Develop transformational leadership styles

Oct 13, 2025 by sorusgentrification.com 64 views

The Influence of Transformational Leadership and Work Attachment on Organizational Citizenship Behavior: A Study on Employees of PT. TIKI NUGRAHA EKAKURIR (JNE Express) Medan Branch

Introduction

In today's fast-paced and competitive business environment, organizations are constantly seeking ways to improve their performance and achieve their goals. One key factor that can contribute to an organization's success is the behavior of its employees, particularly their willingness to go above and beyond their job requirements. Organizational Citizenship Behavior (OCB) is a crucial aspect of an organization's success, as it involves voluntary behaviors that are not required in a job description but provide added value to the organization. This study aims to investigate the influence of transformational leadership and work attachment on OCB among employees of PT. TIKI NUGRAHA EKAKURIR (JNE Express) Medan Branch.

Theoretical Background

Transformational leadership is a leadership approach that motivates and inspires employees to achieve higher goals than just achieving daily work targets. Leaders who apply this leadership style tend to have a greater involvement in the needs and aspirations of their employees. This approach is characterized by four key components: idealized influence, intellectual stimulation, inspirational motivation, and individualized consideration (Bass, 1985). Transformational leaders are able to inspire and motivate their employees to achieve exceptional performance and contribute to the organization's success.

Work attachment, on the other hand, refers to the extent to which employees feel involved and bound by their work. Employees who have a high level of work attachment tend to be more committed to organizational goals and have the potential to show good citizenship behavior. Work attachment can be increased through training, opportunities for self-development, and recognition of individual achievements.

Methodology

This study used a quantitative approach to investigate the influence of transformational leadership and work attachment on OCB among employees of PT. TIKI NUGRAHA EKAKURIR (JNE Express) Medan Branch. The sample consisted of 273 permanent employees who were selected using a stratified random sampling technique. The data collected came from the OCB scale, the scale of transformational leadership, and the scale of work attachment.

Results

The results of the multiple regression analysis showed that simultaneously, there was a significant impact between transformational leadership and work attachment on OCB (R2 = 0.398, P < 0.000, R = 0.631). Further analysis showed that transformational leadership affects OCB with a R-PARTIAL value of 0.316 (p = 0.000) and makes an effective contribution of 16.4%. On the other hand, work attachment also shows a positive effect with R-parsial of 0.403 (p = 0.000) and effective contribution of 23.4%. This shows that overall, employees at JNE Express have an OCB level, transformational leadership, and high work attachment.

Linkage Analysis

1. Transformational Leadership

Transformational leadership is a leadership approach that motivates and inspires employees to achieve higher goals than just achieving daily work targets. Leaders who apply this leadership style tend to have a greater involvement in the needs and aspirations of their employees. This study shows that transformational leadership has a significant contribution to OCB. This is because the leader not only gives direction, but also supports, encourages collaboration, and provides constructive feedback.

Transformational leadership is characterized by four key components: idealized influence, intellectual stimulation, inspirational motivation, and individualized consideration (Bass, 1985). Idealized influence refers to the leader's ability to inspire and motivate their employees to achieve exceptional performance. Intellectual stimulation refers to the leader's ability to encourage and support their employees' creativity and innovation. Inspirational motivation refers to the leader's ability to inspire and motivate their employees to achieve higher goals. Individualized consideration refers to the leader's ability to provide individualized attention and support to their employees.

2. Work Attachment

Work attachment refers to the extent to which employees feel involved and bound by their work. Employees who have a high level of work attachment tend to be more committed to organizational goals and have the potential to show good citizenship behavior. With a contribution of 23.4%, work attachment is a key factor in increasing OCB at JNE Express. Work attachment can be increased through training, opportunities for self-development, and recognition of individual achievements.

Work attachment is a crucial aspect of an organization's success, as it involves employees' emotional and psychological commitment to their work. Employees who have a high level of work attachment tend to be more motivated, engaged, and committed to their work. This, in turn, can lead to improved job performance, increased productivity, and better organizational outcomes.

3. Organizational Citizenship Behavior (OCB)

Organizational Citizenship Behavior (OCB) is a voluntary behavior that is not required in a job description, but provides added value to the organization. OCB includes various actions, such as helping colleagues, participating in organizational activities, and providing advice for improvement. With the high OCB in JNE Express employees, this reflects their concern for the company's goals and a conducive work environment.

OCB is a crucial aspect of an organization's success, as it involves employees' willingness to go above and beyond their job requirements. Employees who exhibit high levels of OCB tend to be more committed to their work, more motivated, and more engaged. This, in turn, can lead to improved job performance, increased productivity, and better organizational outcomes.

