The Effect of Transformational Leadership on Professionality

Employee the Indonesian Republican Navy

Mulyadi

, R. Madhakomala

and Kazan Gunawan

Universitas Negeri Jakarta, Jakarta -Indonesia

Keywords: Transformasional Leadership, Professionality

Abstract: The purpose of this study was to determine the transformational leadership of professionality employee the

Indonesian Republican Army. This research tried to answer problems about transformational leadership

with evidence increasing of professionality employee the Indonesian Republican Army. The research was

conducted on professionality employee the Indonesian Republican Army involving of 180 employee had

been selected from the target populations of 125 employee by using quantitative approach with path analysis

methods. the research of hypothesis testing show: transformational leadership had a direct effect positif on

professionality.

1 INTRODUCTION

Human resources are one of the important and

valuable assets for an organization (Batarliene,

Čižiuniene, Vaičiute, Šapalaite, & Jarašuniene,

2017). Research on Indonesia's human resource

perspective states that human resources are a source

of sustainable competitive advantage for an

organization (Wirawan, 2015). Facing these

challenges organizations need human resources that

are able to deal with change and global competition

(David, 2009).

Organizational professionalism has been

discussed in several literature. But the

professionalism of DISLAIKMATAL employees

has not been systematically studied. In this paper we

will try to assess the level of professionalism in a

government institution that has an important role, by

discussing the following professionalism

competencies of the organization that come from

ethical values: integrity and service.

Professionalism is a basic element of

bureaucracy that requires a full-time official corps

whose attention is directed specifically to its

managerial responsibilities. In the public sector,

professionalism is given to cadres of civil servants

whose positions are generally obtained through the

feasibility test section (Abou Arraj, 2018).

The Naval Material Service Office

(Dislaikmatal) is a government institution that does

not escape the implications of global competition

and the rapid development of science and

technology. Dislaimatal is one of the organizations

under the Navy (TNI AL). As the National

Executing Agency (Balakpus) of the Indonesian

Navy, Dislaikmatal is responsible for organizing

material welfare training within the Navy.

The role of the Navy's Health Service Agency

(Dislaikmatal) is very important to minimize

material and non-material losses such as the last

incident, namely KRI Rencong-622 burning and

sinking in the waters of Sorong, West Papua, about

20 nautical miles from the Indonesian Navy Fleet

Command III dock in Sorong , (Media, 2018). One

of the alleged causes is the weakness of the role of

the Navy's Disability Service Agency (Dislaikmatal)

in conducting supervision and guidance in the

context of material oversight in the Navy.

Viewed from the leadership literature, the

importance of transformational leaders expressed by

Bass according to the following quote, (Buil,

Martínez, & Matute, 2018) states that

transformational leaders have the ability to change

organizations through their vision for the future, and

by clarifying their vision, they can empower

employees to take responsibility for achieving that

vision.

744

Mulyadi, ., Madhakomala, R. and Gunawan, K.

The Effect of Transformational Leadership on Professionality Employee the Indonesian Republican Navy.

DOI: 10.5220/0009503407440747

In Proceedings of the 1st Unimed International Conference on Economics Education and Social Science (UNICEES 2018), pages 744-747

ISBN: 978-989-758-432-9

2 THEORICAL FRAMEWORK

Transformational Leadership

In 1978 James McGregor Burns first introduced the

concept of transformational leadership as a different

type of leadership with transactional leadership.

According to Burns, transformational leadership is a

leadership that pays attention to the relationship

between leaders and followers based on trust, needs

and values that can be accepted by their followers.

Furthermore, the notion of transformational

leadership continues to evolve as Buil explains

transformational leadership as follows:

Transformational leadership defined as a style of

leadership that transforms followers to rise above

their self-interest by altering their morale, ideals,

interests, and values, motivating them to perform

better than initially expected, is currently the most

widely accepted paradigm in the leadership literature

(Buil et al., 2018)

Elain Pieterse, Cornelia Niessen defines

transformational leadership as follows,“

transformational leadership is defined as a

meaningful and creative exchange between leaders

and followers with the aim to guide followers

through a vision-driven change (Niessen, Mäder,

Stride, & Jimmieson, 2017). In accordance with

Cornelia's understanding, transformational

leadership is a style of a leader who builds beneficial

and creative reciprocal relationships to move his

followers through a change in perspective on

organizational goals. With a transformational

leadership approach, followers will change

themselves to contribute according to their

perspective on the organization's vision. A

transformational leader will convince his followers

that organizational goals are a common goal for the

benefit of all personnel in the organization.

