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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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EXPLORING PREFERRED LEADERSHIP STYLES ACROSS INDUSTRIES: PERSPECTIVES OF FOLLOWERS Kerstin Ganzemiller; Phuong Vo; Andy Bertsch; Mohammad Saeed; James Ondracek; David Pellenwessel; Monica Kea; Elizabeth Nadeau
Journal of Leadership in Organizations Vol 3, No 2 (2021): Journal of Leadership in Organizations
Publisher : Universitas Gadjah Mada

Introduction/ Main Objective: This study investigated preferred leadership styles, considered by many to be the most prevalent styles: autocratic, participative, and laissez-faire. We assessed ‘preferred leadership style’ from the perspective of the follower. The study aimed at exploring the variations in the preference for leadership styles across selected industries, namely the food/beverage industry, the retail industry, and the financial industry. Novelty: Leadership styles and perspectives have been investigated from divergent angles; but the preferred leadership styles have not been explored adequately across industries. This study endeavored at filling the gap in literature, and to provide direction to stakeholders, as regards followers’ perspectives.Research Methods: Our convenience sample was a result of a targeted effort to query respondents from three distinct samples: retail, restaurant/drink establishments, and consumer finance institutions (primarily banks). In addition to the preferred leadership from the perspective of the follower, we also collected demographic data including gender and age of the follower, in order to get the critical insights from demographic lenses. Our survey included the leader behavior questions that are borrowed from the LBDQ XII manual provided by Stogdill (1962), and involved an examination of the studies conducted by Van Eeden, et al.(2008) for examples of behaviors attributed to the various leadership styles.Finding/Results: Our results were mixed. In some analyses, our results were reflective of the literature. However, in other analyses, our results differed from the literature. The study evinced tolerance for autocratic leadership, particularly in retailing, much against the pre-conceived notion. Conclusion: The study confirmed the generally- accepted hypothesis that employees from the food/beverage industry, the retail industry, and the financial industry all prefer participative leadership significantly more than autocratic or laissez-faire styles.

THE MODERATING ROLE OF PSYCHOLOGICAL EMPOWERMENT ON THE RELATIONSHIP BETWEEN BENEVOLENT LEADERSHIP AND WELL-BEING IN THE CONTEXT OF EMPLOYEES WITH DISABILITIES Gugup Kismono; Dwita Safira Pranabella
Journal of Leadership in Organizations Vol 3, No 2 (2021): Journal of Leadership in Organizations
Publisher : Universitas Gadjah Mada

Main Objectives: This study aims to evaluate the moderating role of psychological empowerment on the relationship between benevolent leadership and employees’ well-being.Novelty: Since research involving disabled employees is rare, this study adds to the current body of knowledge by confirming the links between benevolent leadership, job satisfaction, and perceived discrimination. It also aims to find out how psychological empowerment influences the relationship between benevolent leadership and job satisfaction, as well as the association between benevolent leadership and perceived discrimination. Research methods: This research involves 85 respondents. They are employees with various disabilities working in different organizations. Moderated regression analysis is employed to analyze the data. Finding/Results: This study found that benevolent leadership significantly affect employees’ well-being: job satisfaction, and perceived discrimination. In addition, as expected, psychological empowerment strengthens the positive impact of benevolent leadership on job satisfaction. On the contrary, psychological empowerment weakens the negative impact of benevolent leadership on perceived discrimination. Conclusion: Based on the conservation of resources theory, resources provided by the organization, in this case is benevolent leadership, perceived by employees with disabilities as a recovery of the loss of resources (disabilities). Recruiting benevolent leaders or developing existing leaders to be more benevolence is important to improve disabilities employees’ well-being.

Variation in Preferred Leadership Styles Across Generations Andy Bertsch; Mohammad Saeed; James Ondracek; ABM Abdullah; Josh Pizzo; Jordan Dahl; Shain Scheschuk; Wyatt Moore; Danny Youngren
Journal of Leadership in Organizations Vol 4, No 1 (2022): Journal of Leadership in Organizations
Publisher : Universitas Gadjah Mada

Introduction/Main Objectives: This study investigated preferred leadership styles across Baby Boomers, Generation X, and Millennials. The autocratic, participative, and laissez-faire were identified as the most prevalent styles; and were assessed to explore how the leadership styles across generations affect the role of leadership. Background Problems: Although leadership styles and perspectives have been investigated from divergent angles, the preferred leadership styles have not been explored adequately across generations. Novelty: This study endeavored at filling the gap in the literature, and to provide direction to stakeholders, as regards the preference of each generation for a particular leadership style. Research Methods: An exploratory research design was used for this study and questionnaire items were adopted from the Globe Leadership and Organizational Behavior Effectiveness (GLOBE) project. The sample was obtained from adults over the age of eighteen from the Midwest USA and Canada. Finding/Results: The study confirmed the generally- accepted hypothesis that Baby Boomers tend to be workaholics and career-driven. The study provides direction and motivation for further confirmatory and exploratory studies pertaining to preferred leadership styles vis-à-vis generation as well as demographic, geographic, and cross-cultural variables. Conclusion: Generation X is highly focused on family, life, and work. The millennial generation has modern values and believes in treating everyone equally, though with a desire to be the center of attention for stealing the spotlight.

