Publication Search

This study was conducted to examine, from an organizational behavior perspective, how leadership styles influence employee work behavior at the Population and Civil Registration Service (Dukcapil) of Magelang Regency. This study utilized various reference sources, including books, scientific journals, and previous research on leadership, organizational behavior, and employee work behavior. The results showed that certain leadership styles have a significant impact on employee work behavior, particularly in terms of improving discipline, motivation, responsibility, and the quality of public services. Transformational, democratic, and authentic leadership styles are considered more effective because they can create a good work environment, build trust, and encourage positive behaviors such as cooperation and initiative. Conversely, ineffective leadership can lead to low work motivation, decreased organizational commitment, and decreased quality of public services. Furthermore, this study shows that organizational systems are not the only factor influencing the success of public services; leaders also have the necessary expertise to direct and change employee work behavior. Therefore, a flexible and engaging leadership style is an important component in improving the quality of public services at Dukcapil of Magelang Regency.

This research aims to identify factors that significantly influence employee performance and formulate strategies to improve it. This research was conducted through a comprehensive literature study of various studies related to employee performance. The main focus of this research is on internal factors such as motivation, leadership, and organizational culture, as well as external factors such as technology and changes in the business environment. The research results show that employee performance is influenced by various interrelated factors. Motivation, both intrinsic and extrinsic, is a key factor that encourages employees to achieve optimal performance. Effective leadership, especially transformational and democratic leadership styles, also has an important role in improving performance. In addition, a positive organizational culture, conducive work environment, and appropriate use of technology can increase employee productivity and job satisfaction. To improve employee performance, organizations need to create a supportive and motivating work environment. This can be done by implementing various strategies, such as providing ongoing training and development, implementing a fair and transparent compensation system, building positive interpersonal relationships, and providing sufficient autonomy to employees. Apart from that, organizations also need to pay attention to external factors such as technological changes and evolving market dynamics.

Performance is the result of the work of individuals in carrying out the responsibilities given, which is greatly influenced by the factors of ability, experience, seriousness, and punctuality. Data from Cut Nyak Dhien Hospital shows a decrease in the performance of non-medical employees recorded by the personnel department every year. In 2019, the average employee performance was 87.8; However, the figure decreased to 86.2 in 2020, 85.5 in 2021, 84.0 in 2022, and 83.9 in 2023. This decline is suspected to be caused by a less effective leadership style and weak implementation of organizational commitments. This study aims to analyze the influence of leadership style and organizational commitment on the performance of non-medical employees at Cut Nyak Dhien Langsa Hospital in 2024. The method used is a descriptive quantitative approach with a cross-sectional research design. The population studied was 35 non-medical employees, all of whom were sampled. Data were analyzed using univariate, bivariate, and multivariate tests. The results showed that the majority of respondents assessed the leadership style at the hospital as not good (57.1%), low organizational commitment (60.0%), and poor performance (57.1%). Statistical tests showed that there was a significant influence between leadership style (p=0.001) and organizational commitment (p=0.002) on the performance of non-medical employees. Based on these findings, it is recommended that Cut Nyak Dhien Langsa Hospital implement a more democratic leadership style to improve the performance of non-medical employees. Additionally, it is important to strengthen the implementation of the organization's commitments by providing ongoing training and development, as well as creating a work environment that supports employees' active participation in decision-making. The implementation of policies based on collaboration and good communication between management and employees is expected to be able to create a more productive and harmonious work atmosphere, which is important to achieve organizational goals effectively.

This study explores leadership psychology within the context of education, focusing on the relationship between leadership styles, psychological empowerment, and organizational performance. Using a literature review method, the findings reveal that leadership styles such as transformational, democratic, and situational have a significant impact on creating a supportive and collaborative work environment. Effective leadership fosters psychological empowerment by enhancing employees' sense of meaning, competence, self-determination, and influence. This, in turn, directly contributes to increased motivation, job satisfaction, and overall performance within educational institutions. Therefore, a psychological approach to leadership is a crucial element in building competitive and adaptable educational organizations.

Human resources influence the performance of a company. Therefore, so that employees understand their duties and can carry out their responsibilities well within the company, there is also a need for democratic leadership and a comfortable working environment. The method used by the author in this research is a quantitative method with a sampling technique, namely saturated samples. The data used in this research was collected by distributing questionnaires to 60 BPS employee respondents. Data processing techniques use validity test analysis, reliability test, classical assumption test using normality test, heteroscedasticity test, multicollinearity test, multiple linear regression analysis, hypothesis testing using t test and f test, and coefficient of determination analysis using partial and simultaneous. Based on the results of the simultaneous test, the F test is (78,670) > F table (3.16), proving that the Democratic Leadership Style and Work Environment variables together have a positive and significant influence on employee performance with the multiple linear regression equation Y = 1.851 + 0.296X1 + 0.657X2 and a coefficient of determination value of 0.734, it can be concluded that Democratic Leadership Style (X1) and Work Environment (X2) together have an influence contribution of 73.4% on Employee Performance (Y).

Employee commitment in an organization is not just carrying out their duties and obligations as employees in accordance with their job descriptions, but doing their best with their thoughts, attention, ideas, and dedication to produce the best for the organization. The problem that occurred at X Hospital Central Jakarta was the decreasing employee commitment related to the lack of employee intensity to stay working for a long time at X Hospital Central Jakarta and there were still employees who left the work hours room with a percentage of 27%, thus reducing the overall performance of the hospital and the lack of supporting work facilities. The purpose of this study was to analyze the influence of democratic leadership style and organizational culture simultaneously on employee commitment mediated by the work environment. This research method is quantitative causality against 64 non-medical employees who have worked for at least 6 months at X Hospital Central Jakarta. The sampling method was total sampling. The data analysis method used was the Three Box Method and the Path Analysis Method with SEM AMOS. The results of the study found that democratic leadership style and organizational culture simultaneously have a positive effect on employee commitment with the mediation of the work environment, democratic leadership style does not affect employee commitment, democratic leadership style does not affect the work environment, organizational culture does not affect employee commitment, organizational culture has a positive effect on the work environment, the work environment has a positive effect on employee commitment. The implications of the study in theory will prove the influence of research variables and in managerial terms will further improve the system of facilities for work facilities and improve communication between leaders and employees in hospitals. Suggestions for the need for attention from the hospital management to improve work facilities and improve communication between leaders and employees.