TRANSFORMATIONAL LEADERSHIP STYLE, TEAM PERFORMANCE, TEAM JOB SATISFACTION: DIMEDIASI OLEH COGNITIVE TRUST DAN COLLECTIVE EFFICACY (Studi pada Karyawan PT. Bank Mandiri Tbk. Surabaya) Repository - UNAIR REPOSITORY

  TRANSFORMAT PERFORMANCE, OLEH COGNIT (Studi pada Ka

  Untuk M Gelar Magiste Prog Fakultas E

  SFORMATIONAL LEADERSHIP STYLE,

RMANCE, TEAM JOB SATISFACTION: DI

LE, TEAM

  a Karyawan PT. Bank Mandiri Tbk. Sura

  TESIS k Memenuhi Sebagaian Persyaratan Mencap agister pada Program Studi Magister Sains Man Oleh:

  Program Studi Magister Sains Manajemen ltas Ekonomi dan Bisnis Universitas Airlangga 2016

  DIMEDIASI E EFFICACY

NITIVE TRUST DAN COLLECTIVE EFFI

  . Surabaya)

  capai anajemen angga

ROBBY SANJAYA NPM. 041324153003

  TRANSFORMAT PERFORMANCE, OLEH COGNIT (Studi pada Ka

  Untuk M Gelar Magiste Prog Fakultas E

  SFORMATIONAL LEADERSHIP STYLE,

RMANCE, TEAM JOB SATISFACTION: DI

LE, TEAM

  a Karyawan PT. Bank Mandiri Tbk. Sura

  TESIS k Memenuhi Sebagaian Persyaratan Mencap agister pada Program Studi Magister Sains Man Oleh:

  Program Studi Magister Sains Manajemen ltas Ekonomi dan Bisnis Universitas Airlangga 2016

  DIMEDIASI E EFFICACY

NITIVE TRUST DAN COLLECTIVE EFFI

  . Surabaya)

  capai anajemen angga

ROBBY SANJAYA NPM. 041324153003

  UCAPAN TERIMA KASIH

  Pertama-tama saya panjatkan segala puji, hormat dan ucapan syukur kepada TUHAN YESUS KRISTUS atas segala AnugrahNYA yang telah diberikan, sehingga Tesis ini dapat terselesaikan dengan baik.

  Dalam kesempatan ini pula, ucapan terima kasih yang sebesar-besarnya atas segala bantuan, bimbingan, serta dukungan selama proses pembuatan Tesis ini berlangsung hingga selesai, kepada yang terhormat:

  1. Dr. Praptini Yulianti M.Si., sebagai Pembimbing Utama yang telah meluangkan waktu, tenaga dan pikiran untuk mengarahkan dan memberikan masukan-masukan yang sangat berharga dari awal hingga selesainya Tesis ini.

  2. Dr. Hj. Dian Agustin, SE., M.Si., Ak., selaku Dekan Fakultas Ekonomi dan Bisnis Universitas Airlangga.

  3. Dr. Rahmat Setiawan, SE., MM., selaku Ketua Program Studi Magister Sains Manajemen Fakultas Ekonomi dan Bisnis Universitas Airlangga.

  4. Dr. Tri Siwi Agustina, SE, M.Si, Dra Nuri Herachwati, M.Si, M.Sc, Dr.

  Dwi Rachmawati M.Com., Prof. Siti Sulasmi, Dr. Gancar Candra Premananto, SE. M.Si, beserta seluruh dosen pengajar Magister Sains Manajemen (khususnya tim dosen Human Resource Management), atas segala dedikasi ilmu serta pengalaman bagi penulis selama proses belajar mengajar di perkuliahan.

  5. Ir. Iriawan Widadi, atas segala dorongan, bantuan dan kesempatan yang beliau berikan, sehingga saya dapat mengikuti proses belajar serta menyelesaikan jenjang S2 di Universitas Airlangga.

  6. Sutikno (Papa) dan Lusia (Mama) tercinta, mereka adalah kedua orang tua yang luar biasa, yang senantiasa mendukung, memberikan semangat dan doa yang menyertai selama proses perkuliahan serta pembuatan Tesis ini dapat selesai.

  7. Kakak-ku, Teddy Yulianto, SE, beserta Istri dan Ketiga Keponakan-ku yang telah memberikan dukungannya dalam penyelesaian Tesis ini.

