1. Al-Romeedy, B. S. (2019). The role of job rotation in enhancing employee performance in the Egyptian travel agents: the mediating role of organizational behavior. Tourism Review, 74(4), 1003–1020. https://doi.org/10.1108/TR-10-2018-0153
2. Amalia, P. R., Wahyuningsih, S. H., & Surwanti, A. (2021). The Mediating Role of Organizational Citizenship Behavior on the Effect of Passion and Empowerment on Job Performance. Jurnal Manajemen Bisnis, 12(2), 127–141. https://doi.org/10.18196/mb.v12i2.11035
3. Andrea, B., Gabriella, H. C., & Tímea, J. (2016). Y and Z generations at workplaces. Journal of Competitiveness, 8(3), 90–106. https://doi.org/10.7441/joc.2016.03.06
4. Arjuni, R. F., Priyatama, A. N., & Satwika, P. A. (2019). Quality of work-life in employees experiencing a job-skill mismatch. Psikohumaniora, 4(2), 171–180. https://doi.org/10.21580/pjpp.v4i2.2734
5. Chou, N.-W., Hsieh, H.-M., & Hung, T.-K. (2022). The Impact of Person-Job Fit on Job Performance: Job Involvement as Mediator, and Career Plateau as Mediated Moderator. In The International Journal of Organizational Innovation (Vol. 14). https://www.ijoi-online.org/
6. Christianto, R. D. P. (2022). The Influence of Servant Leadership and Employee Compensation on Employee Engagement Through Employee Job Satisfaction as an Intervening Variable at PT Indonesia Power Suralaya Power Generation Unit. Journal of Business and Behavioural Entrepreneurship, 5(2), 118–128. https://doi.org/10.21009/jobbe.005.2.14
7. Fernández-Salinero, S., Collantes, Á. G., Cifuentes, F. R., & Topa, G. (2020). Is job involvement enough for achieving job satisfaction? The role of skills use and group identification. International Journal of Environmental Research and Public Health, 17(12), 1–11. https://doi.org/10.3390/ijerph17124193
8. Aulia Fikri Fatahuddin, & Justine Tanuwijaya. (2022). Pengaruh Leadership Style dan Organizational Culture Terhadap Employee Performance Melalui Job Satisfaction Sebagai Variabel Mediasi pada Karyawan PT. Bank Mandiri Unit SME & Micro Risk Group. Jurnal Ilmiah MEA, 6(2), 351-374
9. Franco, M., & Antunes, A. (2020). Understanding servant leadership dimensions: Theoretical and empirical extensions in the Portuguese context. Nankai Business Review International, 11(3), 345–369. https://doi.org/10.1108/NBRI-08-2019-0038
10. Gašková, J. (2020). Servant leadership and its relation to work performance. Central European Business Review, 9(3), 24–37. https://doi.org/10.18267/j.cebr.236
11. Gil, A. J., Bittencourt Gonzalez Mosegui, G., Zenezi Moreira, R., & Eguizabal, M. J. (2023). The moderating role of employee proactive behaviour in the relationship between servant leadership and job satisfaction. International Journal of Organizational Analysis. https://doi.org/10.1108/IJOA-01-2023-3592
12. Grobler, A., & Flotman, A. P. (2020). The validation of the servant leadership scale. SA Journal of Industrial Psychology, 46, 1–12. https://doi.org/10.4102/SAJIP.V46I0.1754
13. Halime, G. K., & Seror, R. H. A. (2022). The Role of Servant Leadership in Ensuring Job Involvement in University Employees: The Case of Kirkuk University in Iraq. Uluslararası Sosyal Bilimler Akademik Araştırmalar Dergisi, 6(2), 51–63. https://doi.org/10.58201/utsobilder.1158978
14. Huning, T. M., Hurt, K. J., & Frieder, R. E. (2020). The effect of servant leadership, perceived organizational support, job satisfaction and job embeddedness on turnover intentions: An empirical investigation. Evidence-Based HRM, 8(2), 177–194. https://doi.org/10.1108/EBHRM-06-2019-0049
15. Ibrahim, M., Tewal, B., & Taroreh, R. N. (2021). The Effect of Work Family Conflict and Work Involvement Through Work Satisfaction on Performance (Study on Faculty of Economics and Business Faculty of Women).Jurnal EMBA Vol. 9, Issue 1. 1134-1145
16. Kusmana, D., & Abubakar, M. (2019). Efektivitas Program Sistem Merit (Meryt System) Studi: Pada Sekretariat Daerah Kabupaten Bener Meriah Tahun 2019. Jurnal Transparansi Publik, 2(2). 74-81
17. Matagi, L., Baguma, P., & Baluku, M. M. (2022). Age, job involvement and job satisfaction as predictors of job performance among local government employees in Uganda. Journal of Organizational Effectiveness, 9(3), 489–505. https://doi.org/10.1108/JOEPP-06-2020-0099
18. Mohd Nasurdin, A., Tan, C. L., & Naseer Khan, S. (2020). Can high performance work practices and satisfaction predict job performance? An examination of the Malaysian private health-care sector. International Journal of Quality and Service Sciences, 12(4), 521–540. https://doi.org/10.1108/IJQSS-06-2019-0090
