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C. Budi Santoso
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Jl. Sosio Humaniora no. 1, Yogyakarta 55281, Indonesia
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INDONESIA
Journal of Leadership in Organizations
Published by Universitas Gadjah Mada
ISSN : 26568829     EISSN : 26568810     DOI : https://doi.org/10.22146/jlo.72665
Core Subject : Science, Social,
Decision Sciences, Operations Research & Management Social Sciences
Journal of Leadership in Organizations (JLO), with registered number ISSN 2656-8829 (Print) and ISSN 2656-8810 (Online), is a peer-reviewed journal published twice a year (March and August) by the Center for Leadership Studies, Department of Management, Faculty of Economics and Business, Universitas Gadjah Mada. JLO is intended to be the journal for publishing articles reporting the results of research on leadership and invites papers on the leadership topic in various contexts. JLO is nationally accredited (Sinta 2) by the Directorate-General for Research Strengthening and Development, the Ministry of Research and Technology, the Republic of Indonesia (Decree No. B/1796/E5.2/KI.02.00/2020). Furthermore, this journal has been indexed in: Directory of Open Access Journal (DOAJ) Garba Rujukan Digital (GARUDA) Google Scholar Directory of Open Access scholarly Resources (ROAD) Accredited in SINTA 2
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Perilaku Organisasi dan Menejemen Sumber Daya Manusia
Articles 5 Documents
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Search results for , issue "Vol 2, No 2 (2020): Journal of Leadership in Organizations" : 5 Documents clear
THE MEDIATING ROLE OF AFFECTIVE COMMITMENT ON THE EFFECT OF PERCEIVED ORGANIZATIONAL SUPPORT AND PROCEDURAL JUSTICE ON JOB PERFORMANCE OF CIVIL SERVANT Heru Kurnianto Tjahjono; Meika Kurnia Puji Rahayu; Awang Dirgantara Putra
Journal of Leadership in Organizations Vol 2, No 2 (2020): Journal of Leadership in Organizations
Publisher : Universitas Gadjah Mada

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (688.19 KB) | DOI: 10.22146/jlo.55371

Abstract

This study aims to analyze the mediating role of affective commitment on the effect of perceived organizational support and procedural justice on job performance. Respondents in this study are Civil Servants at the BPS Statistics of the Province and the Special Region of Yogyakarta. The sample used was 188 selected using a purposive sampling technique. Data were analyzed using the Structural Equation Modeling (SEM) method with Analysis Moment of Structural (AMOS) 24.0 software. This study found that perceived organizational support and procedural justice has no significant direct effect on job performance. This research also shows that perceived organizational support and procedural justice have a significant effect on affective commitment, and there is a significant effect between affective commitment on job performance. The finding of this research show that affective commitment was able to mediate perceived organizational support and procedural justice on job performance. Recommendation for leaders, employees, and future research are discussed.
THE EFFECT OF EMPOWERING LEADERSHIP ON INTRINSIC MOTIVATION: THE ROLE OF PSYCHOLOGICAL EMPOWERMENT AS A MEDIATION Khaidir Syahrul
Journal of Leadership in Organizations Vol 2, No 2 (2020): Journal of Leadership in Organizations
Publisher : Universitas Gadjah Mada

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (461.826 KB) | DOI: 10.22146/jlo.56135

Abstract

This research aims to investigate the human resources managment within the government which requires a reliable and competent leadership. A leadership categorized as the concept of empowering when the leader shares direction, a support system, friendly, synergizing, and providing exemplary examples to his subordinates. Employees who feel empowered by the leader would increase their motivation in work. This would increase psychological side of the employee’s cognitions such as a meaningfulness, the competence, a self-determination, and the effect. This research is focused on the process of testing hypotheses and is aimed to examine the effect of empowering leadership’s motivation in the field of work. It is mediated by psychological empowerment. The data used in this study was a questionnaire. This study was used four-stage hypothesis test of Baron and Kenny (1986). The result indicates that empowering leadership has a positive effect on intrinsic motivation , and psychological empowerment partially mediates the positive effect of empowering leadership in supporting intrinsic motivation.
KIAI INTERPERSONAL MANAGERIAL: HENRY MINTZBERG PERSPECTIVE Abdul Karim; Dikhorir Afnan
Journal of Leadership in Organizations Vol 2, No 2 (2020): Journal of Leadership in Organizations
Publisher : Universitas Gadjah Mada

