Pengaruh Kepemimpinan Transformasional dan Kompetensi terhadap Produktivitas Pegawai melalui Motivasi Kerja sebagai Variabel Mediasi (Studi Mixed Methods Eksplanatori di Klinik Kecantikan Benings Gresik)
DOI:
https://doi.org/10.35870/emt.v9i4.4747Keywords:
Transformational Leadership, HR Competence, Work Motivation, Employee Productivity, ClinicAbstract
This study aims to analyze the influence of transformational leadership and human resource (HR) competencies on employee productivity, with work motivation as a mediating variable. The urgency of this research stems from the low productivity levels observed at Benings Clinic, suspected to be linked to weak leadership and inadequate HR competencies. A quantitative approach using survey methods was employed, supported by qualitative data from in-depth interviews with five key informants. Data analysis was conducted using Structural Equation Modeling (SEM) with Partial Least Squares (PLS). The results indicate that HR competencies have a significant effect on employee productivity, while transformational leadership does not have a direct or indirect influence through motivation. This finding is reinforced by qualitative data, revealing that the current leadership style lacks transformational attributes such as empowerment, inspiration, and individualized consideration. Instead, productivity improvements are primarily driven by individual capability gained through work experience and personal initiative. The study concludes that strengthening HR competencies is critical to improving productivity, while leadership roles must be reformulated to serve as a catalyst for motivation and performance. This research provides a foundation for more structured managerial interventions in the future.
Downloads
References
Apoi, A. B. A. L., & Latip, H. B. A. (2019). The impact of transformational leadership on employee reactions towards individual work performance: A conceptual paper. International Journal of Academic Research in Business and Social Sciences, 9(8), 47-60.
Balthazard, P. A., Waldman, D. A., & Warren, J. E. (2009). Predictors of the emergence of transformational leadership in virtual decision teams. The Leadership Quarterly, 20(5), 651-663.
Bass, B. M., & Riggio, R. E. (2006). Transformational leadership. Psychology press.
Bergenhenegouwen, G. J. (1996). Competence development‐a challenge for HRM professionals: core competences of organizations as guidelines for the development of employees. Journal of European Industrial Training, 20(9), 29-35. https://doi.org/10.1108/03090599610150282.
Boyatzis, R. E. (1991). The competent manager: A model for effective performance. John Wiley & Sons.
Cascio, W. F. (2015). Managing human resources. New York, NY, USA:: McGraw-Hill.
Elqadri, Z. M., & Wardoyo, D. T. W. (2015). The Influence of Motivation and Discipline Work against Employee Work Productivity Tona'an Markets. Rev. Eur. Stud., 7, 59.
Erlina, L., Fazlurrahman, H., Nugrohoseno, D., & Wardoyo, D. T. W. (2023). Improving Performance Through Transformational Leadership and Self-Efficacy: Mediating role of Innovative Work Behavior. Relevance: Journal of Management and Business, 6(2), 127-141.
Ferrari, F. (2010). Wor Performance= Competence x Motivation. Human Resources Management.
Gil, F., Rico, R., Alcover, C. M., & Barrasa, A. (2005). Change‐oriented leadership, satisfaction and performance in work groups: Effects of team climate and group potency. Journal of Managerial Psychology, 20(3/4), 312-328. https://doi.org/10.1108/02683940510589073.
Hair, J. F., Anderson, R. E., Tatham, R. L., & Black, W. C. (1998). Multivariate data analysis. englewood cliff. New jersey, USA, 5(3), 207-2019.
Jabbar, M. H., & Abid, M. (2014). GHRM: Motivating employees towards organizational environmental performance (Vol. 2, No. 4, pp. 267-278). MAGNT Research Report.
JUNAIDI, H., Widjaja, Y. R., & Komara, E. (2022). Pengaruh Gaya Kepemimpinan Transformasional Dan Penempatan Karyawan Terhadap Employee Engagement Serta Dampaknya Terhadap Kinerja Karyawan Pt Kayaba Indonesia.
Kristanto, R. S. (2021). Pengaruh kompetensi sdm, kualitas informasi keuangan dan locus of control terhadap kinerja umkm dengan pengambilan keputusan sebagai variabel intervening. JIEF Journal of Islamic Economics and Finance, 1(1), 46-67.
Kuvaas, B., & Dysvik, A. (2009). Perceived investment in employee development, intrinsic motivation and work performance. Human resource management journal, 19(3), 217-236. https://doi.org/10.1111/j.1748-8583.2009.00103.x.
