Published: 2024-08-14
The Influence of Transformational Leadership on Employee Motivation and Performance in the Banking Industry
DOI: 10.35870/ijmsit.v4i2.3098
Downloads
Abstract
This study analyzes the effect of transformational leadership on employee motivation and performance in the banking industry. The research method used is quantitative with a survey approach, involving 200 employees from several leading banks in Indonesia. Data were collected through a questionnaire that measured the respondent's profile, perceptions of transformational leadership, and employee motivation and performance. The results showed that transformational leadership has a significant positive effect on employee motivation and performance. Characteristics of transformational leadership such as charisma, intellectual stimulation, inspirational motivation, and individual consideration increase intrinsic motivation and employee performance. Employees feel appreciated, have challenging tasks, and get significant career development opportunities. This study concludes that transformational leadership can provide a significant competitive advantage for banking companies by increasing employee motivation and performance. Therefore, banking companies are advised to adopt and develop this leadership style in order to achieve long-term success.
Keywords
Transformational leadership ; Employee motivation ; Employee performance ; Banking industry ; Human resource management
Article Information
This article has been peer-reviewed and published in the International Journal of Management Science and Information Technology. The content is available under the terms of the Creative Commons Attribution 4.0 International License.
-
Issue: Vol. 4 No. 2 (2024)
-
Section: Articles
-
Published: %750 %e, %2024
-
License: CC BY 4.0
-
Copyright: © 2024 Authors
-
DOI: 10.35870/ijmsit.v4i2.3098
AI Research Hub
This article is indexed and available through various AI-powered research tools and citation platforms. Our AI Research Hub ensures that scholarly work is discoverable, accessible, and easily integrated into the global research ecosystem. By leveraging artificial intelligence for indexing, recommendation, and citation analysis, we enhance the visibility and impact of published research.
Oliviane Oroh
Faculty of Economics, Management Study Program, Universitas Teknologi Sulawesi Utara, Indonesia
Muhammad Yusuf Ariyadi
Faculty of Communication and Business, Digital Business Study Program, Universitas Muhammadiyah Karanganyar, Indonesia
A. Fauzan Fadlan
Management Study Program, Universitas Tangerang Raya, Indonesia
-
Agustina, T., & Putra, M. (2021). Kreativitas para pekerja kreatif radio gen 103.1 fm Surabaya ditinjau dari peran gaya kepemimpinan transformasional. Inobis Jurnal Inovasi Bisnis Dan Manajemen Indonesia, 5(1), 63-76. https://doi.org/10.31842/jurnalinobis.v5i1.212
-
Akhsan, L. (2024). Pengaruh budaya organisasi dan motivasi kerja terhadap kinerja karyawan di era industri 4.0. Journal of Economics and Business UBS, 13(1), 259-268. https://doi.org/10.52644/joeb.v13i1.1506
-
Djuraidi, A., & Laily, N. (2020). Pengaruh kepemimpinan transformasional terhadap kinerja karyawan melalui kepuasan kerja sebagai variabel intervening. Jurnal Riset Ekonomi Dan Bisnis, 13(1), 1. https://doi.org/10.26623/jreb.v13i1.2182
-
Edison, E., & Wulandari, C. (2019). Pengaruh motivasi dan disiplin kerja terhadap kinerja karyawan di Cikole Jayagiri Resort. Tourism Scientific Journal, 5(1), 83-96. https://doi.org/10.32659/tsj.v5i1.77
-
Fikri, M., Asbari, M., Hutagalung, D., Amri, L., & Novitasari, D. (2021). Quo vadis motivasi intrinsik pegawai: Peran strategis kepemimpinan transformasional dan kepuasan kerja. Edukatif Jurnal Ilmu Pendidikan, 3(6), 4025-4040. https://doi.org/10.31004/edukatif.v3i6.1397
-
Gazali, G., Asbari, M., & Novitasari, D. (2020). Peran readiness for change mentality terhadap kinerja pegawai kontrak industri alas kaki. Widya Cipta - Jurnal Sekretari Dan Manajemen, 4(2), 169-182. https://doi.org/10.31294/widyacipta.v4i2.8823
-
Hadiyatno, D. (2024). Peran pemimpin transformasional dalam meningkatkan kinerja organisasi: Studi kasus pada industri manufaktur. JIMR, 2(5), 45-57. https://doi.org/10.62504/jimr424
-
Handriyani, R. (2024). Pengaruh motivasi dan budaya organisasi terhadap kinerja karyawan PT. Bank Rakyat Indonesia (Persero), Tbk Cabang Pekanbaru Sudirman dengan kepuasan kerja sebagai variabel intervening. Jurnal Manajemen Dayasaing, 25(2), 118-129. https://doi.org/10.23917/dayasaing.v25i2.21780
-
Hura, P. (2023). Pengaruh komunikasi kerja, motivasi kerja dan lingkungan kerja terhadap kinerja karyawan PT. Telkom Padang. EMJM, 1(4), 326-338. https://doi.org/10.31933/emjm.v1i4.970
-
Iryani, L. (2019). Pengaruh motivasi terhadap produktivitas kinerja karyawan pada PT. Telkom Lhokseumawe. Negotium Jurnal Ilmu Administrasi Bisnis, 2(1), 1. https://doi.org/10.29103/njiab.v2i1.3023
