Model Pengembangan Leadership Style Dalam Pendidikan Tinggi
Abstract
The dynamics of the era of disruption have an impact on the industrial world and the business world, which requires companies to adapt to the environment. The speed of information technology creates intense competition and competition among companies to gain market share and become a market leader. The Open University (UT) is a higher education institution that has been implementing distance learning since 1984. To facilitate its services, UT has a Distance Learning Program Unit (UPBJJ) which is a UT technical implementation unit spread across every province. It has the task of carrying out administrative and public relations activities as well as promotion. Carry out learning assistance service activities and teaching material services which include implementing tutorials and extracurriculars, developing, fostering, and carrying out collaborations with various agencies. This requires human resources to perform. Agile leadership is a leadership style that seeks to remove obstacles to success so that employees can be more effective and productive. The research methodology used a quantitative approach, the population in the study was around 2,300 UT employees with a sample of 130 employees through a positive random sampling approach, the instrument was a 5-scale questionnaire, ranging from negative statements that strongly disagree to positive statements that strongly agree. The results showed that AL had a significant positive effect on Work Stress, WS had a significant positive effect on Job satisfaction, Job Satisfaction had a positive significant effect on Innovation, AL had a positive effect on Employee Performance, WS had a positive effect on Employee Performance, Job satisfaction had a positive effect on Employee Performance, Innovation employees have a positive effect on employee performance.Keywords: Agile Leadership, Job Stress, Job Satisfaction on Employee Performance
References
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Alam, I. (2006). Removing the fuzziness from the fuzzy front-end of service innovations through customer interactions. Industrial Marketing Management, 35(4), 468–480. https://doi.org/10.1016/j.indmarman.2005.04.004
Attar, M., & Abdul-Kareem, A. (2020). The Role of Agile Leadership in Organisational Agility. Agile Business Leadership Methods for Industry 4.0, 171–191. https://doi.org/10.1108/978-1-80043-380-920201011
Daniel, C. O. (2019). Effects of job stress on employee’s performance. International Journal of Business Management and Social Research, 6(2), 375–382. https://doi.org/10.18801/ijbmsr.060219.40
Guan, X., Sun, T., Hou, Y., Zhao, L., Luan, Y., & Fan, L. (2014). The relationship between job performance and perceived organizational support in faculty members at Chinese universities : a questionnaire survey.
Jung, H. S., & Yoon, H. H. (2018). Improving frontline service employees’ innovative behavior using conflict management in the hospitality industry: The mediating role of engagement. Tourism Management, 69(June), 498–507. https://doi.org/10.1016/j.tourman.2018.06.035
Kyoung, E., Jung, Y., & Woo, Y. (2017). A moderated mediation model of job stress , job satisfaction , and turnover intention for airport security screeners. Safety Science, 98, 89–97. https://doi.org/10.1016/j.ssci.2017.06.005
Lavuri, R. (2019). Job stress and its impact on employees performance: A study on banking sector. 117(December 2018), 44–58. www.worldscientificnews.com
Locke, E. A. (1969). W h a t is Job Satisfaction ? 1. 336, 309–336.
Maan, A. T., Abid, G., Butt, T. H., Ashfaq, F., & Ahmed, S. (2020). Perceived organizational support and job satisfaction : a moderated mediation model of proactive personality and psychological empowerment. Future Business Journal, 6(1), 1–10. https://doi.org/10.1186/s43093-020-00027-8
Murali, S. B. (2017). Impact of Job Stress on Employee Performance. International Journal of Accounting, Business & Management, 5(2), 13–33.
Roberts, J. A., & David, M. E. (2019). Personality and Individual Di ff erences Boss phubbing , trust , job satisfaction and employee performance. Personality and Individual Differences, October 2018, 109702. https://doi.org/10.1016/j.paid.2019.109702
Ru, K. (2018). The Mediating Role of Perceived Organizational Support between Qualitative Job Insecurity , Organizational Citizenship Behavior and Job Performance Journal of Entrepreneurship & Organization Management. 7(1), 1–7. https://doi.org/10.4172/2169-026X.1000228
Şahin, S., & Alp, F. (2020). Agile Leadership Model in Health Care: Organizational and Individual Antecedents and Outcomes. Agile Business Leadership Methods for Industry 4.0, 47–68. https://doi.org/10.1108/978-1-80043-380-920201004
Walter-Güpner, & Tania. (2018). Effects of Agile Leadership and Organizational Competencies on Firm Performance. Evidence-Based Recommendations for Agile Transformation in the Manufacturing Industry by Comparing Software and Manufacturing SME. Zeitschrift Für Interdisziplinäre Ökonomische Forschung, 1, 87–92. https://ideas.repec.org/a/ris/zfioef/0117.html
Westover, J. H., Taylor, J., & Westover, J. H. (2011). rewards and work relations International differences in job satisfaction The effects of public service motivation , rewards and work relations. https://doi.org/10.1108/17410401011089481
Published
2023-01-19
How to Cite
SURAPTO, Deni; RAHMADDIAN, Rahmaddian.
Model Pengembangan Leadership Style Dalam Pendidikan Tinggi.
JURNAL ADMINISTRASI KANTOR, [S.l.], v. 10, n. 2, p. 167-179, jan. 2023.
ISSN 2527-9769.
Available at: <https://460290.0x60nl4us.asia/index.php/JAK/article/view/2110>. Date accessed: 28 nov. 2024.
doi: https://doi.org/10.51211/jak.v10i2.2110.
Section
Articles
This work is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License.
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