19. Mubin, N., Setyaningrum, R. P., & Rezeki, F. (2022). Revealing the role of job involvement and employee loyalty as mediation variables. International Journal of Business Ecosystem & Strategy (2687-2293), 4(3), 23–36. https://doi.org/10.36096/ijbes.v4i3.349
20. Mujeeb, T., Khan, N. U., Obaid, A., Yue, G., Bazkiaei, H. A., & Samsudin, N. A. (2021). Do servant leadership self-efficacy and benevolence values predict employee performance within the banking industry in the post-covid-19 era: Using a serial mediation approach. Administrative Sciences, 11(4). https://doi.org/10.3390/admsci11040114
21. Pala’langan, A. Y. (2021). Pengaruh Servant Leadership, Disiplin Kerja, dan Kepuasan Kerja terhadap Kinerja Guru. Jurnal Akuntabilitas Manajemen Pendidikan, 9(2), 223–231. https://doi.org/10.21831/jamp.v9i2.38875
22. Palumbo, R. (2022). Involved at work and disinvolved out of work: unraveling the implications of involvement on accountants’ work–life balance. Management Decision, 61(13), 26–53. https://doi.org/10.1108/MD-03-2022-0345
23. Qorfianalda, S., & Wulandari, A. (2021). Budaya Organisasi Terhadap Kinerja Dimediasi Kepuasan dan Loyalitas Kerja Karyawan. EKOMABIS: Jurnal Ekonomi Manajemen Bisnis, 2(02), 157–168. https://doi.org/10.37366/ekomabis.v2i02.211
24. Riana, N., & Anatan, L. (2023). Pengaruh Servant Leadership Terhadap Job Performance Melalui Employee Engangement di Interkultural Edukasi Partner Bandung. Jurnal Manajemen, 17, 135–153.
25. Roswandi, D. A. (2021). Examining The Effect of Self-Efficacy and Job Involvement on the Job Satisfaction of the Family Planning Field Workers at the National Population and Family Planning. Academy of Entrepreneurship Journal (Vol. 27).
26. Saleem, F., Zhang, Y. Z., Gopinath, C., & Adeel, A. (2020). Impact of Servant Leadership on Performance: The Mediating Role of Affective and Cognitive Trust. SAGE Open, 10(1). https://doi.org/10.1177/2158244019900562
27. Sholikha, S., & Izzati, U. A. (2021). Hubungan antara Keterlibatan Kerja dengan Organizational Citizenship Behavior pada Guru. Jurnal Penelitian Psikologi, 8(3). 88-100
28. Surya, W. (2019). Pengaruh Servant Leadership Terhadap Organizational Citizenship Behavior, Melalui Kepuasan Kerja Sebagai Medias di PT.Cobra Dental Group. Jurnal AGORA,7(2). 1-6
29. Thao, N. P. H., & Kang, S. W. (2020). When Servant Leaders Inspire Followers to Become Organizational Citizens? Empirical Evidence From Vietnam. SAGE Open, 10(1). https://doi.org/10.1177/2158244019900184
30. Uktutias, S. A. M., Iswati, S., Hadi, C., & Suhariadi, F. (2022). Servant Leadership and Job Satisfaction and Organizational Commitment: Empirical Evidence from Surabaya Health Care Sector. Open Access Macedonian Journal of Medical Sciences, 10(E), 1082–1093. https://doi.org/10.3889/oamjms.2022.9237
31. Widyastuti, M. T. (2022). Pengaruh Servant Leadership terhadap Job Performance yang dimediasi oleh Job Attitude dan Work Behavior Karyawan pada Industri Perhotelan milik BUMN. International Journal of Digital Entrepreneurship and Business, 3(2), 74–91. https://doi.org/10.52238/ideb.v3i2.93
2. Amalia, P. R., Wahyuningsih, S. H., & Surwanti, A. (2021). The Mediating Role of Organizational Citizenship Behavior on the Effect of Passion and Empowerment on Job Performance. Jurnal Manajemen Bisnis, 12(2), 127–141. https://doi.org/10.18196/mb.v12i2.11035
3. Andrea, B., Gabriella, H. C., & Tímea, J. (2016). Y and Z generations at workplaces. Journal of Competitiveness, 8(3), 90–106. https://doi.org/10.7441/joc.2016.03.06
4. Arjuni, R. F., Priyatama, A. N., & Satwika, P. A. (2019). Quality of work-life in employees experiencing a job-skill mismatch. Psikohumaniora, 4(2), 171–180. https://doi.org/10.21580/pjpp.v4i2.2734
5. Chou, N.-W., Hsieh, H.-M., & Hung, T.-K. (2022). The Impact of Person-Job Fit on Job Performance: Job Involvement as Mediator, and Career Plateau as Mediated Moderator. In The International Journal of Organizational Innovation (Vol. 14). https://www.ijoi-online.org/
6. Christianto, R. D. P. (2022). The Influence of Servant Leadership and Employee Compensation on Employee Engagement Through Employee Job Satisfaction as an Intervening Variable at PT Indonesia Power Suralaya Power Generation Unit. Journal of Business and Behavioural Entrepreneurship, 5(2), 118–128. https://doi.org/10.21009/jobbe.005.2.14
