Budaya Klan dan Keterlibatan Kerja Karyawan: Peran Mediasi Kepemimpinan yang Baik Hati
DOI:
https://doi.org/10.35891/jip.v11i1.4332Keywords:
budaya klan, kepemimpinan yang baik hati, keterlibatan kerja karyawanAbstract
Studi ini bertujuan untuk melihat apakah kepemimpinan yang baik hati memiliki peran sebagai mediator pada hubungan budaya klan dan keterlibatan kerja karyawan. Data diambil dari perusahaan X dan Y yang merupakan perusahaan milik keluarga yang berada di Indonesia. Data penelitian diambil dengan metode convenience sampling, dengan N = 146 (52.7% perempuan, rata-rata usia 31 tahun). Metode analisis yang digunakan pada penelitian ini adalah simple mediation analysis model 4 Hayes (2013) PROCESS macro. Hasil menunjukan bahwa terdapat efek langsung yang signifikan pada peran budaya klan terhadap keterlibatan kerja (b = .339 (95% CI [.0704, .6597]). Namun, sesuai dengan hipotesis penelitian, mediator kepemimpinan yang baik hati terbukti dapat memperkuat hubungan antara budaya klan dan keterlibatan kerja (b = .4093 (95% CI [.1438, .7195]). Kami menggunakan teori person – environment fit sebagai kerangka berpikir dan juga untuk menginterpretasikan hasil penelitian. Hasil penelitian ini memberikan wawasan bahwa ada baiknya organisasi berinvestasi dalam budaya klan karena budaya tersebut diharapkan memberikan keuntungan optimal pada keterlibatan kerja karyawan.
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