The Effect of Stretch Goals on Destructive Leadership and Counterproductive Work Behavior in Indonesian State-Owned-Enterprises Diah Retno Wulandaru; Wakhid Slamet Ciptono; Ely Susanto
Journal of Leadership in Organizations Vol 4, No 1 (2022): Journal of Leadership in Organizations
Publisher : Universitas Gadjah Mada

Introduction/Main Objectives: This study aims to examine the effect of stretch goals on destructive leadership with burnout as the mediating variable and then the effect of destructive leadership on counterproductive work behavior of employees with psychological capital as a moderating variable. Background Problems: The phenomenon of irregularities that occur in SOE in Indonesia is interesting to study. Deviations committed by SOE leaders in Indonesia include fraud, gratification, and data manipulation. The increase in the number of irregularities has a negative effect on organizational performance because it causes several counterproductive work behaviors in employees. Novelty: Empirical research on destructive leadership is still rare because previous research has focused only on the conceptual side. Research Methods: The design of this study used a survey with a questionnaire completed by 724 respondents who were leaders and employees. The hypothesis testing used Structural Equation Modeling (SEM). Finding/Results: The findings of this study show a positive influence of stretch goals on burnout and a positive influence of stretch goals on destructive leadership, but burnout has no mediating role in the effect of stretch goals on destructive leadership. There is no effect of perceived destructive leadership on employees’ counterproductive work behavior, but psychological capital has a moderating role in the effect of perceived destructive leadership on employees’ counterproductive work behavior. Conclusion: The practical implication of this study is that a stretch goal that is not balanced with resources can cause individuals to behave destructively even though they are at a managerial level.

The Effect of Ethical Leadership On Job Performance: The Mediating Role of Public Service Motivation and Normative Commitment Muchlis Syahrani; Hernawaty Hernawaty; Alex Winarno
Journal of Leadership in Organizations Vol 4, No 1 (2022): Journal of Leadership in Organizations
Publisher : Universitas Gadjah Mada

Introduction/Main Objectives: To analyze how ethical leadership influences job performance mediated public service motivation and normative commitment in public institutions. Background Problems: Ethical issues in public institutions are rarely discussed openly by involving practitioners, although ethical issues are the root of the emergence of various problems in public organizations. Leaders play an important role in ethics. Novelty: Show ethical leadership as a resource for social learning and provide an understanding that ethical leadership is an important leadership style in the job performance system of public services in leader-member exchange theory. Research Methods: The explanation method uses a survey of 327 civil servants in East Kalimantan. The data analysis technique uses SEM covariance. Finding/Results: Ethical leadership as a model for subordinates in providing public services. The interaction between leaders and subordinates encourages public service motivation for the public and fosters normative commitment based on consideration of ethical values. Ethical leaders influence the job performance of civil servants through service and normative commitment. Conclusion: Increased public service motivation and normative awareness, as well as job performance as a public servant, is influenced by ethical leadership. The practical implication is the need to develop and strengthen interactions between leaders and subordinates as a social learning process that can activate ethical awareness as public servants.

The Effect of Transformational Leadership on Organizational Commitment and Work Performance Abu Muna Almaududi Ausat; Suherlan Suherlan; Tepi Peirisal; Zaenal Hirawan
Journal of Leadership in Organizations Vol 4, No 1 (2022): Journal of Leadership in Organizations
Publisher : Universitas Gadjah Mada

Introduction/Main Objectives: Organizations must be responsive in an increasingly complicated and competitive business environment. Background Problems: To stay relevant, the leader's role must be maximized in cultivating and promoting the people resources they have. This is still a problem of leadership style applied in a business organization. Novelty: The transformational leadership style is the solution to a company's uneasiness in the face of a more dynamic and disruptive business environment, particularly for SMEs that are still learning how to execute the optimum leadership style.Research Methods: A quantitative technique based on variance Structural Equation Modeling (SEM) and Partial Least Squares (PLs) was used to acquire a better understanding of the relationship between variables. An online questionnaire was used to collect responses from SMEs employees in the food and beverage sector in Karawang Regency, Indonesia. Finding/Results: Transformational leadership has a good and significant impact on organizational commitment and work performance, according to the findings. Similarly, the commitment organizational to work performance. Organizational commitment, on the other hand, does not appear to be a significant mediating variable between transformational leadership and work performance. Conclusion: Although transformational leadership can have beneficial effects on employees like commitment and intimacy, it's important to remember that during the present Covid-19 pandemic, employees require a decent income from their work

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

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.