7. Fernández-Salinero, S., Collantes, Á. G., Cifuentes, F. R., & Topa, G. (2020). Is job involvement enough for achieving job satisfaction? The role of skills use and group identification. International Journal of Environmental Research and Public Health, 17(12), 1–11. https://doi.org/10.3390/ijerph17124193
8. Aulia Fikri Fatahuddin, & Justine Tanuwijaya. (2022). Pengaruh Leadership Style dan Organizational Culture Terhadap Employee Performance Melalui Job Satisfaction Sebagai Variabel Mediasi pada Karyawan PT. Bank Mandiri Unit SME & Micro Risk Group. Jurnal Ilmiah MEA, 6(2), 351-374
9. Franco, M., & Antunes, A. (2020). Understanding servant leadership dimensions: Theoretical and empirical extensions in the Portuguese context. Nankai Business Review International, 11(3), 345–369. https://doi.org/10.1108/NBRI-08-2019-0038
10. Gašková, J. (2020). Servant leadership and its relation to work performance. Central European Business Review, 9(3), 24–37. https://doi.org/10.18267/j.cebr.236
11. Gil, A. J., Bittencourt Gonzalez Mosegui, G., Zenezi Moreira, R., & Eguizabal, M. J. (2023). The moderating role of employee proactive behaviour in the relationship between servant leadership and job satisfaction. International Journal of Organizational Analysis. https://doi.org/10.1108/IJOA-01-2023-3592
12. Grobler, A., & Flotman, A. P. (2020). The validation of the servant leadership scale. SA Journal of Industrial Psychology, 46, 1–12. https://doi.org/10.4102/SAJIP.V46I0.1754
13. Halime, G. K., & Seror, R. H. A. (2022). The Role of Servant Leadership in Ensuring Job Involvement in University Employees: The Case of Kirkuk University in Iraq. Uluslararası Sosyal Bilimler Akademik Araştırmalar Dergisi, 6(2), 51–63. https://doi.org/10.58201/utsobilder.1158978
14. Huning, T. M., Hurt, K. J., & Frieder, R. E. (2020). The effect of servant leadership, perceived organizational support, job satisfaction and job embeddedness on turnover intentions: An empirical investigation. Evidence-Based HRM, 8(2), 177–194. https://doi.org/10.1108/EBHRM-06-2019-0049
15. Ibrahim, M., Tewal, B., & Taroreh, R. N. (2021). The Effect of Work Family Conflict and Work Involvement Through Work Satisfaction on Performance (Study on Faculty of Economics and Business Faculty of Women).Jurnal EMBA Vol. 9, Issue 1. 1134-1145
16. Kusmana, D., & Abubakar, M. (2019). Efektivitas Program Sistem Merit (Meryt System) Studi: Pada Sekretariat Daerah Kabupaten Bener Meriah Tahun 2019. Jurnal Transparansi Publik, 2(2). 74-81
17. Matagi, L., Baguma, P., & Baluku, M. M. (2022). Age, job involvement and job satisfaction as predictors of job performance among local government employees in Uganda. Journal of Organizational Effectiveness, 9(3), 489–505. https://doi.org/10.1108/JOEPP-06-2020-0099
18. Mohd Nasurdin, A., Tan, C. L., & Naseer Khan, S. (2020). Can high performance work practices and satisfaction predict job performance? An examination of the Malaysian private health-care sector. International Journal of Quality and Service Sciences, 12(4), 521–540. https://doi.org/10.1108/IJQSS-06-2019-0090
19. Mubin, N., Setyaningrum, R. P., & Rezeki, F. (2022). Revealing the role of job involvement and employee loyalty as mediation variables. International Journal of Business Ecosystem & Strategy (2687-2293), 4(3), 23–36. https://doi.org/10.36096/ijbes.v4i3.349
20. Mujeeb, T., Khan, N. U., Obaid, A., Yue, G., Bazkiaei, H. A., & Samsudin, N. A. (2021). Do servant leadership self-efficacy and benevolence values predict employee performance within the banking industry in the post-covid-19 era: Using a serial mediation approach. Administrative Sciences, 11(4). https://doi.org/10.3390/admsci11040114
21. Pala’langan, A. Y. (2021). Pengaruh Servant Leadership, Disiplin Kerja, dan Kepuasan Kerja terhadap Kinerja Guru. Jurnal Akuntabilitas Manajemen Pendidikan, 9(2), 223–231. https://doi.org/10.21831/jamp.v9i2.38875
22. Palumbo, R. (2022). Involved at work and disinvolved out of work: unraveling the implications of involvement on accountants’ work–life balance. Management Decision, 61(13), 26–53. https://doi.org/10.1108/MD-03-2022-0345
23. Qorfianalda, S., & Wulandari, A. (2021). Budaya Organisasi Terhadap Kinerja Dimediasi Kepuasan dan Loyalitas Kerja Karyawan. EKOMABIS: Jurnal Ekonomi Manajemen Bisnis, 2(02), 157–168. https://doi.org/10.37366/ekomabis.v2i02.211
24. Riana, N., & Anatan, L. (2023). Pengaruh Servant Leadership Terhadap Job Performance Melalui Employee Engangement di Interkultural Edukasi Partner Bandung. Jurnal Manajemen, 17, 135–153.
