The Effect of Charismatic Leaders, Profession Attitudes toward the
Work Ethics of University Lecturers in Indonesia in the Facing of
Indutrial Revolution 4.0
Saepudin
1
, Burhanuddin Tola
1
, R. Madhakomala
1
, Hamidah
1
and Ika Kartika
1
1
Universitas Negeri Jakarta, Indonesia
Keywords: Charismatic Leaders, Profession Attitudes, Work Ethic, Industrial Revolution 4.0
Abstract: The study aims to determine and analyze the effect of charismatic leaders, profession attitudes on of the
work ethic of University Lecturers in Indonesia in the facing of Industrial Revolution 4.0. The method used
in this research is using survey The approach used in this study is correlation, respondents are 105 lecturers
with proportional sampling technique. Data were analyzed using regression and correlation techniques. The
results of data analysis using regression and correlation showed that, (1) there is the effect of direct
charismatic leaders on the lecturers work ethic, (2) there is the effect of direct profession attitudes on the
lecturers work ethic, and (3) there is the effect of direct charismatic leaders on the lecturers profession
attitudes. Implications of research efforts to improve the lecturers work ethic of the University in Jakarta in
the facing the era Industrial Revolution 4.0, the effectiveness of charismatic leaders must be increased, the
positive attitude of lecturers on their profession.
1 INTRODUCTION
The era Industrial Revolution 4.0 is characterized by
a comprehensive transformation of all aspects of
industrial production through the incorporation of
digital and internet technology with conventional
industries and integration of Cyber Physical System
(CPS) and Internet of Things and Services (IoT and
IoS) in to industrial processes. (Lavanya.Shylaja,
Santhosh, 2017).
Lifter and Tschiener stated that the basic
principle of industry 4.0 is to implement intelligent
networks, workflows, systems and the incorporation
of machines in the chain and production processes to
control each other independently. (Liffler and
Tschiesner, 2013), according to Prasetio and Sutopo,
that the Industrial Revolution 4.0 aims to improve
the competitiveness of each country's industry in the
facing a very dynamic global market. But on the
other hand is the challenge of the Indonesian people.
(Hadi Prasetio and Wahyudi Sutopo, 2018). As
stated by Wolter, there are 5 challenges from the
Industrial Revolution 4.0, namely: (1) information
technology security, (2) reliability and stability of
production machinery, (3) lack of adequate skills,
(4) no change in policy determinants, (5) ) loss of a
lot of work because of changing technology
automation services (Yahya, 2018).
Responding to the challenges of the industrial
revolution 4.0, strategic efforts are needed from all
components of the nation, in particular, the
government, academics and society to improve the
quality of Indonesia's human resources to have
competitiveness in the Industrial market.
The higher education is a strategic path in
improving the quality of human resources strived to
be managed professionally by building relationships
with the industrial world. As Jauhari and Thomas
stated, that the partnership between university and
industry through exchanging information and
research products has the potential to accelerate a
nation's economic growth (Vinnie, 2013: 239) in
meeting the needs and challenges of the Industrial
Revolution 4.0.
In meeting the challenges and demands of the
market needs of the industrial revolution 4.0
industry, University are strived to produce
independent, creative and innovative human
resources and be able to compete in industries
internationally. Suhaemi and Aedi, stated that efforts
to improve the management quality of tertiary
institutions in Indonesia began with improving
lecturer competency, but in reality, the planning,
Saepudin, ., Tola, B., Madhakomala, R., Hamidah, . and Kartika, I.
The Effect of Charismatic Leaders, Profession Attitudes toward the Work Ethics of University Lecturers in Indonesia in the Facing of Indutrial Revolution 4.0.
DOI: 10.5220/0009505507750781
In Proceedings of the 1st Unimed International Conference on Economics Education and Social Science (UNICEES 2018), pages 775-781
ISBN: 978-989-758-432-9
Copyright
c
 2020 by SCITEPRESS – Science and Technology Publications, Lda. All rights reserved
775

preparation and implementation of lecturer
competency management policies in Indonesia were
considered to be less concerned with industrial
market needs, ignoring student needs, managing
lecturer competencies has not been managed
properly, and various professional development
efforts of lecturers have failed. This condition
affects the low competence of lecturers. (Suhaemi
and Nur Aedi, 2016)
Lecturers are a strategic component in the
management of university. So that lecturers are
required to have a work ethic and a positive attitude
to the profession. But in practice, the work ethic of
the lecturer is still considered low, the low work
ethic of the lecturer influences the low overall
performance of the organization.
