Penelitian ini bertujuan untuk menganalisis pengaruh kepemimpinan
transformasional dan budaya organisasi terhadap kinerja tenaga pendamping sosial
dengan keterikatan pegawai (employee engagement) dan kompetensi sebagai
variabel mediasi. Penelitian ini menggunakan pendekatan kuantitatif dengan
metode survei, di mana data dikumpulkan melalui kuesioner yang disebarkan
kepada tenaga pendamping sosial di lingkungan Dinas Sosial Provinsi DKI Jakarta.
Analisis data dilakukan menggunakan metode Structural Equation Modeling
(SEM) untuk menguji hubungan kausal antar variabel serta peran mediasi dalam
model penelitian.
Hasil penelitian menunjukkan bahwa kepemimpinan transformasional dan budaya
organisasi berpengaruh positif dan signifikan terhadap keterikatan pegawai dan
kompetensi. Selanjutnya, keterikatan pegawai dan kompetensi terbukti
berpengaruh positif dan signifikan terhadap kinerja tenaga pendamping sosial.
Selain itu, kepemimpinan transformasional dan budaya organisasi juga berpengaruh
terhadap kinerja tenaga pendamping sosial baik secara langsung maupun tidak
langsung melalui keterikatan pegawai dan kompetensi. Temuan ini menegaskan
bahwa keterikatan pegawai dan kompetensi berperan sebagai variabel mediasi yang
memperkuat pengaruh faktor kepemimpinan dan budaya organisasi terhadap
kinerja.
Secara keseluruhan, penelitian ini menegaskan bahwa peningkatan kinerja tenaga
pendamping sosial tidak hanya ditentukan oleh efektivitas kepemimpinan dan
budaya organisasi, tetapi juga sangat bergantung pada tingkat keterikatan pegawai
dan kompetensi yang dimiliki. Hasil penelitian ini diharapkan dapat memberikan
kontribusi teoretis dalam pengembangan kajian manajemen sumber daya manusia
sektor publik serta menjadi dasar perumusan kebijakan peningkatan kinerja tenaga
pendamping sosial secara berkelanjutan.
Kata kunci: kepemimpinan transformasional, budaya organisasi, keterikatan
pegawai, kompetensi, kinerja tenaga pendamping sosial, SEM

***
This study aims to analyze the effects of transformational leadership and
organizational culture on the performance of social assistance workers, with
employee engagement and competence serving as mediating variables. A
quantitative approach was employed using a survey method, in which data were
collected through questionnaires distributed to social assistance workers within the
Ministry of Social Affairs of the Republic of Indonesia. The data were analyzed
using Structural Equation Modeling (SEM) to examine causal relationships among
variables and to assess both direct and indirect effects within the proposed model.
The results indicate that transformational leadership and organizational culture have
positive and significant effects on employee engagement and competence.
Furthermore, employee engagement and competence are found to have positive and
significant effects on the performance of social assistance workers. In addition,
transformational leadership and organizational culture influence performance both
directly and indirectly through employee engagement and competence. These
findings confirm that employee engagement and competence function as key
mediating variables that strengthen the relationship between leadership,
organizational culture, and performance.
Overall, this study demonstrates that improving the performance of social
assistance workers depends not only on effective leadership and a supportive
organizational culture but also on enhancing employee engagement and
competence. The findings are expected to contribute theoretically to the
development of human resource management literature in the public sector and to
provide practical insights for policymakers and organizational leaders in
formulating strategies to improve the performance of social assistance workers in a
sustainable manner.
Keywords: transformational leadership, organizational culture, employee
engagement, competence, performance, social assistance workers, SEM.

20260D1689

IM/ds D1689

Perpustakaan Pascasarjana UNJ

Available