  8. Seluruh teman-teman mahasiswa MSM angkatan 2013, 2014, terima kasih atas persahabatan yang tak terlupakan, semoga tali persaudaraan kita tetap terjalin erat.

  9. Seluruh teman- teman HwaInd 2000 (Rudy “Lung”, Darmawati “Cing2, Lusiana “Lulu”, Yohanes “ Ncix ”, Hendra “Lax” + Yunike) sekeluarga, terima kasih atas dukungannya dan persahabatan yang luar biasa hingga saat ini.

  10. Segenap staff akademik MSM dan MM (Mbak Riska, Mbak Vita, Mas

Andri, Mbak Tiwi), atas seluruh bantuannya kepada penulis.

• – 11. Seluruh jajaran manajen PT. Bank Mandiri Tbk Kanwil VIII Surabaya,
• – (ibu Dian Human Capital), Seluruh Branch Manager, Manager,

  Supervisor dan Staff dari ke-12 Kantor Cabang, Bank Mandiri, Surabaya yang penulis teliti, atas segala bantuan dan kerjasamanya sehingga penelitan dan penulisan Tesis ini dapat selesai.

  12. Seluruh pihak yang telah membantu penulisan tesis ini yang tidak mungkin disebutkan satu persatu.

  Akhir kata, Tesisi yang dibuat ini tentunya masih jauh dari sempurna, namun semoga dapat memberikan manfaat serta kontribusi, khususnya bagi perkembangan ilmu pengetahuan.

  Surabaya, Mei 2016 Robby Sanjaya

  ABSTRAKSI

  Tidak dapat dipungkiri, bahwa kepemimpinan dalam team jika dikaitkan dengan proses pengembangan team yang tepat akan berdampak pada hasil kinerja dan kepuasan kerja dalam team yang positif.

  Tujuan dari penelitian ini adalah untuk meneliti hubungan antara pemimpin transformasional (transformational leadership) terhadap hasil kinerja (team performance) serta tingkat kepuasan kerja team (team job team satisfaction ) yang dimediasi oleh tingkat kepercayaan kognitif kepada pemimpin (cognitive trust in team leader) maupun di antara sesama anggota (cognitive trust among team members ) serta rasa percaya diri atas kemampuan bersama (collective efficacy) dalam team.

  Penelitian ini dilakukan di 12 kantor cabang, PT. Bank Mandiri Tbk. Surabaya. Survey penelitian ini dilakukan pada 86 responden jabatan Staff Divisi, serta 32 responden jabatan Supervisor atau Manager Divisi. Alat bantu Statistik penelitian ini menggunakan Partial Least Square (SmartPLS 3.0). Berdasarkan hasil pengujian menunjukkan bahwa Transformational Leadership memiliki hubungan atau pengaruh positif dan signifikan terhadap Cognitive Trust in Team Leader maupun Cognitive Trust among Team Members; Cognitive Trust in Team Leader memiliki hubungan atau pengaruh positif namun tidak signifikan terhadap Collective Efficacy sedikit berbeda bahwa Cognitive Trust among Team Members memiliki hubungan atau pengaruh positif dan signifikan terhadap memiliki hubungan atau pengaruh positif

  Collective Efficacy; Collective Efficacy dan signifikan terhadap Team Performance; Collective Efficacy memiliki hubungan atau pengaruh positif dan signifikan terhadap Team Job Satisfaction.

  Sebagai tambahan, dari hasil pengujin menunjukkan bahwa Cognitive Trust in Team Leader tidak menjadi variabel mediasi antara Transformational Leadership terhadap Collective Efficacy, namun berbeda dengan Cognitive Trust among Team Members yang menjadi variabel mediasi antara Transformational Leadership terhadap Collective Efficacy.

  Kata Kunci: Team, Transformational Leadership, Cognitive Trust, Collective Efficacy, Team Performance, Team Job Satisfaction.

  ABSTRACT

  It is inevitable, that the leadership in the team if it is associated with the right team development process will have an impact on positive results of performance and job satisfaction in team.

  The purpose of this study was to examine the relationship between transformational leadership towards the results of the performance of the team as well as the level of job satisfaction team mediated by level of cognitive trust in the leader and among members as well as collective efficacy in the team.