In the management of effective tertiary
institutions, the work ethic of the lecturer is a key
factor and determines the success of the quality of
graduates in accordance with the needs of the
industrial market, because lecturers are the leading
implementers of higher education activities.
Therefore lecturers are required to have a good work
ethic in carrying out their duties and functions in
accordance with the tri dharma of higher education.
Work ethic is work behavior to describe trust in
one's own business, work is God's calling, achieving
high achievements in work, hard work, discipline,
cooperation, obeying regulations and loving work.
(Christoph A. Schaltegger, Benno Torgler, 2009).
Many factors influence the work ethic of
lecturers, two factors are charismatic leaders and
professional attitudes. Charismatic leaders is a
leadership style that utilizes privileges in the aspects
of the leader's personality, giving rise to respect,
reluctance, obedience and admiration by followers
with a vision of leadership relevant to the needs of
followers. (Fatt, 2013).
The application of the charismatic leaders style
in managing higher education can arouse the morale
of lecturers. Apart from charismatic leaders as a
variable that influences the work ethic of lecturers,
other variables that influence the work ethic are
professional attitude variables. The profession's
attitude is a tendency to react positively or
negatively, happy or unhappy and support the
profession's duties. (Liakopoulou, 2011).
In an effort to improve the work ethic of the
lecturer, the lecturer is required to have a positive
attitude towards his profession, because the lecturer's
pleasure in his profession can arouse morale, hard
work, discipline, and strive to achieve high
achievements. To develop the work ethic of lecturers
in building academic character, emotional character
and lecturers' spiritual character can be done through
the application of effective charismatic leaders and
building a positive attitude towards the profession of
the lecturer.
The development of work ethics is an important
aspect in forming lecturers who have academic
character, emotional character and spiritual character
as an alternative to human resource management in
higher education in meeting the needs and
challenges of the Industrial Revolution 4.0.
Based on the above thoughts, it is important to
do research on the influence of charismatic leaders
and professional attitudes towards the work ethic of
university lecturers in the Jakarta area in Indonesia.
The problem in this study is (1) there is the
effect of the profession attitudes toward work ethic,
(2) there is the effect of charismatic leaders toward
profession attitudes, (3) there is the effect
charismatic leaders toward profession attitudes..
2 THEORICAL FRAMEWORK
2.1 Work Ethics
Work ethic comes from the Greek, originating from
the word "ethos" which means character or
character. The means of terminologically, ethos
means the characteristics, attitudes, habits, and
special beliefs about an individual or group of
people. (Madjid, 2010: 411).
Work ethic is the key in shaping employee
ethical behavior, fostering work ethics is an effective
way of improving organizational performance.
(Valentine, Godkin, Fleischman, Kidwell, R. 2011).
Work ethic is the basis of building a collective
mindset of a society or nation that is actualized in
the will to be responsible for controlling destiny,
seeking innovation and tenacity. (Jaya, 2017).
Weber as a popular thinker developed work ethic
thinking, according to Weber that Protestant ethics
has developed work is the path to salvation. The
basic concept of work ethics was initiated by Luther
and Calvin as the first thinkers in the history of
European civilization, establishing work culture
norms to have benefits for individual interests and
have positive moral values as a manifestation of
devotion to God. (Schaltegger, 2010).
According to Weber that Protestant reform had
produced radical changes in the Protestant belief
system about work in the 16th century. Before
reforms took place, work was considered a burden
and something to be avoided. The religious reforms
carried out by Luther and John emphasized that all
forms of work of any weight can elevate human
dignity. In fact, perseverance in work is a form of
high obedience to God in Christian teachings. The
essence of the Protestant Work Ethic is to respect
work, work can improve human status, work hard,
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776

feel satisfied in achieving achievements through
work and have a commitment to organization. (Peter
E. Mudrack, 1997). Weber, emphasizes that work
ethics is understood as a social norm by respecting
high efforts and dedication in work, "wasting time in
principle is the most deadly sin". Therefore, hard
work promises ethical compensation. Loving leisure
time is very detrimental to individuals who show
morality in their efforts is low. (Pedro Forquesato,
2016).
