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Journal of Leadership in Organizations

leadership
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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 54 Documents

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RETAINING MILLENNIALS ENGAGEMENT AND WELLBEING THROUGH CAREER PATH AND DEVELOPMENT Sista Mayangdarastri; Khanifatul Khusna
Journal of Leadership in Organizations Vol 2, No 1 (2020): Journal of Leadership in Organizations
Publisher : Universitas Gadjah Mada

The topic of Millennials (1980-1995) in the workplace raises many business conversations and studies. These past few years, Millennials have filled up the workplace and surprisingly brought an interesting phenomenon. Millennials easily leave their jobs to find another in less than two years after starting the job. The goal of this paper is to examine this phenomenon by understanding the factors related to high millennials turnover. Some things that will be explained related to millennials are their employee commitment, wellbeing, and the function of career path and development in retaining millennials. The method of this writing is through journal reviews. In many studies, millennials are explained to be aware of their wellbeing and value work-life balance. They are eager to learn more and make changes when they could. Organizations that do not provide millennials with a place to grow and explore their capabilities to the fullest would not earn their loyalty. Clear career path and career development create the environment in which millennials feel appreciated, and it leads to employee satisfaction and a healthy workplace. When employees are satisfied, they will perform better to achieve the organization's goals and their own goals. Eventually, satisfied millennials will possess a higher commitment to the organization. It is crucial for an employer to understand millennials' characteristics and provides them with opportunities to grow because millennials' trust must be sought through processes where millennials are looked after.

ETHICAL LEADERSHIP: CONCEPTUALIZATION AND MEASUREMENT Madyaning Krisharyuli; Fathul Himam; Zulmi Ramdani
Journal of Leadership in Organizations Vol 2, No 1 (2020): Journal of Leadership in Organizations
Publisher : Universitas Gadjah Mada

This study aims to find out and build theory and interviews with making a scale and begin to measure the scale of ethical leadership. Not many measurements make the scale of ethical leadership by involving indigenous perspectives in its construction, so it becomes important to scale ethical leadership. Completed research method by using mixed methods for 195 leaders as respondents in the Yogyakarta City Government. Five leaders as respondents were interviewed using feno-grounded theory, 30 respondents in the step of trying out the scale, and 161 respondents for ethical research instruments. The results of the study show that the concept is also by the leader for things such as honesty, fairness, and openness in accordance with applicable rules. There are three factors in the scale of Ethical Leadership, namely Integrity, Professionalism, and Personal Development, which produces reliability r=0.843 with the number of items 24. The range of values of the loading factor between 0.306 to 0.719 shows the scale of ethical leadership, including valid and reliable able to measure the tendency of ethical leadership. Thus, the ethical leadership scales psychologically appropriate to be used to see the profile of the individual who acts as leaders.

THE IMPORTANCE OF A TRANSFORMATIONAL LEADERSHIP MODEL IN MANAGING ORGANIZATIONAL CULTURE Salsabiila Astari Putri; Alif Mirzania; Dody Hartanto
Journal of Leadership in Organizations Vol 2, No 1 (2020): Journal of Leadership in Organizations
Publisher : Universitas Gadjah Mada

In today's world conditions, everything can change very quickly. Change management is a series of systematic and complex processes that must be carried out by an organization to survive. Changes in the organization must be able to be managed properly to achieve the goals desired by the organization. Besides that, the organization as a complex unit also consists of various cultures. In this case, one of the right steps, so that management of organizational change can be managed properly, is by determining change leaders with transformational leadership models. Through review journals, a significant positive relationship between transformational leadership and the management of change within the organization will be presented.

THE INFLUENCE OF SPIRITUAL LEADERSHIP ON AFFECTIVE COMMITMENT THROUGH CALLING AND MEMBERSHIP (A STUDY AT ZAINAB MOTHER AND CHILD HOSPITAL IN PEKANBARU) Nageeta Tara Rosa; Djamaludin Ancok
Journal of Leadership in Organizations Vol 2, No 1 (2020): Journal of Leadership in Organizations
Publisher : Universitas Gadjah Mada

This current research examines the influence of spiritual leadership in affective commitment through calling and membership. This research uses a sample of 110 employees either interact or experience direct policies toward the leader with a minimum of 2 years working period at Zainab Mother and Child Hospital in Pekanbaru, Riau Province. Simple and Multiple Linear Regression is used in this study to measure the contribution toward the dependent variable by using the IBM SPSS version 20. The analysis then shows the results that spiritual leadership has a significant effect on calling and membership. Calling significantly influences affective commitment, and it is similar to membership, which has significant value relates to affective commitment. Recommendations for leaders, employees, and future research are discussed.

