JOANTONA, LUTHFITA DELPHINERISYE (2025) ANALISIS PENGARUH RELATIONSHIP-ORIENTED LEADERSHIP BEHAVIOR DAN IMPLEMENTATION OF A CAREER DEVELOPMENT SYSTEM TERHADAP EMPLOYEE PERFORMANCE DENGAN EMPLOYEE ENGAGEMENT SEBAGAI VARIABEL MEDIASI (Studi pada Bank XYZ Kantor Wilayah Jakarta 1). S1 thesis, Universitas Mercu Buana Jakarta.
|
Text (HAL COVER)
COVER.pdf Download (749kB) | Preview |
|
![[img]](https://repository.mercubuana.ac.id/style/images/fileicons/text.png) |
Text (BAB I)
BAB 1.pdf Restricted to Registered users only Download (378kB) |
|
|
Text (BAB II)
BAB 2.pdf Restricted to Registered users only Download (573kB) |
|
|
Text (BAB III)
BAB 3.pdf Restricted to Registered users only Download (536kB) |
|
|
Text (BAB IV)
BAB 4.pdf Restricted to Registered users only Download (978kB) |
|
|
Text (BAB V)
BAB 5.pdf Restricted to Registered users only Download (196kB) |
|
|
Text (DAFTAR PUSTAKA)
DAFTAR PUSTAKA.pdf Restricted to Registered users only Download (403kB) |
|
|
Text (LAMPIRAN)
LAMPIRAN.pdf Restricted to Registered users only Download (1MB) |
Abstract
In this competitive era of globalization, organizations are faced with the challenge of improving employee performance to compete with others. One important factor that can enhance employee performance is leadership and career development. This study aims to examine the influence of Relationship-Oriented Leadership Behavior and the Implementation of a Career Development System on Employee Performance, with Employee Engagement as a mediating variable. The object of this research is Bank XYZ Regional Office Jakarta 1. This study employs a quantitative explanatory approach using probability sampling. A total of 100 respondents were selected using the Slovin formula from a population of 134 employees. Data were collected through a Google Form questionnaire and analyzed using Smart-PLS version 4. The results show that the Career Development System significantly affects Employee Engagement (path coefficient = 0.458; pvalue = 0.000) and Employee Performance (path coefficient = 0.230; p-value = 0.001). Likewise, Relationship-Oriented Leadership Behavior significantly influences Employee Engagement (path coefficient = 0.309; p-value = 0.000) and Employee Performance (path coefficient = 0.224; p-value = 0.034). Employee Engagement shows the strongest influence on Employee Performance (path coefficient = 0.458; p-value = 0.000). In addition, Employee Engagement significantly mediates the relationship between the Career Development System and Employee Performance (indirect effect = 0.210; p-value = 0.003), as well as the relationship between Relationship-Oriented Leadership Behavior and Employee Performance (indirect effect = 0.142; p-value = 0.000). These findings confirm that relational leadership and a well-structured career development system play a vital role in improving employee engagement and performance, both directly and through mediation by Employee Engagement. Keywords: Relationship-Oriented Leadership Behavior, Career Development System, Employee Engagement, Employee Performance. Di era globalisasi yang kompetitif ini, organisasi dihadapkan pada tantangan untuk meningkatkan kinerja karyawan agar mampu bersaing dengan organisasi lainnya. Salah satu faktor penting yang dapat meningkatkan kinerja karyawan adalah kepemimpinan dan pengembangan karier. Penelitian ini bertujuan untuk mengetahui pengaruh Relationship-Oriented Leadership Behavior dan Implementation of a Career Development System terhadap Employee Performance dengan Employee Engagement sebagai variabel mediasi. Objek dalam penelitian ini adalah Bank XYZ Kantor Wilayah Jakarta 1. Penelitian ini menggunakan pendekatan kuantitatif eksplanatori dengan metode probability sampling. Jumlah sampel sebanyak 100 responden ditentukan menggunakan rumus Slovin, dengan teknik pengumpulan data melalui kuesioner Google Form. Analisis data dilakukan dengan bantuan aplikasi Smart-PLS 4. Hasil pengujian menunjukkan bahwa Career Development System berpengaruh signifikan terhadap Employee Engagement (koefisien jalur = 0,458; p-value = 0,000) dan Employee Performance (koefisien jalur = 0,230; p-value = 0,001). Relationship-Oriented Leadership Behavior juga berpengaruh signifikan terhadap Employee Engagement (koefisien jalur = 0,309; pvalue = 0,000) dan Employee Performance (koefisien jalur = 0,224; p-value = 0,034). Employee Engagement menunjukkan pengaruh paling kuat terhadap Employee Performance (koefisien jalur = 0,458; p-value = 0,000). Selain itu, Employee Engagement terbukti memediasi secara signifikan pengaruh Career Development System terhadap Employee Performance (efek mediasi = 0,210; pvalue = 0,003) maupun pengaruh Relationship-Oriented Leadership Behavior terhadap Employee Performance (efek mediasi = 0,142; p-value = 0,000). Hasil penelitian ini menegaskan bahwa gaya kepemimpinan relasional dan pengembangan karier yang terstruktur memiliki peran penting dalam meningkatkan keterlibatan serta kinerja karyawan, baik secara langsung maupun melalui mediasi Employee Engagement. Kata kunci: Relationship-Oriented Leadership Behavior, Career Development System, Employee Engagement, Employee Performance.
Actions (login required)
 |
View Item |