From the above thoughts, it indicates that the
essence of the ethos of work is hard work, respect
for time, passion for achieving high achievement,
work as a way to get to safety and a form of
devotion to God. In this Kaiyan. Meriac revealed,
work ethic can be measured from: (a) centrality of
work, (b) independence, (c) hard work, (e) morality /
ethics, (f) delay in gratification, (g) time
management, the importance of efficient use of time
. (Meriac, 2012). Wirawan stated, the work ethic
indicator is: work is work is a way to achieve
happiness, commitment to work, hard work is a
source of success, work is investment, time
management, ambition to excel, discipline, honesty,
avoid conflicts of interest, and believe that work
contribute to individual morals, welfare and justice.
(Wirawan, 2008: 58).
Based on the above thoughts, it can be stated that
work ethic is a work behavior that describes trust in
one's own business, work is God's calling, work
achieves achievement, hard work, tenacious, honest,
disciplined, responsible, independent.
2.2 Charismatic Leaders.
Charismatic leaders theory is influenced by Max
Weber's ideas. Charisma from the word charisma is
interpreted as authority; authority; the excess gift
from God to someone. (Breward, Langton, Robbins,
Judge, 2016: 389). The word comes from the Greek
which means "great inspired blessings", such as the
ability to do miracles or predict future events.
Charisma as a condition or talent that is associated
with the extraordinary ability of one's leadership to
arouse worship and admiration from the community
towards him, leadership attributes are based on the
quality of personality ". (Breward, Langton,
Robbins, Judge, 2016: 389) Weber uses the term
charisma to explain the influence of followers'
perceptions that leaders are blessed with
extraordinary qualities. (Weber, 2010: 58). In the
traditional paradigm, charisma means extraordinary
ability to influence and make followers obedient.
(Andrew Leigh, 2009: xii).
Charismatic leaders is based on the extraordinary
qualities that a person has as a person. Weber, states
that charismatic leaders is born from a social crisis, a
leader emerges with a radical vision that offers a
solution to overcome the crisis, followers trust
leaders as extraordinary people. (Gary Yukl, 2009:
291). According to Andrew Leigh, charismatic
leaders is able to influence others by utilizing
privileges because to identify the personal
attractiveness inherent in a person, the personality
qualities of charismatic leaders are a gift from God.
(Rival and Murni, 2009: 89).
Charisma is an attribute of the interactive process
between leaders and followers with the appearance
of someone who is considered charismatic, with
attributes: self-confidence, strong beliefs, calm
attitude, speaking ability, and vision of leaders
relevant to the needs of followers.
Some social scientists have formulated a newer
version of the theory to explain charismatic leaders
in organizations. (Pradhan, 2012) This
"neocharismatic" theory developed some of Weber's
ideas, but in other cases they have abandoned his
initial conception of charismatic leaders. (Rival and
Murni, 2009: 89). According to Conger and
Kanungo, followers of charismatic qualities, a leader
is jointly determined by his behavior, leadership
skills and aspects of the situation. (Gary Yukl, 2009:
291).
A leader who is classified as a charismatic type
generally has enormous authority over his followers.
The authority that emanates from him is a potential
he has brought from birth. Charismatic leaders have
supernatural power, (Max Weber, 1998: 58).
According to, Max Weber that the term charisma
will be of a certain form of personality apart from
ordinary forms and exceptionally special powers or
qualities. (Walid, 2010: 20). A charismatic leader is
a leader who is admired by many followers even
though these followers cannot always explain
concretely why the person is admired. Meanwhile,
Robert House, in Stephen Robbins, identifies three
characteristics of charismatic leaders, namely
extraordinary self-confidence, power, and
determination in the beliefs held. (Robbins, et. Al.
2009: 499-500).
