Pengaruh Gaya Kepemimpinan Transformasional, Lingkungan Kerja, dan Kompensasi terhadap Kinerja Pegawai Universitas Terbuka dengan Kepuasan Kerja Sebagai Variabel Intervening

Dyah Palupi Setiyoningrum; Achmad Fauzi; Maman Rumanta

doi:10.31539/m79me456

Authors

Dyah Palupi Setiyoningrum Universitas Terbuka
Achmad Fauzi Universitas Bhayangkara
Maman Rumanta Universitas Terbuka

DOI:

https://doi.org/10.31539/m79me456

Abstract

This study aims to analyze the influence of transformational leadership style, work environment, and compensation on the employee performance of Universitas Terbuka, with job satisfaction serving as an intervening variable. A quantitative approach with an explanatory research design was employed. The study population consisted of 2,651 Universitas Terbuka employees; a sample of 400 respondents was determined using Slovin's formula, while the data analyzed in this study were derived from 189 respondents. Data analysis was conducted using Partial Least Squares-Structural Equation Modeling (PLS-SEM), encompassing outer model testing, inner model testing, hypothesis testing, and mediation analysis using Variance Accounted For (VAF). The results indicate that transformational leadership style has a negative and significant effect on employee performance (β = -0.164; p = 0.046) but does not significantly affect job satisfaction. The work environment does not significantly affect employee performance (β = 0.103; p = 0.416) but has a positive and significant effect on job satisfaction (β = 0.459; p = 0.000). Compensation does not significantly affect employee performance (β = 0.022; p = 0.843) but has a positive and significant effect on job satisfaction (β = 0.459; p = 0.000). Job satisfaction has a positive and significant effect on employee performance (β = 0.533; p = 0.000). Furthermore, job satisfaction does not mediate the effect of transformational leadership style on performance; however, it partially mediates the effect of the work environment on performance (β = 0.245; p = 0.001) and fully mediates the effect of compensation on performance (β = 0.245; p = 0.000). The study concludes that job satisfaction is a crucial mechanism for enhancing the performance of Universitas Terbuka employees, particularly in mediating the impact of the work environment and compensation on performance; conversely, transformational leadership style did not succeed in improving either employee performance or job satisfaction within the context of this study.

Keywords: Transformational Leadership Style, Job Satisfaction, Compensation, Employee Performance, Work Environment

References

Bass, B. M., & Avolio, B. J. (1993). Transformational leadership and organizational culture. Public Administration Quarterly, 17(1), 112–121. https://www.jstor.org/stable/40862298

Boamah, S. A., Laschinger, H. K. S., Wong, C., & Clarke, S. (2018). Effect of transformational leadership on job satisfaction and patient safety outcomes. Nursing Outlook, 66(2), 180–189. https://doi.org/10.1016/j.outlook.2017.10.004

Dessler, G. (2015). Manajemen Sumber Daya Manusia: Human Resource Management (Edisi 14). Jakarta: Salemba Empat. https://penerbitsalemba.com/buku/02-0298-manajemen-sumber-daya-manusia-e14

Dhillon, A. S. K., Hardiyanti, S. N., & Nasution, N. A. (2023). Pengaruh gaya kepemimpinan transformasional dan stres kerja terhadap kinerja karyawan di mediasi oleh kepuasan karyawan. Inovatif: Jurnal Ekonomi, Manajemen, Akuntansi, Bisnis Digital dan Kewirausahaan, 2(3), 137–147. https://doi.org/10.55983/inov.v2i3.423

Hakim, A., Effendy, S., & Tanjung, H. (2023). Pengaruh lingkungan kerja, gaya kepemimpinan terhadap kinerja pegawai pada Lembaga Layanan Pendidikan Tinggi Wilayah I Sumatera Utara yang dimediasi oleh kepuasan kerja pegawai. Maneggio: Jurnal Ilmiah Magister Manajemen, 6(1). https://doi.org/10.30596/maneggio.v6i1.13941

Karabi, A. H., & FoEh, J. E. H. J. (2024). Pengaruh disiplin kerja dan lingkungan kerja terhadap kinerja karyawan melalui kepuasan kerja pada Direktorat Intelkam Polda NTT (Literatur review manajemen sumber daya manusia). Jurnal Manajemen Pendidikan dan Ilmu Sosial, 5(2), 129–137. https://doi.org/10.38035/jmpis.v5i2.1884

Mangkunegara, A. A. A. P. (2020). Manajemen Sumber Daya Manusia Perusahaan (Cet. 14). Bandung: PT Remaja Rosdakarya.

