RELATIONSHIP OF LEADERSHIP ON EMPLOYEE MOTIVATION PT. PERUSAHAAN LISTRIK NEGARA AREA OF BANDUNG IN INDONESIA

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1 RELATIONSHIP OF LEADERSHIP ON EMPLOYEE MOTIVATION PT. PERUSAHAAN LISTRIK NEGARA AREA OF BANDUNG IN INDONESIA Pipin Sukandi. Putri Purnama Sari Faculty Of Business and Management Widyatama University ABSTRACT Companies that are able to build high morale will gain many advantages, with high employee morale will work more quickly be resolved. High employee motivation is determined by factors of effective leadership is concerned. Employee motivation in the work that is still low can certainly hinder the company's goals. This study aims to determine the relationship of leadership to the work motivation at the PT.Perusahaan Listrik Negara area of Bandung in Indonesia. The method used is descriptive associative. The collected data were then processed using SPSS computing, prior to analysis with correlation analysis, determination and hypothesis test. Research results obtained by the leadership of the PT. Perusahaan Listrik Negara area of the city of Bandung in Indonesia are in pretty good criteria, meaning leadership function has been executed quite effectively based on employee ratings. Motivation of employees working in the high category. There is a significant relationship of leadership to performance. A leadership role in improving the performance of employees is still low at 39.4% and the remaining 60.6% is influenced by other factors. Keywords: Leadership and motivation Introduction The company's high performance can be realized if created a synergistic combination of various factors existing resources within the company. A combination of factors such resources can work well if the leadership functions within the company are operating effectively. A leader must be able to create a conducive atmosphere, giving sufficient attention, rewards the work performance, to establish good communication with all employees. In the enterprise, disagreements can occur between employees or between the leaders, it is because quite a number of employees in the company, because each has traits, attitudes, desires, personality and interests are different. Leadership is a process by which a person can be a leader through a continuous activity that may affect the led in order to achieve the objectives of these companies. Success or failure of a leader in his leadership function is determined by the ability of the level of understanding of the situation, conditions and the behavior of subordinates that can be seen from their motivation for work. Given the importance of motivation, it is a form of attention management or leadership on the issue of employee motivation in the work is to do business with the way to motivate employees in the company through a series of specific business in accordance with corporate policies, so that the motivation of employees in the work will remain intact. To motivate employees, company leaders must know the motives and motivations desired by employees. One thing you must understand that people want to work because they want to meet their needs, whether the needs of the conscious and unconscious need, in the form of material or non-material, physical and spiritual needs. In this case PT. State Electricity Company, as a company engaged in the provision of electricity must have employees who are vigorous and highly motivated in the work that can ultimately realize the 253

2 mission and objectives that have been set. In this case PT. Perusahaan Listrik Negara, as a company engaged in the provision of electricity must have employees who are vigorous and highly motivated in the work that can ultimately realize the mission and objectives that have been set. Leadership Human resource management or HRM is part of the functions of management, human resource management is more focused on the human element in which the human element is the organization's main asset that must be properly maintained and put to productive use. Focusing HRM to individuals either as subjects or actors as well as the object of the perpetrator. Dessler (2006: 4) defines human resource management, namely: "As a policy and practice to meet the needs of employees or aspects contained in human resources such as position management, procurement employees or recruitment, screening, training, compensation, and employee performance appraisal". Cascio (2009: 10) argues that: Human resources management is art and science arrange relation and role of kabour to be efficient on effective assist its from of organization, employees and society. While the meaning of leadership, according Thoha (2010: 15) are: "Leadership is the nature, the character, or the way someone in the effort to develop and move a person or group of people so that they are willing, committed and faithful to act in accordance with the duties and responsibilities to achieve the organization's goals predetermined". Dimensions and indicators of leadership in this study refers to the opinion of the Thoha (2010: 52), as follows: a. Innovators with indicators, namely the ability of innovation and conceptual abilities b. Communicator with indicators, namely the ability to convey the leadership of intent and purpose of communication and the ability of leaders to understand, understand and take the essence of the talks of others. c. Motivator with indicator, is the ability of leaders to encourage employees to work according to their responsibilities and capabilities of leaders to contribute success d. Controller with indicators, namely the ability of leaders to conduct supervision and leadership ability in the use of resources. According Thoha (2010: 52), a leadership function in conjunction with increased activity and efficiency of the organization or company stated as follows: a. The function of leadership as an innovator b. The function of leadership as a communicator c. The function of leadership as a motivator d. The function of leadership as controller Robinss (2009: 127) identifies four types of leadership styles among others: a. charismatic leadership style. The followers motivated leadership abilities heroic or extraordinary when they observe certain behaviors of their leaders. b. The transactional leadership style Transactional leaders are leaders who guide or motivate their followers towards the goals set by clarifying role and task requirements. c. Transformational leadership style Transformational leaders pay attention to the things and the development needs of each of the followers. d. The visionary leadership style The ability to create and articulate a vision that is realistic, credible and attractive about the future of the organization or organizational unit is growing and getting better than currently. 254