Conger and Kanungo in Breward, Langton,
Robbins, Judge, stated that there are 4 main
characteristics of charismatic leaders, namely: (1)
Vision and articulation namely having a vision that
is stated as an ideal goal that proposes a better future
and is able to clarify the importance of
understandable vision by others, (2) Ready to take
personal risks which are ready to take high personal
risks, bear high costs, and be involved in self-
sacrifice to achieve vision, (3) have sensitivity to
followers 'needs and are responsive to followers'
needs and feelings, and ( 4) Unconventional
behavior that is involved in behavior that is
considered contrary to the norm. (Breward, Langton,
Robbins, Judge, 2016). Critics point out several
The Effect of Charismatic Leaders, Profession Attitudes toward the Work Ethics of University Lecturers in Indonesia in the Facing of
Indutrial Revolution 4.0
777

reasons why it is always desirable to have
charismatic leaders who occupy important positions
in private and public sector organizations. (Yukl,
2009: 296). In this connection Breward, Langton,
Robbins, and Judge, stated that the weakness of
charismatic leaders is that when organizations need
major change, charismatic leaders are able to inspire
followers to face the challenges of change, be
responsible for organizations when the crisis ends
and are believed to be able to make dramatic
changes. This is a weakness of charismatic leaders,
because of the charisma of the charisma of leaders in
inspiring followers to face change and their belief in
making dramatic changes. Charismatic leaders
cannot listen to their followers, become
uncomfortable when challenged by aggressive
followers, to make realistic changes. (Breward,
Langton, Robbins, Judge, 2016: 392).
From the above thoughts, it can be stated that
charismatic leaders is a leader who has the ability to
move other people by utilizing privileges in the
nature or aspects of the personality possessed by the
leader so as to generate respect, reluctance, and
obedience, admired by followers. Characteristics of
charismatic leaders, namely extraordinary high self-
esteem, power, and determination in the beliefs held.
2.3 Profession Attitude
Attitude is someone's readiness to act on
something." Bruno, states attitude is "a relatively
sedentary tendency to react in a way good or bad to
certain people or goods." (Muhibbin Shah, 2009:
120) Wirawan, states, "attitude can positive, and can
also be negative". (Sarwono, 2010: 103-104). A
positive attitude is the tendency of actions to
approach, like, expect certain objects. While
negative attitudes there is a tendency to stay away
from, avoid, hate, dislike certain objects. In this
regard Bruno in the Shah stated that, attitude
(attitude) is a relatively sedentary tendency to react
well or badly to certain people or goods. (Muhibbin
Shah, 2009: 120) According to Sukmadinata that,
attitude is a motivation because it shows a person's
interest in an object. Someone who has a positive
attitude towards something will show great
motivation towards it. (Sukmadinata. 2010:
34)According to Rita, Richard and Hilgard stated
that, attitude is the most central concept in social
psychology, attitude includes feeling like and
disliking, approaching or avoiding situations. The
attitude as a component of the system consists of
three parts. Beliefs reflect cognitive; affective and
behavioral component actions. (Atkinson, and
Hilgaid. 2001: 371) Mulyana specifies the
relationship between values, attitudes, motives and
encouragement. (Mulyana. 2009: 43). In line with
that, Rita K. baltus stated, "attitude is readiness to
act which concerns the mind and emotions" (Baltus,
2009: 97). According to Robbins that attitude is an
evaluative statement that is either beneficial or
unfavorable, regarding objects, people or events.
(Robbins. 2010: 138-139). Czerw and Grabowski,
stated that attitude refers to an individual who is
passionate in carrying out his professional duties and
views the profession as a respectable and respected
job. The attitude component consists of the affective,
cognitive, and behavioral aspects of the element,
including all types of individual feelings towards the
outside world (Czerw and Damian 2015).
From the above, it can be stated that the attitude
of the profession is the tendency to react positively
or negative, happy or unhappy and supporting the
profession's duties, including the dimensions of
cognitive, affective, and conative towards the
profession.
In the reality, lecturers' positive attitudes
influence student academic careers and lecturers'
academic careers, so to improve students' academic
careers and academic careers lecturers need to
develop positive attitudes of lecturers towards their
professions.
3 RESEARCH METHOD
The method used in this research is used survey
method that is doing direct research at a university in
Jakarta of Indonesia. Data collection tool used is
questionnaire. The research data was collected by
using the researcher developed questioner and given
to the sample from the population. The research
respondents are lactures University in Jakarta with
105 people and the sample is determined by using
cluster random sampling technique. The variable of
work ethic as dependent variable, while the variable
of charismatic leaders, profession attitudes as
independent variable.
