu hanya pada keinginan berperilaku ekstra melampui konteks bidang pekerjaannya.Kata kunci: Antesenden, komitmen organisasional, organisasi publik.
Examining a servant leadership construct and its influence on organizational citizenship behavior Diah Astrini Amir; Claudius Budi Santoso
Jurnal Siasat Bisnis Vol 23, No 1 (2019)
Publisher : Management Development Centre (MDC) Department of Management, Faculty of Business and Economics Universitas Islam Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.20885/jsb.vol23.iss1.art4

Abstract

This study aims to test a servant leadership construct, the Servant Leadership Survey (SLS), in the context of a collective culture. It also examines the effect of each servant leadership (SL) dimension on the organizational citizenship behavior (OCB) of employees. This study uses a validatory factor analysis method to examine the consistency of the SLS construct and, using a purposive sampling approach, involves 295 respondents working in profit and non-profit organizations. The results of this study reveal that only six dimensions of the eight-dimensional SL accord with the context of collective culture. The six dimensions are empowerment, standing back, forgiveness, courage, authenticity, and humility. The study also reports that the dimensions of standing back and authenticity have an effect on individual OCB, while the dimensions of empowerment and standing back affect organizational OCB. This study contributes to understanding different cultural contexts (individualistic versus collective) and the requirement to adjust the SL dimensions. These dimensions have different effects on OCB at the individual and organizational levels.
Implementation of servant leadership in profit and non-profit context: is it different? Diah Astrini Amir; Claudius Budi Santoso; Rasistia Wisandianing Primadineska
Diponegoro International Journal of Business Vol 4, No 1 (2021)
Publisher : Department of Management | Faculty of Economics and Business | Universitas Diponegoro

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.14710/dijb.4.1.2021.1-7

Abstract

The purpose of this study is to examine the differences between servant leadership (SL) in the profit and non-profit organization sectors. This study also examines the effectiveness of SL on the subordinate performance in profit and non-profit organizations. A total of 254 subordinates from profit and non-profit organizations participated in this study. This study used non-probability sampling, purposive sampling technique. This study uses MANOVA to examine the differences between SL in profit and non-profit organizations and uses simple regression to examine the effect of SL on employee performance. The results of the study report that there are no significant differences between servant leadership in profit or non-profit organizations. Servant leadership also consistently has a positive and significant effect on subordinate Organizational Citizenship Behavior (OCB) for both profit and non-profit organizations. This research was measured using perceptions of subordinates and using a quantitative approach. The early emergence of SL was associated with religious organizations (non-profit) so that SL was attached to leadership that was more appropriate in non-profit organizations. However, some argue that SL effective in the profit organization sector. This study is expected to provide empirical evidence regarding the application of servant leadership in profit vs non-profit organizations in servant leadership studies.
EXPLORATION OF ASIA LEADERSHIP THEORY: LOOKING FOR AN ASIAN ROLE IN THE FIELD OF LEADERSHIP THEORY C. Budi Santoso
Journal of Leadership in Organizations Vol 1, No 1 (2019): Journal of Leadership in Organizations
Publisher : Universitas Gadjah Mada

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (521.703 KB) | DOI: 10.22146/jlo.44599

Abstract

This study begins with the question of whether Western leadership theory is universal and where is Asia's contribution to this theory of leadership. Studies show that the theory of Asian leadership is local and influenced by the cultural influences of Asian local communities. Harmony and stability are the essences of Asian local culture. The leadership process is voluntary, collectivity, and is in a traditional or informal social structure. The effectiveness of traditional leadership is more concerned with aspects of guarding and achieving an atmosphere of harmony and stability. Furthermore, Western leadership theory is built from an organizational perspective that is competing to gain resources and maintain the organization's life. The West leadership process is mechanical, formal and transactional. Leadership effectiveness is the ability to win the competition and defend itself in a strong position in the competition. The differences in the approaches to Asian and Western leadership theory are in line with the concept of low-context and high-context perspective. This is also in line with the contingency approach for effective leadership. The study states that the position of Asian and Western leadership theory is the same, both groups of theories are on a practical level that emphasizes contextual conformity. The globalization paradigm has strengthened Western "influence" hegemony about effective leadership. However, this dominance will be temporary according to the human perspective or learning organization because of the contextual conformity. On the other hand, modern society has a stigma over the concept of Asian local leadership above. The things above reinforce the dim role of local Asian leadership in modern Asian society itself.
The Influence of Paternalistic Leadership On Individual Performance Anhar Januar Malik; C. Budi Santoso
Journal of Leadership in Organizations Vol 4, No 1 (2022): Journal of Leadership in Organizations
Publisher : Universitas Gadjah Mada

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (425.483 KB) | DOI: 10.22146/jlo.72665

Abstract

Introduction/Main Objectives: Paternalistic leadership as a unique leadership behavior has received the attention of researchers from various countries. The application of effective paternalistic leadership occurs in high power-distance and collectivistic cultures.  Background Problems: Most studies examine the influence of paternalistic leadership at the dimensional level. In addition, the issue in paternalistic leadership research is directed to review the presence of paternalistic leadership on members’ attitudes. Novelty: First, this study is aimed at testing the united dimensions of paternalistic leadership. Second, this study focuses on the psychological mechanisms underlying the impact of paternalistic leadership on individual tasks and contextual performance. Third, this study adopts social exchange theory and affective events theory to review the role of paternalistic leadership. Research Methods: Using a statistical test of mediating process with the approach of the causal chain. This research was carried out in the context of organizations in various sectors.  Finding/Results: Firstly, paternalistic leadership is present in varied organizations. Secondly, paternalistic leadership significantly influences individual tasks and contextual performance. Moreover, the findings reveal that trust in leadership enables to explain the relationship between paternalistic leadership and individual tasks and contextual performance.
Co-Authors Anhar Januar Malik Anindya Diah Mentari Asri Raditya Wardhani Diah Astrini Amir Diah Astrini Amir Muhammad Lizamul Widad Firhana Rasistia Wisandianing Primadineska Zainal Abidin Marasabessy