Peran gaya kepemimpinan pada perilaku kerja inovatif karyawan pada organisasi berbasis teknologi digital
Abstract
Salah satu hal yang saat ini digalakkan dalam organisasi adalah bagaimana menimbulkan perilaku kerja inovatif pada karyawan. Beberapa studi menyebutkan peran pemimpin berperan signifikan pada perilaku kerja inovatif. Penelitian ini menguji empat gaya kepemimpinan yaitu kepemimpinan otentik, kepemimpinan pemberdayaan, kepemimpinan etis dan kepemimpinan benevolent pada perilaku kerja inovatif. Hipotesis pertama yang diajukan adalah keempat gaya kepemimpinan ini memiliki hubungan yang signifikan pada perilaku kerja inovatif. Hipotesis kedua adalah ada gaya kepemimpinan tertentu yang memberikan kontribusi lebih besar pada perilaku kerja inovatif. Studi dilakukan pada 217 responden yang bekerja di perusahaan – perusahaan yang berbasis teknologi digital. Hasil analisis korelasi Pearson Product Moment mendukung hipotesis 1 bahwa gaya-gaya kepemimpinan yang diukur memiliki korelasi yang signifikan dengan perilaku kerja inovatif. Sedangkan untuk hipotesis 2 melalui analisis multiple regresi diketahui bahwa gaya kepemimpinan pemberdayaan dengan kontribusi sebesar 31.13% adalah gaya kepemimpinan yang memberikan kontribusi paling besar dibandingkan tiga gaya kepemimpinan lainnya. Dengan hasil studi ini maka para pemilik usaha atau pimpinan di organisasi dapat mengembangkan gaya-gaya kepemimpinan tersebut untuk menggerakkan perilaku kerja inovatif pada karyawan. Secara spesifik, mengembangkan gaya kepemimpinan pemberdayaan akan diharapkan dapat memberikan dampak paling kuat.
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