Employee Engagement and Transactional Leadership Style and Its Influence on Satisfaction Employee Work Moderated by Fairness OrganizationAt PDAM Tirtanadi Medan
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Published:
May 15, 2023
Keywords:
HR Tax Planning, Income tax Article 21, Tax Burden Efficiency.
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Statistics Article
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Abstract
This study aims to determine the effect of employee engagement and transactional leadership style on job satisfaction of PDAM Tirtanadi Medan employees. To find out whether organizational justice moderates the effect of employee engagement and transactional leadership style on employee job satisfaction at PDAM Tirtanadi Medan. The total population in this study amounted to 266 people, and by using the Slovon formula, a sample of 144 people was obtained. The analysis technique used is multiple linear regression and MRA. The results showed that employee engagement and transactional leadership style had a positive and significant effect on employee job satisfaction at PDAM Tirtanadi Medan. Organizational justice weakens employee engagement and strengthens transactional leadership style on employee job satisfaction at PDAM Tirtanadi Medan
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How to Cite
Lubis, M. A. H., Junita, A., & Bulan, T. R. N. (2023). Employee Engagement and Transactional Leadership Style and Its Influence on Satisfaction Employee Work Moderated by Fairness OrganizationAt PDAM Tirtanadi Medan. Journal Boas : Business, Economics, Accounting And Management, 1(02), 61–73. https://doi.org/10.54209/boas.v1i02.182
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[3]. Folger, Robert., & Cropanzano, Russel. (2018). Organizational Justice and Human Resource Management. USA : Sage Publication, Inc.
[4]. Ghozali, I. (2019). Aplikasi Analisis Multivariate dengan Program SPSS, Edisi Ketiga. Semarang : Badan Penerbit Universitas Diponegoro.
[5]. Handoko, H. T. (2012). Manusia Manajemen Personalia dan Sumber Daya, Yogyakarta : Liberty.
[6]. Heavyantono, O. I. (2018). Pengaruh Keadilan Distributif dan Prosedural terhadap Kepuasan Kerja Tenaga Kependidikan Non Pegawai Negeri Sipil (Non PNS) di Universitas Brawijaya. Jurnal Ilmiah Administrasi Publik (JIAP). 4 (1), 1-9.
[7]. Macey, W.H., B. Schneider., K.M Barbera., S.A Young. (2012). Employee Engagement: Tools for Analysis, Practice, and Competitive Advantage. United States: Wiley-Blackwell.
[8]. Maulizar, M. S, & Yunus M. (2012). Pengaruh Kepemimpinan Transaksional Dan Transformasional Terhadap Kepuasan kerja Karyawan Bank Syariah Mandiri Cabang Banda. Jurnal Ilmu Manajemen, 1 (1), 58-65.
[9]. Nusatria, S. (2011). Employee Engagement: Anteseden dan Konsekuensi (Studi pada Unit CS PT. Telkom Indonesia Semarang). Diponegoro Journal Of Management. 2(2), 1-31.
[10]. Rachman, L.i dan Dewanto, A. (2016). Pengaruh Employee Engagement terhadap Kepuasan Kerja dan Turnover Intention Perawat (Studi pada Rumah Sakit Wava Husada Kepanjen Malang). Jurnal Aplikasi Manajemen (JAM). 14 (2),322-333.
[11]. Robbins, S. P. dan Judge, T. A. (2015). Perilaku Organisasi. Jakarta: Penerbit Salemba Empat.
[12]. Safar, I. dan A. Samad, A. (2019). Peran Lingkungan Kerja Fisik, Non Fisik dan Keadilan Interaksional dalam Meningkatkan Kepuasan kerja Karyawan Departemen Marketing Communication PT Trans Kalla Makassar. Seminar Nasional Sains, Teknologi, Dan Sosial Humaniora, UIT 2019, 1-9.
[13]. Saks, A. M. (2011). Antecedents And Consequences Of Employee Engagement. Journal of Managerial Psycholog. 2 (4). pp. 600-619.
[14]. Setiawan, D. (2012). Pengaruh Gaya Kepemimpinan Transformasional Dan Transaksional Terhadap Kepuasan Kerja Dan Kepuasan kerja Karyawan di PT. Tohitindo Multi Craft Industries Krian. Diponegoro Journal Of Management. 5 (3), 17- 26.
[15]. Vance, R. (2011). Employee Engagement and Commitment. A Guide To Understanding, Measuring, And Increasing Engagement In Your Organization. USA: SHRM Foundation.
[16]. Wibawa, Nugraha Hadi dan Soedarsono, Dewi K. (2016). Pengaruh Employee Engagement terhadap Kepuasan Kerja dan Turnover Intention pada PT. Finnet Indonesia. e-Proceeding of Management. 3 (2), 1484-1491.
[17]. Yukl, K. N. (2014). Organizional Behaviour and Personnel Psychology. Jakarta: Rineka Cipta.