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Pengaruh Spiritual Leadership terhadap Kepuasan Kerja Pegawai
Abstract
INTISARI: Salah satu sumber daya yang merupakan aset terpenting dalam organisasi adalah SDM (Sumber Daya Manusia). Semua potensi SDM tersebut sangat berpengaruh terhadap cara organisasi dalam mencapai tujuannya. Upaya yang harus dilakukan oleh perusahaan untuk mempertahankan SDM-nya yaitu dengan cara meningkatkan komitmen organisasi dari karyawan, karena komitmen organisasi akan menjaga kelangsungan dan pencapaian tujuan sebuah oganisasi. Karyawan yang komitmen atas pekerjaannya akan bekerja efektif dan efisien untuk mengoptimalkan “output” mereka dalam hal produk dan layanan. Karyawan yang memiliki komitmen, salah satunya, dipengaruhi oleh kepuasan kerja; dan kepuasan kerja pegawai pula dipengaruhi oleh pemimpin. Tujuan dari penelitian ini adalah untuk mengetahui pengaruh “Spiritual Leadership” (Kepemimpinan Spiritual) terhadap Kepuasan Kerja Pegawai. Metode yang digunakan adalah “explanatory survey”, dengan sampel sebanyak 100 responden. Pengumpulan data menggunakan kuesioner. Teknik analisis data dengan regresi sederhana. Hasil penelitian menunjukan bahwa terdapat pengaruh “Spiritual Leadership” terhadap Kepuasan Kerja Pegawai, yakni sebesar 27.8%. Semakin efektif “Spiritual Leadership”, maka Kepuasan Kerja Karyawan akan semakin meningkat, begitu pula sebaliknya. Saran dalam penelitian ini adalah untuk variabel “Spiritual Leadership”, terutama untuk aspek Cinta Altruistik; sedangkan variabel Kepuasan Kerja Pegawai terutama dalam hal Promosi, perlu ditingkatkan agar lebih optimal dalam organisasi.
KATA KUNCI: Sumber Daya Manusia; Kepemimpinan Spiritual; Kepuasan Kerja Pegawai; Tujuan Organisasi.
ABSTRACT: “The Effect of Spiritual Leadership towards Employee Job Satisfaction”. One of the most important assets in the organization is HR (Human Resources). All of the potentials of HR are very influential on the way the organization reaches its goals. Efforts that must be made by the company to maintain its HR are by increasing the organizational commitment of employees, because organizational commitment will maintain the continuity and achievement of an organization goal. Employees who are committed to their work will work effectively and efficiently to optimize their output in terms of products and services. Employees who are committed, one of them, are influenced by job satisfaction; and employee job satisfaction is also influenced by the leaders. The purpose of this study was to determine the effect of Spiritual Leadership towards Employee Job Satisfaction. The method used is explanatory survey, with a sample of 100 respondents. Data collection was using a questionnaire. Data analysis techniques with simple regression. The results showed that there was an effect of Spiritual Leadership towards the Employee Job Satisfaction, namely as much as 27.8%. The more effective Spiritual Leadership, the Employee Job Satisfaction will increase, and vice versa. Suggestions in this study are for Spiritual Leadership variables, especially for aspect of Altruistic Love; while the variable Employee Job Satisfaction, especially in term of Promotion, need to be improved in order to be more optimal in the organization.
KEY WORD: Human Resources; Spiritual Leadership; Employee Job Satisfaction; Organization Goals.
About the Authors: Masharyono, M.M., Sumiyati, M.Si., dan Dr. Syamsul Hadi Senen adalah Dosen di Fakultas Pendidikan Ekonomi dan Bisnis UPI (Universitas Pendidikan Indonesia), Jalan Dr. Setiabudhi No.229 Bandung 40154, Jawa Barat, Indonesia. Untuk kepentingan akademik, para penulis bisa dihubungi dengan alamat emel: masharyono@upi.edu, sumiyati@upi.edu, dan syamsulhadisenen@upi.edu
Suggested Citation: Masharyono, Sumiyati & Syamsul Hadi Senen. (2018). “Pengaruh Spiritual Leadership terhadap Kepuasan Kerja Pegawai” in SIPATAHOENAN: South-East Asian Journal for Youth, Sports & Health Education, Volume 4(2), October, pp.151-166. Bandung, Indonesia: Minda Masagi Press owned by ASPENSI with a print-ISSN 2407-7348.
Article Timeline: Accepted (August 17, 2018); Revised (September 19, 2018); and Published (October 30, 2018).
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DOI: https://doi.org/10.2121/sip.v4i2.1103
DOI (PDF): https://doi.org/10.2121/sip.v4i2.1103.g983
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