Conclusion

From the results of the study, it can be concluded that transformational leadership and work attachment have a positive effect on organizational citizenship behavior at PT. TIKI NUGRAHA EKAKURIR (JNE Express) Medan Branch. With a good leadership style and support for work attachment, JNE Express can create a more productive and collaborative work environment. Therefore, management must continue to encourage the development of transformational leadership styles and create initiatives that increase employee work attachment to achieve better organizational performance.

Recommendations

Based on the findings of this study, the following recommendations are made:

Develop transformational leadership styles: Management should encourage the development of transformational leadership styles among its leaders. This can be achieved through training and development programs that focus on idealized influence, intellectual stimulation, inspirational motivation, and individualized consideration.
Increase work attachment: Management should create initiatives that increase employee work attachment. This can be achieved through training, opportunities for self-development, and recognition of individual achievements.
Encourage OCB: Management should encourage employees to exhibit high levels of OCB. This can be achieved through recognition and reward programs that recognize and reward employees who exhibit high levels of OCB.
Create a conducive work environment: Management should create a conducive work environment that supports employee well-being and job satisfaction. This can be achieved through initiatives that promote work-life balance, employee engagement, and job satisfaction.

By implementing these recommendations, JNE Express can create a more productive and collaborative work environment that supports employee well-being and job satisfaction. This, in turn, can lead to improved job performance, increased productivity, and better organizational outcomes.
Frequently Asked Questions (FAQs) about Transformational Leadership, Work Attachment, and Organizational Citizenship Behavior

Q: What is transformational leadership?

A: Transformational leadership is a leadership approach that motivates and inspires employees to achieve higher goals than just achieving daily work targets. Leaders who apply this leadership style tend to have a greater involvement in the needs and aspirations of their employees.

Q: What are the characteristics of transformational leadership?

A: Transformational leadership is characterized by four key components: idealized influence, intellectual stimulation, inspirational motivation, and individualized consideration. Idealized influence refers to the leader's ability to inspire and motivate their employees to achieve exceptional performance. Intellectual stimulation refers to the leader's ability to encourage and support their employees' creativity and innovation. Inspirational motivation refers to the leader's ability to inspire and motivate their employees to achieve higher goals. Individualized consideration refers to the leader's ability to provide individualized attention and support to their employees.

Q: What is work attachment?

A: Work attachment refers to the extent to which employees feel involved and bound by their work. Employees who have a high level of work attachment tend to be more committed to organizational goals and have the potential to show good citizenship behavior.

Q: How can work attachment be increased?

A: Work attachment can be increased through training, opportunities for self-development, and recognition of individual achievements. Management can also create a conducive work environment that supports employee well-being and job satisfaction.

Q: What is organizational citizenship behavior (OCB)?

A: Organizational Citizenship Behavior (OCB) is a voluntary behavior that is not required in a job description, but provides added value to the organization. OCB includes various actions, such as helping colleagues, participating in organizational activities, and providing advice for improvement.

Q: Why is OCB important?

A: OCB is important because it involves employees' willingness to go above and beyond their job requirements. Employees who exhibit high levels of OCB tend to be more committed to their work, more motivated, and more engaged. This, in turn, can lead to improved job performance, increased productivity, and better organizational outcomes.

Q: How can OCB be encouraged?

A: OCB can be encouraged through recognition and reward programs that recognize and reward employees who exhibit high levels of OCB. Management can also create a conducive work environment that supports employee well-being and job satisfaction.

Q: What are the benefits of transformational leadership, work attachment, and OCB?

A: The benefits of transformational leadership, work attachment, and OCB include:

Improved job performance
Increased productivity
Better organizational outcomes
Increased employee engagement and motivation
Improved employee well-being and job satisfaction
Increased commitment to organizational goals

Q: How can organizations implement transformational leadership, work attachment, and OCB?

A: Organizations can implement transformational leadership, work attachment, and OCB by:

Developing transformational leadership styles among its leaders
Increasing work attachment through training, opportunities for self-development, and recognition of individual achievements
Encouraging OCB through recognition and reward programs
Creating a conducive work environment that supports employee well-being and job satisfaction

Q: What are the challenges of implementing transformational leadership, work attachment, and OCB?

A: The challenges of implementing transformational leadership, work attachment, and OCB include:

Resistance to change from employees and leaders
Limited resources and budget
Difficulty in measuring and evaluating the effectiveness of transformational leadership, work attachment, and OCB
Need for ongoing training and development to maintain and improve transformational leadership, work attachment, and OCB.

Q: How can organizations overcome the challenges of implementing transformational leadership, work attachment, and OCB?

A: Organizations can overcome the challenges of implementing transformational leadership, work attachment, and OCB by:

Communicating the benefits and importance of transformational leadership, work attachment, and OCB to employees and leaders
Providing ongoing training and development to maintain and improve transformational leadership, work attachment, and OCB
Measuring and evaluating the effectiveness of transformational leadership, work attachment, and OCB
Providing resources and budget to support the implementation of transformational leadership, work attachment, and OCB.