A Bibliometric Analysis of Servant Leadership for Future Research Ahmad Idris; Nafisatul Zairoh
Journal of Leadership in Organizations Vol 4, No 2 (2022): Journal of Leadership in Organizations
Publisher : Universitas Gadjah Mada

Introduction/Main Objectives: This study is to provide a wider bibliometric literature review on servant leadership (SL). Background Problems: SL requires a comprehensive review of existing studies. Looking for potential topics is one way to develop knowledge in SL by using bibliometric studies. Novelty: This paper is to fill in the gaps by providing an extensive bibliometric analysis of the literature related to SL. Research Methods: We analyzed 368 articles published from January 1, 2011 until July 12, 2021, a 10 year period. Articles were taken from the Scopus database. We have tried to classify articles using VOSviewer software. Finding/Results: The bibliometric analysis is done to identify the development in the total number of SL publications, SL articles mostly cited, top journals in SL research, most productive authors in SL research, most countries publishing SL research, and subject area of SL publications. SL studies were classified into nine clusters. From each cluster, the trend shows that SL studies are mostly done on terms that have many occurrences and link strengths. From the overlay visualization analysis for the new year, opportunities for future research such as perceived organizational support, psychological capital, work engagement, life satisfaction, and emotional intelligence for SL emerge. Conclusion: This article is the second servant leadership bibliometric study with a different database and complements the first. This article explores the development of servant leadership research. Some of the keywords found using VosViewer become opportunities for future research.

The Moderation Effect of Work Discipline: Leadership Style on the Statistics Indonesia Employee Performance in Lamongan Riana Prastiwi Handayani; Adi Lukman Hakim
Journal of Leadership in Organizations Vol 4, No 2 (2022): Journal of Leadership in Organizations
Publisher : Universitas Gadjah Mada

Introduction/Main Objectives: This study focused on human resource management at The Statistics of Lamongan Regency, where employees need reliable and competent leadership. Leadership is categorized as an empowerment concept when leaders share directions, support systems, are friendly, synergize, and provide exemplary examples to their subordinates. Background Problems: Through scientific ways, this study attempted to respond to the research questions; 1)Does leadership style have a significant effect on employee performance, 2) Does leadership style and work discipline have a significant effect on employee performance, 3) Does employee work discipline moderate the influence of leadership style on employee performance? Novelty:The current study highlights the indicator of leadership styles from Michigan university’s model, which was infrequently used in this type of research. Whereas, this angle seems fit for seeking leader from both directions; task and relationship behaviour, to find out why employee performance reaches sufficient high category. Besides, another differentiating element is a research approach of moderating variable of discipline, to know of those that strengthen or weaken performance resulting from the leadership style. Research Methods: The survey design administered the questionnaire, interviews, and observation to the target samples. The data was then analyzed using descriptive analysis and Moderated Regression Analysis. Finding/Results: The results show that leadership style affects employee performance, leadership style, and work discipline positively and significantly. Work discipline can moderate leadership style on employee performance. Conclusion: Leaders can select any leadership style, but they must remain aware of task and relationship behavior. This study has many limitations; hence, the future researcher can apply other leadership styles under different conditions

Learning Organization through The Internalization of Transformational Leadership: A Study of An Indonesian School Yoel Wibowo; Debora C Widjaja; Foedjiawati Foedjiawati
Journal of Leadership in Organizations Vol 4, No 2 (2022): Journal of Leadership in Organizations
Publisher : Universitas Gadjah Mada

Introduction: Conventional educational institutions around the world is currently hampered by a disruptive wave. Educational institutions, particularly schools, stress the need for controlled change to keep up with external uncontrolled changes. Learning Organization (LO) is very suitable to be implemented in every educational institution due to its conformity with continuous improvement and learning process. Objectives: This study aims to investigate the impact of Transformational Leadership (TL) on the creation of LO in a private school in Indonesia, especially among millennial employees working there. Novelty: This research is conducted in regard to the contextual (the implementation of TL in an educational institution and the inclusion of demographic factors) and the theoretical gap (detailed perspective on each of the dimensions of TL and the use of second-order modeling) left by previous research. Research Method: This study is designed as an applied research adopting mixed method approach to provide better triangulation and elaboration towards the case. Data is collected through survey and follow-up interviews towards the sample. Findings: This study points out that the implementation of TL has positive and significant impact on the creation of LO in the school, while the millennial age group does not moderate the impact of TL towards LO. In addition, Intellectual Stimulation is revealed to be the most reflective dimension of TL. Those results imply that the ability to correctly identify the contribution of each dimension in the leadership system will determine the success rate of an organization to implement changes.

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C. Budi Santoso

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+628112822260

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Abstract

Abstract

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Abstract

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Abstract

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