Volume 3 Number 7 July 2024 E-ISSN: 2963-2900 | P-ISSN: 2964-9048 https://jmi.rivierapublishing.id/index.php/rp
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The Influence of Transformational Leadership Style
and Work Motivation on the Performance of PT Tara's Outsourced Employees in the
Maintenance Work Unit of PT Bukit Asam Kertapati Pier
Unit
Satria Oktariadi1, Marlina
Widiyanti2, Muhammad Yusuf3, Agustina Hanafi4
1Student of Master Management, Sriwijaya
University, Palembang, Indonesia
234Lecturer of Magister Management, Economic Faculty, Sriwijaya University, Palembang, Indonesia
Email : [email protected], [email protected],
[email protected], [email protected]
Abstract
This study was conducted to determine the influence of
transformational leadership style and work motivation on the performance of PT
Tara's outsourced employees in the PT Bukit Asam Dermaga Kertapati Unit
maintenance work unit. The
population and sample in this study are all PT Tara's outsourced
employees in the PT Bukit Asam Kertapati Pier Unit maintenance work unit in
2023-2024, with as many as 33 employees using the census method. The results of
multiple linear regression analysis show that transnational leadership style
and work motivation have a positive and significant effect on employee
performance. In a
transformational leadership style, it is hoped that the role of the boss can
provide opportunities for employees to provide opinions. Work motivation: it is
hoped that the boss can provide fair input to employees so that fellow
employees can establish good relationships.
Keywords: Transformational Leadership Style, Work Motivation,
Employee Performance
Corresponding Author; Marlina Widiyanti
E-mail: [email protected]
INTRODUCTION
In
this modern era, many companies compete to become superior. This makes their
human resources their main focus. Qualified human
resources or employees will be able to put the Company on a competitive path or
can even become a leader in
competition. The low level of employee performance in a company can be seen in
the presence at the workplace caused by the lack of employee work discipline,
and the ineffective use of time in carrying out work is also said to be a low
level of employee performance (Yanti, 2022).�
In this
case, employee performance is a benchmark for organizations or companies to
assess their abilities productivity, and provide useful information for matters
related to employees. Employee performance is a very important thing in running
an organization to achieve its goals. Performance is a result achieved by
employees in their work according to certain criteria that apply to a job (Robbins, 2017). The success or failure of the implementation of
individual duties in an organization is determined by the performance it
achieves in a certain time.
PT Bukit Asam, Tbk, is part of the MIND ID mining
state-owned enterprise (BUMN) holding that is engaged in the field of coal mining. Until the end of 2022, the Company's
business network consists of 5 managed areas and 3 ports. The Company's coal
production mining business license (IUP) has a total management area of 65,632
hectares with resources of 5.85 billion tons and reserves of 3.02 billion tons
(https://www.ptba.co.id/).
PT Tara Anugerah Riszky Agung was established in 2008
and began commercial operations in 2008. The head office of PT Tara Anugerah
Rizky Agung is located at Jl. Dr. Hakim No. 1125 D Kel. Sei Pangeran Kec. Ilir
Timur I Palembang 30129 South Sumatra, Indonesia. PT Tara Anugerah Rizky Agung
and is the Manpower Supply of PT Bukit Asam Tbk. Based on the Company's
Articles of Association, the scope of the Company's activities includes the
Provision of Services and Property. At this time, the business activities carried
out by the Company are the Provision of General Control & Maintenance
Services, Cleaning Services, Labor Supply, Pest Control and Garbage, Security,
Parking, and Provision of Property (https://www.taragroup.co.id).
The
phenomenon that occurs based on the findings of the performance achievements of
employees is still not optimal. The researcher subsequently gathered data from
several employees and conducted a short interview; the results showed that
employees felt that their motivation to work was reduced. This was due to a
lack of appreciation for achievements so far, in addition to the role of
leaders in providing encouragement, coaching, or direction, which is
still relatively lacking, while this is very important in an
effort to improve performance.
METODE
This study uses a qualitative method with a
literature review approach. Literature review is a systematic, explicit and reproducible method to identify, evaluate and
synthesize research results and thought results that have been produced by
researchers and practitioners. The step in writing this review literature
begins with the selection of topics. Search libraries or sources to gather
relevant information from Google Scholar, CINAHL, Proquest,
Ebsco, or National Library databases. Determine
keywords or keywords for journal searches. After the data is collected, it is
then processed, analyzed and conclusions are drawn.