  This study was conducted in 12 branches, PT. Bank Mandiri Tbk. Surabaya. Survey research was conducted on 86 respondents office department staff, and 32 respondents post of Supervisor or Manager of the Division (office department). Statistics research tools using Partial Least Square (SmartPLS 3.0). Based on the test results showed that the Transformational Leadership has a positive and significant impact on Cognitive Trust in a Team Leader or Cognitive Trust among Team Members; Cognitive Trust in Team Leader has a positive impact but not significant to Collective Efficacy, little different that Cognitive Trust among Team Members have positive and significant impact to Collective Efficacy; Collective Efficacy have a positive and significant impact on the Team Performance; Collective Efficacy have a positive and significant impact on the Job Satisfaction Team. In addition, the results showed that Cognitive Trust in Team Leader does not become a mediating variable between Transformational Leadership on Collective Efficacy, however a different results with Cognitive Trust Among Team Members being mediating variable between Transformational Leadership on Collective Efficacy.

  Keywords: Team, Transformational Leadership, Cognitive Trust, Collective Efficacy, Team Performance, Team Job Satisfaction.

  DAFTAR ISI HALAMAN JUDUL........................................................................................... i HALAMAN PENGESAHAN ............................................................................ ii HALAMAN PERNYATAAN ORISINALITAS TESIS.................................. iv HALAMAN UCAPAN TERIMA KASIH........................................................ v ABSTRAK........................................................................................................... vii

  

ABSTRACT.......................................................................................................... viii

  DAFTAR ISI ....................................................................................................... ix DAFTAR TABEL ............................................................................................... xiv DAFTAR GAMBAR .......................................................................................... xvi

  BAB I PENDAHULUAN ................................................................................... 1

  1.1. Latar Belakang ................................................................................ 1

  1.2. Rumusan Masalah ........................................................................... 11

  1.3. Tujuan .............................................................................................. 12

  1.4. Manfaat Penelitian .......................................................................... 13

  BAB II TINJAUAN PUSTAKA ........................................................................ 14

  2.1. Penelitian Terdahulu....................................................................... 14

  2.1.1. Jurnal Acuan dan Pendukung Pertama ....................... 14

  2.1.2. Jurnal Acuan dan Pendukung Kedua .......................... 15

  2.1.3. Jurnal Acuan dan Pendukung Ketiga .......................... 17

  2.1.4. Jurnal Acuan dan Pendukung Keempat ...................... 17

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  x

  3.1. Kerangka Konseptual ..................................................................... 44

  4.1. Pendekatan Penelitian.................................................................... 53

  BAB IV METODE PENELITIAN.................................................................... 53

  Team Performance dan Team Job Satisfaction ............. 50

  3.2.4. Hubungan antara Collective Efficacy dengan

  Trust ................................................................................. 48

  3.2.3. Hubungan antara Transformational Leadership Style dengan Collective Efficacy dimediasi oleh Cognitive

  Efficacy ............................................................................ 47

  3.2.2. Hubungan antara Cognitive Trust dengan Collective

  Style dengan Cognitive Trust .......................................... 44

  3.2.1. Hubungan antara Transformational Leadership

  3.2. Hubungan Antar Variable Penelitian Dan Hipotesa ................... 44

  BAB III KERANGKA KONSEPTUAL DAN HIPOTESIS........................... 44

  2.1.5. Jurnal Acuan dan Pendukung Kelima ......................... 18

  2.2.6. Team Job Satisfaction .................................................... 40

  2.2.5. Team Performance ......................................................... 38

  2.2.4. Collective Efficacy .......................................................... 37

  2.2.3.2.Kepercayaan Antar Sesama Anggota .............. 36

  2.2.3.1.Kepercayaan Terhadap Pemimpin ................... 36

  2.2.3. Cognitive Trust .............................................................. 32

  2.2.2.2.Transformational Leadership ........................... 27

  2.2.2.1.Kepemimpinan.................................................... 22

  2.2.2. Transformational Leadership Style .............................. 22

  2.2.1. Team ................................................................................ 20

  2.2. Landasan Teori ................................................................................ 20

  

