LUMONGGA, VONNY (2018) PENGARUH TRANSFORMATIONAL LEADERSHIP DAN CONFLICT MANAGEMENT DENGAN READINESS TO CHANGE PADA POSISI MINIMAL LEADER DI DIVISI HUMAN RESOURCE. S1 thesis, Universitas Mercu Buana Jakarta.
|
Text (HAL COVER)
1. Halaman Judul.pdf Download (142kB) | Preview |
|
|
Text (ABSTRAK)
5. Abstrak.pdf Download (155kB) | Preview |
|
|
Text (LEMBAR PERNYATAAN)
3. Lembar Pernyataan.pdf Download (209kB) | Preview |
|
|
Text (LEMBAR PENGESAHAN)
2. Lembar Pengesahan.pdf Download (316kB) | Preview |
|
|
Text (KATA PENGANTAR)
4. Kata Pengantar.pdf Download (111kB) | Preview |
|
|
Text (DAFTAR ISI)
6. Daftar Isi.pdf Download (32kB) | Preview |
|
|
Text (DAFTAR TABEL)
7. Daftar Tabel.pdf Download (25kB) | Preview |
|
|
Text (DAFTAR GAMBAR)
8. Daftar Gambar.pdf Download (21kB) | Preview |
|
|
Text (DAFTAR LAMPIRAN)
9. Daftar Lampiran.pdf Download (20kB) | Preview |
|
![[img]](https://repository.mercubuana.ac.id/style/images/fileicons/text.png) |
Text (BAB I)
10. Bab 1.pdf Restricted to Registered users only Download (209kB) |
|
|
Text (BAB II)
11. Bab 2.pdf Restricted to Registered users only Download (430kB) |
|
|
Text (BAB III)
12. Bab 3.pdf Restricted to Registered users only Download (293kB) |
|
|
Text (BAB IV)
13. Bab 4.pdf Restricted to Registered users only Download (495kB) |
|
|
Text (BAB V)
14. Bab 5.pdf Restricted to Registered users only Download (178kB) |
|
|
Text (DAFTAR PUSTAKA)
15. Daftar Pustaka.pdf Restricted to Registered users only Download (118kB) |
|
|
Text (LAMPIRAN)
16. Lampiran.pdf Restricted to Registered users only Download (2MB) |
Abstract
The very rapid changes in Technology, Business and Social became a factor that greatly influenced how the Company rethinked and reevaluated the Company's Strategic Planning to be able to balance the rapid changes to the results and significant profit growth for the Company. Transformational Leadership and Conflict Management is still believed to be a measurable tool for evaluating Human Values, in the face of the readiness of each member in the Company in the face of change. This study aims to determine whether there is an influence between Transformational Leadership and Conflict Management on Readiness to Change from practitioners and Human Resources professionalism, especially at the level of the Leader and above in the area of DKI Jakarta, Indonesia. Sampling was done by accidental sampling technique with the number of subjects as many as 175 people from practitioners of Human Resources in groups and online forums of Human Resources. The measuring instrument in this study is the scale of Transformational Leadership which is arranged based on the dimensions of Transformational Leadership proposed by Bass and Avolio (1995), and the scale for Conflict Management is to use the theoretical dimension of The Thomas - Kilmann Conflict Mode Instrument developed by Kenneth W. Thomas and Ralph H. Killmann (1974), while measuring the Daniel T. Holt (2007) measuring instrument, with the value of cronbah's alpha for Transformational Leadership variable of 0.950, Confilct Management of 0.707, and the Readiness to Change variable of 0.839. With the results of Variable Transformational Leadership and Conflict Management have a positive and significant effect on the Readiness to Change variable obtained from the calculated F value of 16,676. Because the F value is calculated (16,676)> F table (3,048), then Ho is rejected. Thus it can be concluded that simultaneously there is a significant influence of Transformational Leadership and Conflict Management on Readiness to Change. Transformational Leadership and Conflict Management significantly influence the Readiness to Change effect of 16.2% on Readiness to Change. While the remaining 83.8% is a contribution of other variables besides Transformational Leadership and Conflict Management). Keywords: Transformational Leadership, Conflict Management Skill, Readiness to Change Human Resources, Human Resources Department, and Leader - Perubahan yang sangat cepat pada Teknologi, Bisnis dan Sosial menjadi suatu faktor – faktor yang mempengaruhi secara besar terhadap bagaimana Perusaahaan melakukan suatu pemikiran kembali dan mengevaluasi kembali Strategic Planning Perusahaan untuk dapat menyeimbangkan Perubahan pesat tersebut terhadap hasil dan pertumbuhan profit yang sangat signifikan bagi Perusahaan. Transformational Leadership dan Conflict Management masih dipercaya menjadi alat terukur untuk mengevaluasi Human Values, dalam menghadapi kesiapan dari masing-masing anggota dalam Perusahaan dalam menghadapi perubahan. Penelitian ini bertujuan untuk mengetahui apakah ada pengaruh antara Transformational Leadership dan Conflict Management terhadap Readiness to Change dari para praktisi dan profesionalisme Human Resources terutama pada level Leader keatas di daerah DKI Jakarta, Indonesia. Pengambilan sampel dilakukan dengan teknik accidental sampling dengan jumlah subjek sebanyak 175 orang yang berasal dari para praktisi Human Resources dalam group dan forum online Human Resources. Alat ukur pada penelitian ini adalah skala Transformational Leadership yang disusun berdasarkan dimensi Transformational Leadership yang dikemukakan oleh Bass dan Avolio (1995), dan skala untuk Conflict Management adalah menggunakan dimensi teori The Thomas – Kilmann Conflict Mode Instrument yang dikembangkan oleh Kenneth W. Thomas dan Ralph H. Killmann (1974), sedangan skala alat ukur Daniel T. Holt (2007), dengan nilai cronbah’s alpha atas variabel Transformasional Leadership sebesar 0,950, Confilct Management sebesar 0,707, dan variabel Readiness to Change sebesar 0,839. Dengan hasil Variabel Transformational Leadership dan Conflict Management berpengaruh positif dan signifikan terhadap variable Readiness to Change yang diperoleh dari nilai F hitung sebesar 16,676. Karena nilai F hitung (16,676) > F tabel (3,048), maka Ho ditolak. Dengan demikian dapat disimpulkan bahwa secara simultan terdapat pengaruh yang signifikan dari Transformasional Leadership dan Conflict Management terhadap Readiness to Change. Transformasional Leadership dan Conflict Management berpengaruh signifikan terhadap Readiness to Change dimana pengaruh sebesar 16,2%. Sedangkan sisanya sebesar 83,8% merupakan kontribusi variabel lain selain Transformasional Leadership dan Conflict Management. Kata Kunci : Transformational Leadership, Conflict Management Skill, Readiness to Change, Human Resources, Human Resources Department, dan Leader – keatas
Actions (login required)
 |
View Item |