RESULTS
AND DISCUSSION
Results
of the Correlation Coefficient (r) and Determination Coefficient () Test Results
The
value of the correlation coefficient (r) between the independent variable and
the bound variable was 0.819 or 81.9%. This shows that the correlation or
relationship between the independent variable and the bound variable has a very
strong relationship level (in the range of 0.80 � 1.00),
as can be seen in Table 3.4. The value of the determination coefficient () of 0.670 shows that
the independent variables, namely transformational leadership style (X1) and
work motivation (X2), can explain the bound variable, namely employee
performance (Y), by 67%, while the remaining 33% is explained by other factors
that are not included in this study. 
Test
Results t
1)
The value of the variable
transformational leadership style (X1) is 4.664, and the significance value is
0.000, then the value of > is (4.664 > 2.042), or the value (Sig.) is
0.000 < 0.05. This means that the transformational leadership style has a
significant effect on the performance of employees at PT Tara in the
Maintenance Work Unit of PT Bukit Asam Kertapati Pier Unit. This proves that
the first hypothesis that transformational leadership style has a positive and
significant influence is acceptable.� 
2)
The value of the work motivation variable
(X2) is 3.209, and the significance value is 0.003, then the > value is
(3.209 > 2.042), or the value (Sig.) is 0.003 < 0.05. This means that
work motivation has a significant effect on employee performance at PT Tara at
the PT Bukit Asam Maintenance Work Unit Kertapati Pier Unit. This proves that
the second hypothesis of work motivation has a positive and significant effect
is acceptable.�
Discussion
The results of the analysis obtained in this study show that
transformational leadership style has a positive and significant effect on
employee performance, so that the first hypothesis can be accepted. The results of
this study are in line with the results of the research (Zgrzepski, 2022); (Kalsoom et al., 2022); (Arif
& Akram, 2022); (Mutholib & Ammy, 2022); (Paais & Pattiruhu, 2020);
(Shafi et al., 2020); (Lai & Tang, 2020); (Torlak & Kuzey, 2019); (Li et al., 2019); (Miao & Cao, 2019); (Wei &
Subhan, 2019); (Harb & Sidani, 2019); (Paoluccia et al., 2018) showed that the
transformational leadership style had a positive and significant effect on
employee performance.
Based on the respondents' responses to the
indicators, the boss gives employees the opportunity to give their opinions,
showing the lowest score. Based on a direct interview conducted by the author
with one of the employees, he said that the role of the boss at PT Tara in the
maintenance work unit of PT Bukit Asam Kertapati Pier Unit has not been able to
provide opportunities for employees to give their opinions. The boss only
performs his duties and responsibilities in accordance with the procedures set
by the Company. As employees, employees also want to be heard for their
opinions related to work so that they can carry out their work more comfortably
and in accordance with the provisions and rules set by the Company.
Respondents' responses to my indicators will show
respect for my boss, who has the highest score. PT Tara employees in the PT
Bukit Asam Pier Kertapati Unit maintenance work unit have been able to respect
their superiors at work regardless of age. Even though the superior is younger
than the employee, employees are able to place
themselves in respect and accept all decisions of their superiors.
The Effect of Work Motivation on the
Performance of PT Tara Outsourced Employees in the Maintenance Work Unit of PT
Bukit Asam Kertapati Pier Unit
The results of the analysis obtained in this study show that work
motivation has a positive and significant effect on employee performance, so
the second hypothesis can be accepted. The results of this study are in line
with the results of the research from (Pham et al., 2022); (Arianindita,
2021); (Tupti &
Arif, 2021); (Jayaweera,
2020); (Shahzadi et
al., 2020); (Parramatta
& Astika, 2020); (Nzewi et al.,
2020); (Paais &
Pattiruhu, 2020); (Kiruja &
Mukuru, 2020); (Cote, 2019); (Olusadum &
Anulika, 2018); (Supriyanto
& Mukzam, 2018); (Mfinanga,
2018) showed that work motivation had
a positive and significant effect on employee performance.
Based on respondents' responses to the indicator of
feeling comfortable with my coworkers, I showed the lowest score. This was said
by one of the respondents, who is an employee of PT Tara at the PT Bukit Asam
Pier Kertapati Unit maintenance work unit. The employee said that his current
work team is still not harmoniously established. There is still competition,
and some employees have ambition and lack the ability to blend with their
colleagues. This also causes a lack of good working relationships between
fellow employees.
Respondents'
responses to my indicators will provide good work results for the Company,
showing the highest value. PT Tara employees in the PT Bukit Asam Pier Unit
Kertapati Maintenance Unit will always try to provide work results that are in
accordance with the Company's expectations by providing good performance and
working earnestly to provide what the Company wants.
CONCLUSION
The transformational leadership style has
a positive and significant effect on the performance of PT Tara's outsourced
employees in the PT Bukit Asam Dermaga Kertapati Maintenance Work Unit. Work motivation has a
positive and significant effect on the performance of PT Tara's outsourced
employees in the PT Bukit Asam Kertapati Pier Unit maintenance work unit.�
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