Lestari, D. (2023). Kinerja pegawai.
Lievens Pascal Van Geit Pol Coetsier, F. (1997). Identification of transformational leadership qualities: An examination of potential biases. European Journal of Work and Organizational Psychology, 6(4), 415-430.
Mudayana, F. I., & Suryoko, S. (2016). Pengaruh kompetensi, kompensasi, dan lingkungan kerja terhadap kinerja karyawan melalui motivasi kerja sebagai variabel intervening (studi kasus pada karyawan bagian produksi PT. Sai Apparel Industries Semarang). Jurnal Ilmu Administrasi Bisnis, 5(1), 300-312. https://doi.org/10.14710/jiab.2016.10426.
Rahman, S., Wijayati, D. T., & Kistyanto, A. (2023). Does transformational leadership and flexible working arrangements affect journalist performance? The mediating role of job satisfaction. Journal of Business and Management Review, 4(7), 524-544.
Ramadhani, A. D. M., Anggara, D., Purwadhi, P., & Widjaja, Y. R. (2024). Inovasi Dalam Manajemen Sumber Daya Manusia Di Rumah Sakit: Analisis Literatur Fokus Pada Kepemimpinan Dan Pengembangan Karyawan 2019-2024. Journal of Innovation Research and Knowledge, 4(5), 2539-2552.
Robbins, S. P., & Judge, T. (2009). Organizational behavior. Pearson South Africa.
Siagian, M. (2017). Analisis Disiplin Kerja, Kompetensi, Dan Komunikasi Terhadap Kinerja Pegawai Dengan Motivasi Kerja Sebagai Variabel Intervening Di Kantor Pelabuhan Kota Batam Provinsi Kepri. Akrab Juara: Jurnal Ilmu-ilmu Sosial, 2(2), 1-16.
Siagian, M. (2018). Effect of Leadership, Training, and Human Resources Competency To Employee Performance Through Motivation As Intervening Variables. Jurnal Apresiasi Ekonomi, 6(2), 92-102. https://doi.org/10.31846/jae.v6i2.73.
Siagian, S. (2023). Manajemen sumber daya manusia. Yayasan Drestanta Pelita Indonesia.
Stashevsky, S., & Koslowsky, M. (2006). Leadership team cohesiveness and team performance. International Journal of Manpower, 27(1), 63-74.
Van Herpen, M., Van Praag, M., & Cools, K. (2005). The effects of performance measurement and compensation on motivation: An empirical study. De economist, 153(3), 303-329.
Vathanophas, V. (2007). Competency requirements for effective job performance in Thai public sector. Contemporary management research, 3(1), 45-45.
Widjaja, Y. R., & Ginanjar, A. (2022). Pengaruh kepemimpinan dan motivasi kerja terhadap kinerja karyawan. Jurnal Sains Manajemen, 4(1), 47-56.
Downloads
Published
Issue
Section
License
Copyright (c) 2025 Armita Emnualasari, Dasrun Hidayat, Yani Restiani Widjaja
This work is licensed under a Creative Commons Attribution 4.0 International License.
Authors who publish with this journal agree to the following terms:
1. Copyright Retention and Open Access License
Authors retain copyright of their work and grant the journal non-exclusive right of first publication under the Creative Commons Attribution 4.0 International License (CC BY 4.0).
This license allows unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.
2. Rights Granted Under CC BY 4.0
Under this license, readers are free to:
- Share — copy and redistribute the material in any medium or format
- Adapt — remix, transform, and build upon the material for any purpose, including commercial use
- No additional restrictions — the licensor cannot revoke these freedoms as long as license terms are followed
3. Attribution Requirements
All uses must include:
- Proper citation of the original work
- Link to the Creative Commons license
- Indication if changes were made to the original work
- No suggestion that the licensor endorses the user or their use
4. Additional Distribution Rights
Authors may:
- Deposit the published version in institutional repositories
- Share through academic social networks
- Include in books, monographs, or other publications
- Post on personal or institutional websites
Requirement: All additional distributions must maintain the CC BY 4.0 license and proper attribution.
5. Self-Archiving and Pre-Print Sharing
Authors are encouraged to:
- Share pre-prints and post-prints online
- Deposit in subject-specific repositories (e.g., arXiv, bioRxiv)
- Engage in scholarly communication throughout the publication process
6. Open Access Commitment
This journal provides immediate open access to all content, supporting the global exchange of knowledge without financial, legal, or technical barriers.