25. Roswandi, D. A. (2021). Examining The Effect of Self-Efficacy and Job Involvement on the Job Satisfaction of the Family Planning Field Workers at the National Population and Family Planning. Academy of Entrepreneurship Journal (Vol. 27).
26. Saleem, F., Zhang, Y. Z., Gopinath, C., & Adeel, A. (2020). Impact of Servant Leadership on Performance: The Mediating Role of Affective and Cognitive Trust. SAGE Open, 10(1). https://doi.org/10.1177/2158244019900562
27. Sholikha, S., & Izzati, U. A. (2021). Hubungan antara Keterlibatan Kerja dengan Organizational Citizenship Behavior pada Guru. Jurnal Penelitian Psikologi, 8(3). 88-100
28. Surya, W. (2019). Pengaruh Servant Leadership Terhadap Organizational Citizenship Behavior, Melalui Kepuasan Kerja Sebagai Medias di PT.Cobra Dental Group. Jurnal AGORA,7(2). 1-6
29. Thao, N. P. H., & Kang, S. W. (2020). When Servant Leaders Inspire Followers to Become Organizational Citizens? Empirical Evidence From Vietnam. SAGE Open, 10(1). https://doi.org/10.1177/2158244019900184
30. Uktutias, S. A. M., Iswati, S., Hadi, C., & Suhariadi, F. (2022). Servant Leadership and Job Satisfaction and Organizational Commitment: Empirical Evidence from Surabaya Health Care Sector. Open Access Macedonian Journal of Medical Sciences, 10(E), 1082–1093. https://doi.org/10.3889/oamjms.2022.9237
31. Widyastuti, M. T. (2022). Pengaruh Servant Leadership terhadap Job Performance yang dimediasi oleh Job Attitude dan Work Behavior Karyawan pada Industri Perhotelan milik BUMN. International Journal of Digital Entrepreneurship and Business, 3(2), 74–91. https://doi.org/10.52238/ideb.v3i2.93
- Abstract viewed - 185 times
- pdf downloaded - 152 times
Affiliations
Imam Buchori
Universitas Trisakti
Justine Tanuwijaya
Faculty of Economics and Business, Universitas Trisakti, Jakarta, Indonesia
Andreas Wahyu Gunawan
Faculty of Economics and Business, Universitas Trisakti, Jakarta, Indonesia
How to Cite
1.
Buchori I, Tanuwijaya J, Gunawan A. Servant Leadership in Government Institution, is it Effective?. MAJ [Internet]. 9Dec.2023 [cited 6Nov.2024];12(4):424-32. Available from: https://journal.unnes.ac.id/sju/maj/article/view/71680
Servant Leadership in Government Institution, is it Effective?
Vol 12 No 4 (2023): Management Analysis Journal
Submitted: Jul 20, 2023
Published: Dec 9, 2023
Abstract
The aim of this studiy is to examine the effect of servant leadership on job performance directly and indirectly through the mediating effect of job involvement and job satisfaction. Data were collected through questionnaires by Google Froms and analyzed using Structural Equation Modeling (SEM) with AMOS24. A total of 174 civil servant at the one of Indonesian government agencies in audit services participated as research sample. The results of this study reveal that servant leadership has significant positive effect toward job involvement and job satisfaction, but it has a negative effect toward job performance. Furthermore, this study is expected to contribute to the organization to encourage the role of leaders for prioritizing the employees’ interests to increase job satisfaction and job involvement so that can improve employees’ performance, especially in the public sector.