Questionnaire of charismatic leaders, profession
attitude and work ethic model validated by product
moment correlation formula, while reliability is
measured by Alpha Cronbach formula. Data analysis
using simple correlation and regression techniques.
4 RESULT AND DISCUSSION
4.1 Results
1) The Effect of Charismatic Leaders Toward Work
Ethic
Based on the Anova or F-test, the F count is 11.247
with a significance level of 0.001. Since probability
UNICEES 2018 - Unimed International Conference on Economics Education and Social Science
778

(0,001) is much smaller than 0.05, the regression
model can be used to predict work ethic.
Table 1: Data Calculation
Model Sum of
S
q
uares
df Mean
S
q
uares
F Sig.
Regresion
Residual
Rotal
788.811
7224.104
8012.914
1
103
104
188,811
70.137
11.247 .001
Based on regression and linearity test result can
be concluded that linear regression of Y over X1
with regression equation is Ŷ = 90.851 + 0,310 x1.
Since the probability of an F test of 0.000 is
much smaller than 0.05, the regression model is
significant. This means that the charismatic leaders
does affect the learning work ethic.
From the calculation of simple correlation
coefficient between, X2 with Y obtained price r =
0,314. Because of the probability of 0.001 then P
<0.05, thus the null hypothesis which states the
simple correlation coefficient between X1 and X3 is
meaningful. Based on the above test results can be
concluded that the effect of charismatic leaders to
work ethic.
From the results of research shows that the effect
of charismatic leaders to Work ethic. The strength of
the relationship can be seen from the magnitude of
the coefficient of determination. Coefficient of
determination for charismatic leaders (X1) to work
ethic (X3) equal to 0,98. It can be interpreted that
9,8 % variation of work ethic is determined by
charismatic leaders. This means that the increase and
decrease of work ethic by 9,8 % can be explained by
charismatic leaders through simple linear regression
equation Ŷ = Ŷ = 90.851 + 0,310X1.
The research results can be understood, because
the charismatic leaders on work ethic will determine
the success of work ethic of the University lactures
in Jakarta.
2). The Effect of Profession Attitudes Toward Work
Ethic
Based on the Anova or Ftest, the Fcount is 11.247
with a significance level of 0.000. Since probability
(0,000) is much smaller than 0.05, the regression
model can be used to predict work ethic.
Table 2: Data Calculation
Model Sum of
S
q
uares
df Mean
S
q
uares
F Sig.
Regresion
Residual
Rotal
4020.630
3992.284
8012.914
1
103
104
4020.630
38.760
103.731 .000
Based on regression and linearity test result can
be concluded that linear regression of Y over X1
with regression equation is Ŷ = 56.220 + 0,573 X1.
Since the probability of an Ftest of 0.000 is much
smaller than 0.05, the regression model is
significant. This means that the profession attitudes
does affect the learning work ethic.
From the calculation of simple correlation
coefficient between, X2 with Y obtained price r =
0,708. Because of the probability of 0.000 then P
<0.05, thus the null hypothesis which states the
simple correlation coefficient between X1 and X3 is
meaningful. Based on the above test results can be
concluded that the effect of profession attitudes to
work ethic.
From the results of research shows that the effect
of profession attitudes to Work ethic. The strength of
the relationship can be seen from the magnitude of
the coefficient of determination. Coefficient of
determination for profession attitudes (X1) to work
ethic (X3) equal to 0,508. It can be interpreted that
50,8 % variation of work ethic is determined by
profession attitudes. This means that the increase
and decrease of work ethic by 50,8 % can be
explained by profession attitudes through simple
linear regression equation Ŷ = 56.220 + 0,573 X1
The reserch results can be understood, because
the profession attitudes on work ethic will determine
the success of work ethic of the University lactures
in Jakarta.
3).The Effect of Charismatic Leaders Toward
Profession Attitudes
Based on the Anova or F-test, the F count is 21.788
with a significance level of 0.000. Since probability
(0,000) is much smaller than 0.05, the regression
model can be used to predict profession attitudes.