Mitang, B. B., & Kiha, E. K. (2019). Analisis pengaruh gaya kepemimpinan demokratis dan kompensasi terhadap kinerja pegawai dengan kepuasan kerja sebagai variabel intervening (Studi kasus pada pegawai Dinas Kesehatan Kabupaten Timor Tengah Utara). Inspirasi Ekonomi: Jurnal Ekonomi Manajemen, 1(2). https://doi.org/10.32938/jie.v1i02.193

Nabawi, R. (2019). Pengaruh lingkungan kerja, kepuasan kerja dan beban kerja terhadap kinerja pegawai. Maneggio: Jurnal Ilmiah Magister Manajemen, 2(2). https://jurnal.umsu.ac.id/index.php/maneggio/article/view/3667

Pambudi, S. D., Mukzam, M. D., & Nurtjahjono, G. E. (2016). Pengaruh gaya kepemimpinan transformasional terhadap kinerja karyawan melalui kepuasan kerja karyawan sebagai variabel mediasi (Studi pada karyawan PT Telkom Indonesia Witel Jatim Selatan Malang). Jurnal Administrasi Bisnis, 39(1).

Pradipta, R. N., & Suhermin. (2020). Pengaruh lingkungan kerja, kepuasan kerja dan disiplin kerja terhadap kinerja pegawai. Jurnal Ilmu dan Riset Manajemen, 9(7). https://jurnalmahasiswa.stiesia.ac.id/index.php/jirm/article/view/3114

Pudjiarti, E. S., Herman, M., & Mahesa, D. (2023). The effect of compensation on employee performance is mediated by job satisfaction. IQTISHODUNA: Jurnal Ekonomi Islam, 12(1), 209–222. https://doi.org/10.54471/iqtishoduna.v12i1.2180

Purwanto, A., Asbari, M., Bernarto, I., Bachtiar, D., Suryawan, I. N., & Sudibjo, N. (2020). Effect of transformational leadership, perceived organizational support, job satisfaction toward life satisfaction: Evidences from Indonesian teachers. International Journal of Advanced Science and Technology, 29(3), 5495–5503. https://sersc.org/journals/index.php/IJAST/article/view/6057

Qoim, Z., Askafi, E., & Talkah, A. (2023). Pengaruh gaya kepemimpinan transformasional dan transaksional terhadap kinerja pegawai dengan kepuasan kerja sebagai variabel intervening pada pegawai di IAIN Kediri. Otonomi, 23(2), 321–335. https://doi.org/10.32503/otonomi.v23i2.4443

Rasminingsih, N. K. N., JS, I. P. W. D., & Diputra, I. K. S. (2024). Pengaruh kepemimpinan transformasional terhadap kinerja karyawan dengan kepuasan kerja dan organizational citizenship behavior sebagai variabel mediasi. Ekonomis: Journal of Economics and Business, 8(2), 1808–1815. https://doi.org/10.33087/ekonomis.v8i2.1665

Robbins, S. P., & Judge, T. A. (2019). Organizational Behavior (18th ed., Global Edition). Harlow: Pearson.

Sedarmayanti. (2017). Tata Kerja dan Produktivitas Kerja: Suatu Tinjauan dari Aspek Ergonomi atau Kaitan antara Manusia dengan Lingkungan Kerjanya. Bandung: Mandar Maju.

Subakti, O. A. (2021). Pengaruh lingkungan kerja, disiplin kerja dan kerjasama tim terhadap kinerja karyawan (Studi pada karyawan PT Pos Indonesia Pusat Surakarta 2021). Skripsi. Universitas Muhammadiyah Surakarta.

Suryandini, M. (2021). Pengaruh disiplin kerja, budaya organisasi, dan kompensasi terhadap kinerja pegawai melalui kepuasan kerja sebagai variabel intervening pada Dinas Kelautan dan Perikanan Provinsi Jawa Timur. Soetomo Business Review, 2, 135–141.

Widyawati, J. R. (2021). Pengaruh faktor pendidikan dan gaya kepemimpinan transformasional terhadap kinerja karyawan melalui motivasi kerja di PT PLN UIT JBTB UPT Surabaya. Jurnal Ilmu Manajemen, 9(1), 154–166. https://doi.org/10.26740/jim.v9n1.p154-166

Zahra, A., & Baskoro, H. (2024). Kepemimpinan transformasional dan budaya organisasi terhadap kinerja karyawan dengan dimediasi kepuasan kerja. Journal of Economics and Business UBS, 13(1), 1–16. https://doi.org/10.52644/joeb.v13i1.1270