Other definitions of transformational leadership

in the leadership literature discussed by Aviolo and

Bass define transformational leadership as follows:

Transformational leadership is multi-faceted and

comprises four sub-dimensions, namely idealized

influence (attributed and behavior), inspirational

motivation, intellectual stimulation, and

individualized consideration. Idealized influence

attributed refers to followers’ attributions of power

and confidence and their identification with their

leader. Leaders consider the need of others over their

own needs and serve as charismatic role models for

their followers, who respond with trust, confidence,

and respect (Buil et al., 2018).

An understanding of transformational leadership

is becoming increasingly interesting as material for

discussion in academia and researchers in the field

of leadership. As Aviolo and Bass explained

transformational leadership as multi-dimensional

leadership in accordance with John R. Schermerhorn

et.al who said that transformational leadership has

four dimensions, namely, charisma, inspiration,

intellectual stimulation and individualized

consideration (Schermerhorn, Jr et al., 2014).

Based on the literature review above, it can be

synthesized that transformational leadership is the

behavior of leaders who are embodied in exemplary

attitudes in empowering organizational resources

optimally to achieve established goals, with

indicators: able to influence subordinates, inspire

and intellectual stimulus.

Professionalism

To obtain the concept of "Professionalism" which

embodies this dissertation, it will first describe

things that are relevant to the terminology. In the

literature on human resource management

professionalism is defined as follows: ... the

individual professional one who works within

limitations is set by the boundaries of knowledge

specialism set by the professional body, and the

government controls in others who have sets for

them (Parnell, 2011, 2015). John A Parnell's study

of professionalism describes that a person is

declared a professional if the person is able to

demonstrate performance within boundaries

arranged in a series of specific knowledge

determined by a professional body and in the target

and planning context that has been set for them by

the government

Chambers describes the details of

professionalism cited by Brian P. West as follows:

Professionalism is tolerated: to contend with

managers who should have what they demand,

where they are the demand for prejudice, the

preservation of the interests of others, is to forgo

professional independence; to admit that intellectual

involvement or self-interest dominate (West, 2003).

Professionali sm is competition between employees

in meeting the criteria or requirements owned by

employees in work that has been determined by the

organization. In addition, professionalism can foster

intellectual freedom of the employees at work and

foster an atmosphere that is conducive to work.

Based on the study of the literature above, it can

be synthesized that professionalism is the character

of a person which is shown from the ability, skill,

and method of execution of work in accordance with

the standards set by official bodies or institutions

recognized by the government with indicators of

knowledge of a field of work , skills in work and

high dedication to his work.

The Effect of Transformational Leadership on Professionality Employee the Indonesian Republican Navy

745

3 METHODOLOGY

This research use survey method quantitative with

correlation technique Data from this research was

collected by selecting sample in population. The

affordable population in this study was all Employee

Indonesian Navy's Material Compliance which to

180 employees. And calculations using SPSS, then

the obtained number of samples as many as 125

employees of Employee Indonesian Navy's Material

used as sample frames in this study. Data collection

used for this research is descriptive statistics and

inferential statistics.

4 RESULT AND DISCUSSION

The results of the first hypothesis testing can be

concluded that there is a positive relationship

between transformational leadership with

Professionalism, where the correlation coefficient of

0.266 yield tcount = 3,03 greater than ttable = 2.62

at α = 0.01. The conclusion shows that the higher the

Transformational leadership, the higher the

Professionalism.

The correlation between transformational

leadership and Professionalism indicates its

effectiveness, either through product moment

correlation or partial correlation. The results of this

analysis provide clues that transformational

leadership is one of the main factors contributing to

Professionalism. From the results it can also be

interpreted that the increase in transformational

leadership will provide a significant contribution to

Professionalism. This is consistent with the opinion

(Afsar, F. Badir, & Bin Saeed, 2014; Niessen et al.,

2017, 2017; Yukl, 2010) explained that a

transformational leader can make employees more

confident and motivate their employees to be more

professional: With transformational leadership, the

followers feel trust, admiration, loyalty, and respect

toward the leader, and they are motivated to do more

than they originally expected to do. According to

Bass, the leader transforms and motivates followers

by making them more aware of the importance of

task outcomes, inducing them to transcend their own

self-interest for the sake of the organization or team,

and activating their higher-order needs With

transformational leadership followers or employees

feel trust, admiration, loyalty and respect for leaders

and they are motivated to deliver expected

performance above their original performance.

According to the discussion in the previous sub-

chapter of the discussion, according to Bass the

transformational leader will be able to change and

motivate the employees below to realize the

importance of producing maximum performance,

encouraging employees to think beyond personal

interests in the interests of the organization and

forming professional attitudes of employees..

5 CONCLUSIONS

The result of aanalyses and interpretation of the

data indicate that: Leader-Member Exchange (LMX)

is positively related to performance. This means that

an increase in Leader-Member Exchange (LMX) has

a relationship with the performance of the staff of

the Education Office of Banten Province.

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