Volume 07 Issue 12 December 2024
1Laurentius Prasetyo, 2Willybrodus, 3Maria Christiana Iman Kalis
1,3Tanjungpura University, Pontianak Indonesia
2Widya Dharma University, Pontianak Indonesia
DOI : https://doi.org/10.47191/ijsshr/v7-i12-58Google Scholar Download Pdf
ABSTRACT
This study examines the impact of Transformational Leadership and Organizational Value on Commitment to Service within the service industry context. Using a quantitative causal research design, data were collected from employees of Credit Unions in West Kalimantan through structured questionnaires and analyzed using Partial Least Squares-Structural Equation Modeling (PLS-SEM). The findings reveal that Transformational Leadership positively influences Commitment to Service, with leaders' inspirational motivation and individualized consideration fostering employees' dedication to quality service. However, the effect is relatively minor compared to Organizational Value. Organizational Value demonstrates a more substantial influence, where the alignment between organizational and individual values significantly enhances employees' sense of responsibility and commitment to providing excellent service. This research underscores the dominant role of Organizational Value over leadership styles in shaping Commitment to Service. These findings contribute to the theoretical understanding of leadership and organizational behavior while offering practical insights for organizations to prioritize strengthening organizational values as a strategic approach to improving service quality. The results emphasize the need for integrated strategies that combine leadership development and value-driven management to optimize employee engagement and performance in service delivery.
KEYWORDS:Transformational Leadership, Organizational Value, Commitment to Service, Organizational Behavior
REFERENCES1)Bass, B. M., & Riggio, R. E. (2006). Transformational leadership. Psychology press.
2) Buil, I., Martínez, E., & Matute, J. (2019). Transformational leadership and employee performance: The role of identification, engagement and proactive personality. International Journal of Hospitality Management, 77, 64-75. https://doi.org/10.1016/j.ijhm.2018.06.014
3) Dhar, R. L. (2015). Service quality and the training of employees: The mediating role of organizational commitment. Tourism Management, 46, 419-430.
4) Elgelala, K. S. K., & Noermijatib. (2014). The Influences of Transformational Leaderships on Employees Performance (A Study of the Economics and Business Faculty Employee at University of Muhammadiyah Malang). Asia-Pacific Management and Business Application.
5) Eliyana, A., Ma’arif, S., & Muzakki. (2019). Job satisfaction and organizational commitment effect in the transformational leadership towards employee performance. European Research on Management and Business Economics, 25(3), 144-150. https://doi.org/10.1016/j.iedeen.2019.05.001
6) Eppler-Hattab, R., Doron, I., & Meshoulam, I. (2023). The Role of Organizational Ageism, Inter-Age Contact, and Organizational Values in the Formation of Workplace Age-Friendliness: A Multilevel Cross-Organizational Study. Journal of Population Ageing. https://doi.org/10.1007/s12062-023-09424-7
7) Hanafi, I., Tjahjono, H., & Da, M. (2022). Transformational Leadership and Affective Commitment in the Public Sector: The Role of Public Service Motivation as a Mediator. Jurnal Manajemen Teknologi, 21, 117-136. https://doi.org/10.12695/jmt.2022.21.2.1
8) Hussain, A., Yusoff, R. M., Khan, M. A., Diah, M. L. M., & Shahbaz, M. S. (2019). The Effect of Transformational Leadership on Employee Job Performance through Mediating Role of Organizational Commitment in Logistic Sector of Pakistan. International Journal of Supply Chain Management, 8.
9) Khuzwayo, A., Flotman, A.-P., & Mitonga-Monga, J. (2023). Transformational leadership influences on organisational justice and employee commitment in a customer service organisation. SA Journal of Industrial Psychology, 49. https://doi.org/10.4102/sajip.v49i0.1979
10) Kwan, P. (2020). Is transformational leadership theory passé? Revisiting the integrative effect of instructional leadership and transformational leadership on student outcomes. Educational Administration Quarterly, 56(2), 321-349.
11) Malbašić, I., Rey, C., & Potočan, V. (2015). Balanced organizational values: From theory to practice. Journal of Business Ethics, 130, 437-446.
12) Milliman, J. F., Czaplewski, A. J., & Ferguson, J. M. (2001). An Exploratory Empirical Assessment of the Relationship Between Spirituality and Employee Work Attitudes. Academy of Management Proceedings,
13) Pahi, M., & Abhamid, K. (2015). The Examination of the Influence of Transformational Leadership over Commitment to Service Quality: A Case of Hospitals of Sindh, Pakistan. Asian Social Science, 11. https://doi.org/10.5539/ass.v11n26p183
14) Pahi, M. H., Abdul-Majid, A. H., Fahd, S., Gilal, A. R., Talpur, B. A., Waqas, A., & Anwar, T. (2022). Leadership Style and Employees' Commitment to Service Quality: An Analysis of the Mediation Pathway via Knowledge Sharing. Front Psychol, 13, 926779. https://doi.org/10.3389/fpsyg.2022.926779
15) Pahi, M. H., Ahmed, U., Sheikh, A. Z., Dakhan, S. A., Khuwaja, F. M., & Ramayah, T. (2020). Leadership and Commitment to Service Quality in Pakistani Hospitals: The Contingent Role of Role Clarity. SAGE Open, 10(4). https://doi.org/10.1177/2158244020963642
16) Ryu, G. (2015). The missing link of value congruence and its consequences: the mediating role of employees’ acceptance of organizational vision. Public Personnel Management, 44(4), 473-495.
17) Sihombing, S., Astuti, E. S., Al Musadieq, M., Hamied, D., & Rahardjo, K. (2018). The effect of servant leadership on rewards, organizational culture and its implication for employee’s performance. International Journal of Law and Management, 60(2), 505-516.
18) Supriyanto, A. S., Ekowati, V. M., Alim, S., & Waluyo, A. P. (2018). Transformational leadership role in mediating the effect of emotional intelligence on manager performance moderated by inovative work behavior. Kaav International Journal of Economics, Commerce & Business Management, 5(4), 100-106.
19) Volkov, V., Buka, S., Timoshchenko, Y., & Ratanova, I. (2023). Ethical and Ethnic Values in Organizational Culture in Latvia. Part I. Doctrina. Studia społeczno-polityczne, 20. https://doi.org/10.34739/doc.2023.20.13
20) Vveinhardt, J., & Foktas, P. (2024). Leading Research Areas of Personal, Organizational Values And Their Congruence: A Bibliometric Analysis. Management Theory and Studies for Rural Business and Infrastructure Development, 45, 352-363. https://doi.org/10.15544/mts.2023.35
21) Vveinhardt, J., & Gulbovaite, E. (2017). Models of congruence of personal and organizational values: How many points of contact are there between science and practice? Journal of Business Ethics, 145, 111-131.
22) Zhang, M. J., Zhang, Y., & Law, K. S. (2022). Paradoxical leadership and innovation in work teams: The multilevel mediating role of ambidexterity and leader vision as a boundary condition. Academy of Management Journal, 65(5), 1652-1679.