Table 3: Data calculation
Model Sum of
Squares
df Mean
Squares
F Sig.
Regresion
Residual
Rotal
2136.074
7224.104
12234.248
1
103
104
2136.074 21.788 .000
Based on regression and linearity test result can
be concluded that linear regression of Y over X1
with regression equation is Ŷ = 64.380 + 0,509 X1.
Since the probability of an F test of 0.000 is much
smaller than 0.05, the regression model is
significant. This means that the charismatic leaders
does affect the learning profession attitudes.
From the calculation of simple correlation
coefficient between, X2 with Y obtained price r =
0,418. Because of the probability of 0.000 then P
<0.05, thus the null hypothesis which states the
The Effect of Charismatic Leaders, Profession Attitudes toward the Work Ethics of University Lecturers in Indonesia in the Facing of
Indutrial Revolution 4.0
779

simple correlation coefficient between X1 and X3 is
meaningful. Based on the above test results can be
concluded that the effect of charismatic leaders to
profession attitudes.
From the results of research shows that the effect
of charismatic leaders to Profession attitudes. The
strength of the relationship can be seen from the
magnitude of the coefficient of determination.
Coefficient of determination for charismatic leaders
(X1) to profession attitudes (X2) equal to 0,178. It
can be interpreted that 17,8 % variation of
profession attitudes is determined by charismatic
leaders. This means that the increase and decrease of
profession attitudes by 17,8 % can be explained by
charismatic leaders through simple linear regression
equation Ŷ = 64.380 + 0,509 X1.
4.2 Discussions
Based on testing of hypothesis X1 over X3, shows
that: (1) the effect of charismatic leaders toward
work ethic shown by coefficient of determination is
0.98. This shows that the variation that occurs in the
work ethic is 9,8 % can be explained by charismatic
leaders, through simple linear regression equation
which has been tested its significance.(2) the effect
of profession attitudes toward work ethic shown by
coefficient of determination is 0.508. This shows
that the variation that occurs in the work ethic is
50,8 % can be explained by profession attitudes,
through simple linear regression equation which has
been tested its significance, (3) the effect of
charismatic leaders toward profession attitudes
shown by coefficient of determination is 0.178. This
shows that the variation that occurs in the profession
attitudes is 17,8 % can be explained by charismatic
leaders, through simple linear regression equation
which has been tested its significance.
The reseacrh results can be understood, because
the charismatic leaders on profession attitudes will
determine the success of profession attitudes of the
University lactures of Jakarta in Indonesia.
The increased work ethic is a factor that
encourages the improvement of human resources in
Higher Education. This is because they are the main
implementers in managing higher education
institutions and education, research and development
after community service.
In the context of the 4.0 Industrial Revolution
which is different from the transformation that
produces a variety of industrial and digital
technologies with the internet and industry from
Cyber Physical System (CPS) and Internet of Things
and Services (IoT and IoS) into the industrial
process to assemble cyberspace with real world.
Therefore lecturers are required to be able to think
logically, creatively and innovatively by developing
academic abilities and spiritual abilities as a
manifestation of the development of work ethic.
The development of a work ethic can be done to
apply the charismatic leadership style and develop
innovative attitudes towards the profession.
Implication of charismatic leadership is an ideal
leadership style in the management of higher
education, by the essence of charismatic leadership
is to integrate aspects of academic intelligence and
spiritual intelligence of followers. While the
development will have a positive impact on the
increase in work, which can lead to increased
employment.
5 CONCLUSION
In general, we have managed to find about (1) the
effect of the profession attitudes toward work ethic,
(2) the effect of charismatic leaders toward
profession attitudes, (3) The effect of charismatic
leaders toward profession attitudes, therefore in
order to improve work ethic lecturer who has the
character of academic, spiritual characteristics and
emotional character in the face of the needs and
challenges of the Industrial revolution 4.0, can be
done through the implementation of charismatic
leaders that is effective and develop a positive
attitude lecturer to his profession through various
ideas and the strengthening of the effectiveness of
the leadership and the development of positive
attitudes lecturer .
ACKNOWLEDGEMENT
The researcher would like to thank the leaders and
staff of the Jakarta Muhammadiyah University of
who had helped in the completion of this research.
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