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (722.169 KB) | DOI: 10.22146/jlo.56290

Abstract

The applicative theory used as a supporting statement is the concept of Henry Mintzberg's interpersonal managerial role. It is undeniable to see the gap between management theory and the concept of social interaction in Islam. The term defined by some experts is bounded value, individual, and nonexclusive. The theory emphasizes more on the system through management functions, whereas in Islam, the leadership figures are more desirable. This study answers, how is the application of interpersonal managerial roles in the Al-Ishlah Islamic Boarding School from Henry Mintzberg's perspective? The method used in this study is qualitative research with observation and interview instruments as tools of data collection. From the results of data collection, researchers conducted descriptive analysis steps namely categorization, reduction, and interpretation. The results show that Kiai's interpersonal managerial role forms as: first, Kiai al-Ishlah figure, and the ceremonial stage of the leadership. Second, the pattern of the al-Ishlah Islamic boarding school organization, personal improvement, independence, productivity, and special training. Third, educational cooperation and equality cooperation. The implication is that it is understandable that management theory is not the main theory used in an Islamic boarding school because the managerial role of Kiai managerial firmly determines the pace of Islamic boarding school management
MILLENNIAL LEADERS’ DISPLAY OF GENERATIONAL COHORT STEREOTYPES: A QUALITATIVE RESEARCH APPROACH Louisa Grotkamp; Janina Magdalena Schaumann; Philipp Riehm
Journal of Leadership in Organizations Vol 2, No 2 (2020): Journal of Leadership in Organizations
Publisher : Universitas Gadjah Mada

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (653.482 KB) | DOI: 10.22146/jlo.57406

Abstract

This paper investigates how Millennial leaders perceive themselves in their leadership role and whether generational cohort stereotypes prevail with ascending hierarchy levels. There is a lack of research, which applies generational cohort stereotypes to Millennials in a leadership context. This limits our understanding of this generational cohort and how its members can benefit organizations in their role as leaders. Millennials in leadership positions are a new and underresearched phenomenon. Therefore, an explorative, qualitative research approach was followed, including interviews at 15 organizations from different industry segments in Germany. The data was analyzed through a qualitative content analysis. The study shows that Millennial leaders displayed generational stereotypes, but also adapt their behavior to corporate structures. This is problematic since it can limit Generation Ys’ value creating potential for organizations (e.g. driving innovation). This study contributes novel insights on Millennial leadership and organizational challenges in integrating this generational cohort within corporate structures. Organizations are advised to support the development of structures and processes that allow Millennials to unfold their potential. Directions for future research are outlined to further investigate this new phenomenon.
LINKING LEADER MEMBER EXCHANGE AND PERSON SUPERVISOR FIT WITH EMPLOYEE PERFORMANCE: THE MEDIATING ROLE OF EMPLOYEE WORK ENGAGEMENT Venita Putri Utami; Muhammad Zakiy
Journal of Leadership in Organizations Vol 2, No 2 (2020): Journal of Leadership in Organizations
Publisher : Universitas Gadjah Mada

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (1048.742 KB) | DOI: 10.22146/jlo.58032

Abstract

Closeness and compatibility between leaders and subordinates significantly affect the comfort of work, which results in employee performance. Through satisfaction in working, it can create employee engagement, which can contribute to improving employee performance. This study aims to determine the effect of leader-member exchange and personal supervisor fit on employee performance mediated by work engagement on Syariah Bank employees in the Special Region of Yogyakarta. The sample in this study amounted to 132 employees using purposive sampling techniques whose data collection uses cross-sectional analysis with the level of analysis of individual samples. This research uses Structural Equation Modeling (SEM) to analyze the data. The results showed that the leader-member exchange and person supervisor fit had a positive effect on work engagement, and work engagement had a positive impact on employee performance. Also, this study demonstrates that work engagement is able to mediate the positive influence of leader-member exchange and person supervisor fit on employee performance. For this reason, it can be said that work engagement is an antecedent that shapes employee performance, which is preceded by leader-member exchange and person supervisor fit.

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