TESIS TRANSFORMATIONAL LEADERSHIP STYLE... ROBBY SANJAYA

  4.2. Identifikasi Variable........................................................................ 54

  4.2.1. Variable Bebas (X) ......................................................... 54

  4.2.2. Variable Mediasi (Z) ...................................................... 54

  4.2.3. Variable Terikat (Y)....................................................... 55

  4.3. Definisi Operasional Variable ........................................................ 55

  4.3.1. Transformational Leadership Style .............................. 55

  4.3.2. Cognitive Trust ............................................................... 58

  4.3.2.1. Cognitive Trust Terhadap Pemimpin. ............... 58

  4.3.2.2. Cognitive Trust Terhadap Sesama Anggota

  Team..................................................................... 59

  4.3.3. Collective Efficacy .......................................................... 59

  4.3.4. Team Performance ......................................................... 61

  4.3.5. Team Job Satisfaction ................................................... 63

  4.4. Jenis dan Sumber Data ................................................................... 64

  4.5. Prosedur Pengumpulan Data ......................................................... 65

  4.6. Populasi dan Sample ....................................................................... 66

  4.6.1. Populasi ........................................................................... 66

  4.6.2. Sample ............................................................................ 67

  4.7. Teknik Analisis ................................................................................ 68

  BAB V METODE PENELITIAN ..................................................................... 78

  5.1. PT. Bank Mandiri Tbk.................................................................... 78

  5.1.1. Sejarah Singkat Dan Profil PT. Bank Mandiri Tbk. .. 78

  5.1.2. Visi Dan Misi PT. Bank Mandiri Tbk. ........................ 79

  5.1.3. Nilai Dasar PT. Bank Mandiri Tbk. ............................ 80

  5.1.4. Struktur Organisasi PT. Bank Mandiri Tbk. .............. 82

  5.1.5. Sejarah Transformational Pada PT. Bank Mandiri Tbk................................................... 83

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TESIS TRANSFORMATIONAL LEADERSHIP STYLE... ROBBY SANJAYA

  xii

  5.4.2.3. Penilaian Responden Penelitian terhadap

  5.5.3. Hubungan Antara Cognitive Trust in Team Leader

  5.5.2. Hubungan Antara Transformational Leadership Terhadap Cognitive Trust amomg Team Members....... 118

  5.5.1. Hubungan Antara Transformational Leadership Terhadap Cognitive Trust in Team Leader ................... 117

  5.5. Pembahasan Hasil Penelitian ......................................................... 117

  Team Performance .............................................. 115

  5.4.2.6. Penilaian Responden Penelitian terhadap

  Team Job Satisfaction ......................................... 114

  5.4.2.5. Penilaian Responden Penelitian terhadap

  Collective Efficacy ............................................... 112

  5.4.2.4. Penilaian Responden Penelitian terhadap

  Cognitive Trust terhadap Sesama Anggota Team..................................................................... 111

  Cognitive Trust kepada Pemimpin Team .......... 110

  5.2.Analisi Hasil PLS .............................................................................. 88

  5.4.2.2. Penilaian Responden Penelitian terhadap

  Transformational Leadership ............................. 108

  5.4.2.1. Penilaian Responden Penelitian terhadap

  5.4.2. Deskripsi Jawaban Responden ..................................... 107

  5.4.1. Karakteristik Responden .............................................. 104

  5.4.Deskripsi Umum Penelitian ............................................................ 104

  5.3. Penguji Hipotesis ............................................................................. 101

  5.2.4. Analisis Model Struktural ............................................. 97

  5.2.3. Uji Validitas Reliabilitas ................................................ 95

  5.2.2. Uji Validitas Diskriminan .............................................. 92

  5.2.1. Uji Validitas Konvergen................................................. 88

  

TESIS TRANSFORMATIONAL LEADERSHIP STYLE... ROBBY SANJAYA

  Terhadap Collective Efficacy ......................................... 120

  5.5.4. Hubungan Antara Cognitive Trust among Team

  Members Terhadap Collective Efficacy ......................... 123

  5.5.5. Hubungan Antara Collective Efficacy Terhadap Team

  Performance..................................................................... 124

  5.5.6. Hubungan Antara Collective Efficacy Terhadap Team Job

  Satisfaction ...............................................................................126

  BAB VI SIMPULAN DAN SARAN.................................................................. 128

  6.1. SIMPULAN ..................................................................................... 129

  6.2. SARAN ............................................................................................. 130 DAFTAR PUSTAKA LAMPIRAN

