Manajemen ,Sumber Dava Manusia Perusahaan. Organizational Behavior, McGraw- Hill International edition, Management and Organization Series. Changing Leadership for Changing Times,Philadelphia: Open University Press Buckingham. Academy of Management Review, 12,648-657 Leithwood, K., Jantzi, D & Steinbach, R. Transactional and Transformational Leadership:ĚĬonstructive/Developmental Analysis. Visionary Leadership, Menuju Sekolah Efektif. Diambil pada tanggal 9 Desember 2009, dari /stable/2488561 Abstract Journal of Organizational Bihavior, Vol.16, No 4. The Effects of Transformational Leadership on Teacher Attitudes and Student Performance in Singapore. Manajemen Personalia dan Sumber Daya Manusia. Semarang: Badan Penerbit Universitas Diponegoro. Aplikasi Analisis Multivariate dengan Program SPSS.
Organisasi dan Manajemen Sumber Daya Manusia. Leadership, Perennial, An imprint of Harper.
Konsep dasar manajemen sumber daya manusia free#
Theory, Research & Managerial Application.3rd Ed.New York:The Free Press:A Division of Macmillan, Inc Bryman, A. Bass & Stogdill's: Handbook of Leadership. London: SAGE Publications TO.īass, B.M & Riggio, R.E.(2006). Improving Organizational Effectiveness: Through Transformational Leadership. Rineka Cipta.īass, B.M (1985) Leadership and Performance Beyond Expectations. Prosedur Penelitian Suatu Pendekatan Praktik. The results of this study can be concluded that the transformational leadership either simultaneously or partially affect the performance of employees of the Investment and Integrated Licensing Agency (BPMPT) West Java Province. Optimize the performance of key personnel is done through transformational leadership variables. The conclusion that transformational leadership is a very important factor in influencing the performance of the employees of the Investment and Investment Permit (BPMPT) of West Java Province. Partially, Transformational Leadership is tested in influencing employee performance that is covering an aspect of ideal influence equal to 6,5%, inspirational aspect motivation 21%, aspect of intellectual simulation equal to 27,4%, aspect of individual consideration 27,9% and other variable 17, 2%.
While other influences that are not examined or epsilon affect employee performance of 17.2%. The simultaneous effect of transformational leadership variables on employee performance was 82%. The results showed that Transformational Leadership affects Employee Performance on the Investment Board and Integrated Licensing (BPMPT) of West Java Province. This research uses a quantitative analysis technique through path analysis which is intended to know the influence of variables of Transformational Leadership toward Employee Performance, either simultaneously or partially. The approach used in this research is descriptive method of analysis that describes social phenomena by examining the influence of Transformational Leadership (X) on Employee Performance (Y). The problem is caused by the absence of optimal transformational leadership. It can be concluded that : (1) The well arranged recruitment and selection strategy will deliver positive results for the company, (2) To have the company’s highest performance should be supported by the good quality of the employees, (3) The more effective the recruitment, the better the employee will be, (4) There are some obstacles in the recruitment process such as the company’s regulation, habit of the possible employees and external factors of the company’s surrounding.The main problem in this research is the performance of employees of Investment Board and Integrated Licensing (BPMPT) West Java Province felt very less. The method used is literature research with descriptive and explorative approach. The objective of this study is to find out the process, the purpose and the difficulties in the recruitment process. The first step in placing the right person is by doing the recruitment and selection of the human resources who are suitable and have a high motivation in doing the jobs. The productivity is based on the employees’ performance which is in accordance with the principles of “the right man in the right place” in order to achieve the company’s goal. Initial motivation, performance, recruitment, employee AbstractĮmployee is the asset of a company.
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