3 Motivation While understanding the motivation according to Robbins (2009: 198) is a willingness to issue a high level of effort toward organizational objectives are conditioned by the effort's ability to meet the individual needs something. Provision of work motivation in every organization basically have a common goal to stimulate and encourage people to work more diligently, efficiently and effectively in order to achieve the company's goals. Arep Isaac & Tanjung Hendri (2009: 16-17) states that the main benefits of the motivation is to create a work of passion, so that labor productivity increases. Meanwhile, the benefits gained by working with people who are motivated are the work can be done properly. This means that work is completed according to the standard right and within a specified time-scale, and people love to do his job. Five by Abraham Maslow's hierarchy of needs, namely a. The need physiology (fisiological needs) b. The need for a sense of security (safety needs) c. The need for socialization (social needs or affiliation) d. The need for appreciation (esteem needs) e. The need for self-actualization (self-actualization needs) Meanwhile, according to Mc. Clelland's Achievement Motivation Theory argues that employees have the potential energy reserves. How energy is released and used depending on the strength of one's encouragement and the situations and opportunities that are available. Energy will be taken by the employee because of encouragement by the need for achievement, need for affiliation and need for power. According to Herzberg best way to motivate employees is to include elements of the challenge and the opportunity to achieve success in the employee's job. Mc theories of motivation. Namely Mc Clelland. Clelland's Achievement Motivation Theory shows that employees have the potential energy reserves that can be seen from: a. The need for achievement b. The need for affiliation c. The need for power Theoretical Framework Motivation : a. Inovator b. Communicator c. Motivator d. Kontroler Thoha (2010:52) Leadership : a. Need for achievement b. Need for affiliation c. Need for power Rivai (2011:840) Motivation is formed from the attitude of personnel in dealing with work situations in the work environment. Widjaja (2010: 27) states that the leader has primary responsibility to know the effect of which is to encourage people who are led to be willing to act to achieve the objectives that have been set before, because one of the main tasks of a leader is to move or push people leads to achieve organizational goals. Relationships leadership has a strong influence on motivation, a leader in moving others to achieve a goal that depends on how leaders create self-motivation in each employee. 255

4 Methodology Sample and data collection method This study used survey method. This research questionnaire distributed to 80 permanent employees PT. Perusahaan Listrik Negara Area Bandung is located in Jalan Soekarno Hatta 436 Bandung Indonesia. Demographic data of respondents research on gender, education, and past work can be seen in the table below: Gender Gender (%) Male Female Total Age Of The Respondent Age (%) < 25 years years years years > 55 years Total Last Education Last Education (%) Senior High School Diploma Bachelor Master Total Works Period Works Periode (%) < 5 years years years > 20 years Total

5 Instrumentation Leadership in this research seen from a leadership function as measured by using four-dimensional innovator, communicator, motivator and controller. tes : Strongly Agree = A Agree = B Quite Agree = C Disagree = D Strongly Disagree = E 1 2 The level of ability in innovation The level of ability in doing conceptual Average Answer Employees About Innovator Function Leader Average Average Answer Employees About Function Communicators Leaders Ability convey the intent of communication to subordinates Ability convey the purpose of communication to subordinates Leadership ability in understanding Leadership ability in subordinates understand The ability of the leadership in taking the essence of the conversation Average

6 Average Answer Employees About Function Motivator Leaders The ability of the leadership to encourage employees to work according to their responsibilities The ability of leaders to contribute to the successful achievement of organizational goals Average Average Answer Employees About Control Function Leader The ability of the leadership in conducting surveillance The ability of the leadership in the use of resources Average Based on the assessment of employees descriptive results of the dimensions and indicators of leadership, then it may be possible accumulation of the average score of each dimension of leadership as follows: Summary Variable Leadership Score Average Score Grading Number (n=80) Scale Criteria ,41-4,20 Good ,41-4,20 Good ,41-4,20 Good ,61-3,40 Pretty Good ,61-3,40 Pretty Good ,61-3,40 Pretty Good ,41-4,20 Good 258

7 ,41-4,20 Good ,61-3,40 Pretty Good ,61-3,40 Pretty Good ,41-4,20 Good Average ,61-3,40 Pretty Good The following are the results of the descriptive analysis of the percentage of each employee motivation items. The composition and distribution of items for each indicator work motivation can be seen below. Average Answer Employees About Achievement Requirements The level of willingness to do something with the new ways and creative The level of the risks inherent courage The level of willingness to take personal responsibility Average Average Answer Employees About Affiliated Needs A level on friendship Level of willingness to cooperate rather than compete The level of job conflict avoidance Average Average Answer Employees About Something Needs To Master The level of preference on the job The level of activity on the