-
Khongida, Z., Purnamaningsih, N., & Daniel, D. (2019). Pengaruh komunikasi, motivasi, disiplin kerja terhadap kinerja karyawan CV. Denov Putra Brilian Tulungagung. JIMEK Jurnal Ilmiah Mahasiswa Ekonomi, 1(1). https://doi.org/10.30737/jimek.v1i1.284
-
Laa, N. (2023). Pengaruh gaya kepemimpinan transformasional dan motivasi kerja terhadap kinerja karyawan pada PT BPR Tanaoba Lais Manekat. Jurnal Riset Manajemen Dan Akuntansi, 3(2), 206-223. https://doi.org/10.55606/jurima.v3i2.2304
-
Mansyur, A., & Almahendra, R. (2018). Peran pemoderasian kompleksitas tugas pada pengaruh gaya kepemimpinan transformasional terhadap kemampuan contextual ambidexterity. Optimal Jurnal Ekonomi Dan Kewirausahaan, 12(1), 1-17. https://doi.org/10.33558/optimal.v12i1.1542
-
Muliati, A. (2022). Pengaruh kepemimpinan transformasional terhadap motivasi dan kinerja guru yang dimoderasi oleh iklim sekolah di MTsN 1 Medan. Islamic Education, 2(1), 25-30. https://doi.org/10.57251/ie.v2i1.368
-
Natalia, D. (2021). Kepemimpinan transformasional dalam meningkatkan motivasi intrinsik dan kinerja pegawai: Analisis model mediasi. Jurnal Manajemen Sains Dan Organisasi, 2(2), 85-95. https://doi.org/10.52300/jmso.v2i2.3408
-
Prabowo, O. (2020). Pengaruh gaya kepemimpinan, motivasi dan disiplin kerja terhadap kinerja karyawan. Inkubis Jurnal Ekonomi Dan Bisnis, 1(2), 110-126. https://doi.org/10.36418/ink.v1i2.19
-
Putra, K., Yulianie, F., & Suarmana, I. (2023). Pengaruh motivasi dan lingkungan kerja terhadap kinerja karyawan di Prama Sanur Beach Bali. Jurnal Ilmiah Pariwisata Dan Bisnis, 2(4), 905-918. https://doi.org/10.22334/paris.v2i4.387
-
Sandra, N. (2024). Analisis pengaruh kompensasi dan disiplin kerja terhadap kinerja karyawan dengan motivasi sebagai variabel intervening pada karyawan WFH. Jurnal Manajemen Bisnis Dan Keuangan, 5(1), 53-68. https://doi.org/10.51805/jmbk.v5i1.164
-
Sariningrum, T. (2023). Pengaruh gaya kepemimpinan transformasional, disiplin kerja, dan motivasi kerja terhadap kinerja karyawan (studi empiris pada yayasan pendidikan internal audit). JPMK, 3(2), 136-142. https://doi.org/10.59832/jpmk.v3i2.212
-
Sugianti, N., & Mujiati, N. (2022). Peran motivasi kerja memediasi kepemimpinan transformasional dan disiplin kerja terhadap kinerja karyawan inspektorat Kota Denpasar. E-Jurnal Manajemen Universitas Udayana, 11(2), 277. https://doi.org/10.24843/ejmunud.2022.v11.i02.p04
-
Sujana, N., & Ardana, I. (2020). Peran motivasi kerja memediasi pengaruh kepemimpinan transformasional terhadap kinerja karyawan. E-Jurnal Manajemen Universitas Udayana, 9(3), 904. https://doi.org/10.24843/ejmunud.2020.v09.i03.p05
-
Susanto, H. (2021). Pengaruh kepemimpinan transformasional dan motivasi kerja terhadap kinerja karyawan. Jurnal Ekonomi Efektif, 3(2). https://doi.org/10.32493/jee.v3i2.8733
-
Wijaya, I., & Dewi, I. (2020). Pengaruh kepemimpinan transformasional terhadap kinerja karyawan dengan efikasi diri sebagai variabel mediasi. E-Jurnal Manajemen Universitas Udayana, 9(12), 3621. https://doi.org/10.24843/ejmunud.2020.v09.i12.p01
This work is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License.
Authors who publish with this journal agree to the following terms:
1. Copyright Retention and Open Access License
Authors retain copyright of their work and grant the journal non-exclusive right of first publication under the Creative Commons Attribution 4.0 International License (CC BY 4.0).
This license allows unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.
2. Rights Granted Under CC BY 4.0
Under this license, readers are free to:
- Share — copy and redistribute the material in any medium or format
- Adapt — remix, transform, and build upon the material for any purpose, including commercial use
- No additional restrictions — the licensor cannot revoke these freedoms as long as license terms are followed
3. Attribution Requirements
All uses must include:
- Proper citation of the original work
- Link to the Creative Commons license
- Indication if changes were made to the original work
- No suggestion that the licensor endorses the user or their use
4. Additional Distribution Rights
Authors may:
- Deposit the published version in institutional repositories
- Share through academic social networks
- Include in books, monographs, or other publications
- Post on personal or institutional websites
Requirement: All additional distributions must maintain the CC BY 4.0 license and proper attribution.
5. Self-Archiving and Pre-Print Sharing
Authors are encouraged to:
- Share pre-prints and post-prints online
- Deposit in subject-specific repositories (e.g., arXiv, bioRxiv)
- Engage in scholarly communication throughout the publication process
6. Open Access Commitment
This journal provides immediate open access to all content, supporting the global exchange of knowledge without financial, legal, or technical barriers.