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TESIS TRANSFORMATIONAL LEADERSHIP STYLE... ROBBY SANJAYA

  DAFTAR TABEL

Tabel 2.1 Evolusi Definisi Kepemimpinan ......................................................... 23Tabel 2.2 Definisi Kepecayaan............................................................................. 33Tabel 4.1 Kategori Penilaian ............................................................................... 64 Sejarah Singkat PT. Bank Mandiri Tbk.Tabel 5.1 ................................................ 78 Profil Singkat PT. Bank Mandiri Tbk.Tabel 5.2 .................................................... 79Tabel 5.3 Prilaku-prilaku Utama Yang Mencerminkan Nilai Budaya TIPEC

  pada PT. Bank Mandiri Tbk. .................................................................. 81 Hasil Uji Validitas Masing-masing Indikator (Sebelum Drop

  Tabel 5.4

  Indikator) .....................................................................................................88

Tabel 5.5 Hasil Uji Validitas Masing-masing Indikator (Setelah Drop

  Indikator) .....................................................................................................90

Tabel 5.6 Hasil Uji Cross Loading Factor ......................................................................92

  Hasil Uji AVE..................................................................................................94

  Tabel 5.7

Tabel 5.8 Hasil Uji Fornell-Larcker Criterion (Akar Kuadrat AVE)........................95Tabel 5.9 Hasil Uji Composite Reliability.......................................................................96

  Hasil Uji R-Square106 ..................................................................................97

  Tabel 5.10

Tabel 5.11 Hasil Uji Path Coefficients (Bootstrapping) ...............................................99

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TESIS TRANSFORMATIONAL LEADERSHIP STYLE... ROBBY SANJAYA

  xv

Tabel 5.19 Penilaian Responden Penelitian terhadap TransformationalTabel 5.23 Penilaian Responden Penelitian terhadap Team Job Satisfaction............114 Tabel 5.24Tabel 5.22 Penilaian Responden Penelitian terhadap Collective Efficacy..................113

  Penilaian Responden Penelitian terhadap Cognitive Trust Terhadap SesamaAnggota Team ...................................................................................111

  Tabel 5.21

  Pemimpin Team...............................................................................................110

Tabel 5.20 Penilaian Responden Penelitian terhadap Cognitive Trust kepada

  Leadership.....................................................................................................108

  Kategorisasi Interval Skor Jawaban Responden.......................................107

Tabel 5.12 Hasil Uji Goodness of Fit (GoF) ..................................................................100 Tabel 5.13

  Tabel 5.18

  Diteliti ...........................................................................................................106

Tabel 5.17 Daftar Kantor Cabang PT. Bank Mandiri Tbk. Surabaya yang

  

Karakteristik Responden Berdasarkan Rata-rata Masa Jabatan

Responden ............................................................................................ 106

Tabel 5.15 Karakteristik Responden Berdasarkan Team atau Divisi Responden ....106 Tabel 5.16Tabel 5.14 Hasil Uji Path Coefficients Menentukan Variabel Mediasi ......................102

  Hasil Uji Hipotesis ........................................................................................101

  Penilaian Responden Penelitian terhadap Team Performance.................115

TESIS TRANSFORMATIONAL LEADERSHIP STYLE... ROBBY SANJAYA

  DAFTAR GAMBAR

Gambar 1.1 Human Capital Management Framework PT Bank Mandiri Tbk ....................................................................................5Gambar 1.2 Tingkat Kepuasan Karyawan Bank-bank Terbesar

  di Indonesia ......................................................................................8

Gambar 1.3 Grafik Grand Mean Score Engagement Karyawan PT Bank Mandiri Tbk. ...................................................................9Gambar 3.1 Kerangka Konseptual ......................................................................44Gambar 5.1 Struktur Organisasi PT. Bank Mandiri Tbk.................................82Gambar 5.2 Model Penelitian Hasil SmartPLS..................................................96Gambar 5.3 Model Penelitian Hasil Bootstrapping SmartPLS .........................99Gambar 5.4 Model Penelitian Hasil Bootstrapping SmartPLS untuk Menentukan Hubungan Variabel Mediasi ...................................103

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TESIS TRANSFORMATIONAL LEADERSHIP STYLE... ROBBY SANJAYA