8 directions activities of Average Based on the response of employees descriptive results on indicators of work motivation, it can be obtained recapitulation employee feedback as follows: Recapitulation score average variable work motivation Average Score Grading Number Score (n=80) Scale Criteria ,41-4,20 High ,41-4,20 High ,41-4,20 High ,41-4,20 High ,61-3,40 Moderate ,61-3,40 Moderate ,61-3,40 Moderate ,61-3,40 Moderate Average ,41-4,20 High Finding and Dicussion Reliability analysis Valid or not an item instrument can be determined by comparing the Pearson product moment correlation index on a significance level of 5 percent with a critical value. The instrument is said to be valid if it has a coefficient above 0.3, while the results of the reliability test with Cronbach s Alpha to the critical value of 0.7 can be seen below: Validity and Reliability Test Results "Leadership" Variabel Leadership Variabel r- r- Number results critical Results ,300 Valid ,300 Valid ,300 Valid ,300 Valid ,300 Valid ,300 Valid ,300 Valid ,300 Valid ,300 Valid ,300 Valid ,300 Valid Alpha Cronbach Critical Value Results 0,706 0,700 Reliable Validity and Reliability Test Results "Motivation" r- r- Alpha Critical Results Number results critical Cronbach Value Results ,300 Valid ,300 Valid 0,710 0,700 Reliable 260

9 Motivation ,300 Valid ,300 Valid ,300 Valid ,300 Valid ,300 Valid ,300 Valid The test results demonstrate the validity of the above instruments correted item total correlation values above This means that all the instruments of the variables used in this study is valid and can be used as a measuring tool. Reliability test results also show that the motivation variable has a value Cronbachs's Alpha greater than 0,700, which means that all of the item in question is reliable. Correlation analysis is used to determine the strength of the correlation between the two variables and the measure used to determine the degree or strength of the correlation relationship, used spearman rho coefficient. Correlation Between Leadership and Motivation Figures output on Spearman Rank correlation between leadership to the work motivation to produce numbers The correlation coefficient value if interpreted with established criteria, then the level of the relationship between the two variables being. Plus the value of the correlation coefficient indicates that improvements in the function of leadership is applied, it will be followed with higher employee motivation. Coefficient of determination (Kd) shows the influence of the independent variable is leadership on work motivation. Results Coefficient of Determination The coefficient of determination, or (R Square) from the regression relationship of leadership to the work motivation is 0.394, this value shows the great influence of the independent variable leadership to work motivation. The magnitude of these effects was 39.4% and the remaining 60.6% is influenced by other factors, such as compensation, work environment, empowerment of employees and others. Conclusion and Future Recommendation Based on the results of research and discussion, the author can draw the following conclusion: 261

10 1. Leadership in the criteria are quite good, that the function of leadership has been executed quite effectively based on employee ratings. 2. Motivation employee included in the high category. This means that most of the employees have had a high work motivation shown by the high demand for them to continue to excel. 3. The test results show a significant relationship of leadership to performance. A leadership role in improving the performance of employees is still low at 39.4% and the remaining 60.6% is influenced by other factors, such as compensation, work environment, empowerment of employees and others. There are some suggestions that may be the writer suggested with regard to the results of research and conclusions that have been submitted are: 1. Companies should implement communication and oversight functions more effectively, given communicator and controller functions of leadership is low. 2. Motivation employee is still not optimal can be further enhanced through education and training programs in order to master the ability to subordinates in certain occupations can be improved. 3. For further research, it is necessary to add another variable and not just limited to the leadership variables only, because there may be other variables more significant influence on employee motivation. References Dessler, Garry, (2006), Manajemen Sumber Daya Manusia, Jilid 2, Edisi Ke-7, Alihbahasa : Benyamin Mollan, Prehallindo, Jakarta. Handoko, T Hani, (2009), Manajemen Personalia dan Sumber Daya Manusia, Edisi 2, BPFE, Yogyakarta Hasibuan,S.Halayu, (2011), Manajemen Daya Manusia, Edisi Revisi, PT. Bumi Aksara, Jakarta Ishak dan Tanjung, (2009), Manajemen Motivasi, PT. Gramedia Widia Sarana Indonesia, Jakarta Mangkunegara, Anwar Prabu, (2011), Evaluasi Kinerja SDM, CetakanKetiga, Refika Aditama, Bandung Mudrajad Kuncoro, (2005), Metode Kuantitatif, UPP AMP, Yogyakarta Pareke, Fahrudin Js, (2011), Kepemimpinan Transformasional: Konseptualisasi, Pembentukan Budaya dan Pengaruhnya Terhadap Perubahan Organisasi. Jurnal Ekonomi dan Bisnis Indonesia 2 (3) : 142. Rivai, Veithzal (2011), Perfomance Appraisal, PT, Raja GrafindoPersada, Jakarta Robbins, Stephen P, (2009), Perilaku Organisasi : Konsep, Kontroversi, Aplikasi, Jilid 1 dan 2, Penerjemah Hadyana Pujaatmaka dan Benyamin Molan, Prenhallindo, Jakarta Suharsini Arikunto (2006), Prosedur penelitian suatu pendekatan praktek; Rineka Cipta, cetakan kesepuluh, Jakarta. Sugiyono, (2012), Metode Penelitian, Edisi Pertama, Cetakan Ketujuh, CV. Alfabeta, Bandung Sutrisno, Edy ( 2011), Sistem dan Prosedur Kerja. Jakarta: Bumi Aksara Thoha, Miftah, (2010), PerilakuOrganisasi, KonsepDasar Dan Aplikasinya, PT. Raja GrafindoPersada, 262

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