THE LOCAL AND EXPATRIATE LEADERSHIP STYLES IN THE IN INDONESIAN COMPANIES: A QUALITATIVE FINDING Ferryal Abadi; Didin Hikmah Perkasa
Journal of Leadership in Organizations Vol 2, No 1 (2020): Journal of Leadership in Organizations
Publisher : Universitas Gadjah Mada

A leader is a crucial factor in the life of an organization. The progress of an organization depends on the extent to which the leader can bring the organization to achieve organizational goals. What emerges is the quality of foreign workers (expatriates). Many expatriates have quality and competences under local workers. The aim of this study is to know and analyze the problem of foreign workers, whether they are capable of working in accordance with competence since many positions as expatriates occupy leaders or managers. The research method uses a qualitative approach with respondents of local workers who have ever been led by expatriates and locals. The approach used in this study is a qualitative approach; the sampling method uses purposive sampling. The result of this study reveals that local leaders are more effective (than expatriate ones) due to the same culture and language. Expatriate leaders and local leaders have a different working culture that is brought from their own country so that they have their strengths and weaknesses resulted from their leadership style or the way they lead their subordinates.

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

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

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

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

GROUP ENGAGEMENT BASED ON SOCIAL EXCHANGE THEORY: ANTECEDENTS AND CONSEQUENCES Danang Sunyoto; Heru Kurnianto Tjahjono; Zaenal Mustafa El Qodric; Wisnu Prajogo; Syamsul Hadi
Journal of Leadership in Organizations Vol 3, No 1 (2021): Journal of Leadership in Organizations
Publisher : Universitas Gadjah Mada

Objectives - In recent years studies on organizational engagement have increasingly been carried out to find out further, and more broadly, both antecedent variables and consequent variables, specifically involving individuals as research objects, and there are only a few studies involving groups as research objects. Therefore, this study aims to examine the antecedent model and the consequences of group attachment based on Social Exchange Theory. Design/Methodology/Approach - The population of this research is 113 social sciences study programs in private universities and college, and there are 105 study programs qualify as data. While the object of group research consists of heads and secretaries of the department. The research model uses a census model. Antecedents include perceptions of organizational support, distributive justice, and the consequences of group engagement, namely group performance. Findings - The results show that the perception of organizational support directly predicted group engagement and group performance, the distributive justice predicted group engagement but not group performance, and the group engagement predicted group performance. Indirectly, it was found that group attachment was significant as a mediator of the effect of perceived organizational support on group performance, and the effect of distributive justice on group performance. Originality - There are still a few studies on group engagement as a mediator and predictor of antecedents and their consequences using group data objects. Therefore, this study offers not only using group data but also providing a wider range of antecedent variables and their consequences based on social exchange theory.

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

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.

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Contact Name
C. Budi Santoso

Contact Email
jlo.feb@ugm.ac.id

Phone
+628112822260

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jlo.feb@ugm.ac.id

Editorial Address
Jl. Sosio Humaniora no. 1, Yogyakarta 55281, Indonesia

Location
Kab. sleman,

Daerah istimewa yogyakarta

INDONESIA

Abstract

Abstract

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Home Page

OAI Link

Editorial Team

Contact

Reviewer

Google Scholar

Contact Name C. Budi Santoso

Contact Email jlo.feb@ugm.ac.id

Phone +628112822260

Journal Mail Official jlo.feb@ugm.ac.id

Editorial Address Jl. Sosio Humaniora no. 1, Yogyakarta 55281, Indonesia

Location Kab. sleman, Daerah istimewa yogyakarta INDONESIA

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Contact Name
C. Budi Santoso

Contact Email
jlo.feb@ugm.ac.id

Phone
+628112822260

Journal Mail Official
jlo.feb@ugm.ac.id

Editorial Address
Jl. Sosio Humaniora no. 1, Yogyakarta 55281, Indonesia

Location
Kab. sleman,

Daerah istimewa yogyakarta

INDONESIA