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Abstract
Penelitian ini bertujuan untuk menganalisis peran gaya kepemimpinan servant dan komunikasi
internal terhadap kinerja tim melalui kepercayaan organisasional pada tenaga kependidikan SMPIT
Darul Fikri Makassar. Permasalahan penelitian berangkat dari pentingnya kinerja tim tenaga
kependidikan dalam mendukung efektivitas organisasi pendidikan, yang dipengaruhi oleh praktik
kepemimpinan dan kualitas komunikasi internal. Penelitian ini menggunakan pendekatan
kuantitatif dengan desain eksplanatori. Data dikumpulkan melalui penyebaran kuesioner kepada
seluruh tenaga kependidikan dan dianalisis menggunakan Structural Equation Modeling–Partial Least
Squares (SEM-PLS). Hasil penelitian menunjukkan bahwa gaya kepemimpinan servant dan
komunikasi internal berpengaruh positif dan signifikan terhadap kepercayaan organisasional.
Kepercayaan organisasional juga terbukti berpengaruh positif terhadap kinerja tim. Selain itu, gaya
kepemimpinan servant dan komunikasi internal memiliki pengaruh langsung yang signifikan
terhadap kinerja tim tenaga kependidikan. Temuan penelitian ini menegaskan bahwa kepercayaan
organisasional merupakan elemen strategis dalam meningkatkan efektivitas kerja tim, serta
memperkuat peran kepemimpinan servant dan komunikasi internal dalam pengelolaan sumber
daya manusia pada organisasi pendidikan.
Keywords
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References
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References
Greenleaf, R. K. (1977). Servant leadership: A journey into the nature of legitimate power and
greatness. Paulist Press.
Hair, J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2019). A primer on partial least squares
structural equation modeling (PLS-SEM) (2nd ed.). Sage Publications.
Liden, R. C., Wayne, S. J., Zhao, H., & Henderson, D. (2008). Servant leadership:
Development of a multidimensional measure and multi-level assessment. The Leadership Quarterly, 19(2), 161–177.
https://doi.org/10.1016/j.leaqua.2008.01.006
Luthans, F. (2011). Organizational behavior: An evidence-based approach (12th ed.). McGraw-Hill.
Mayer, R. C., Davis, J. H., & Schoorman, F. D. (1995). An integrative model of organizational
trust. Academy of Management Review, 20(3), 709–734.
https://doi.org/10.5465/amr.1995.9508080335
Men, L. R., & Stacks, D. W. (2014). The effects of authentic leadership on strategic internal
communication and employee–organization relationships. Journal of Public
Relations Research, 26(4), 301–324.
https://doi.org/10.1080/1062726X.2014.908720
Northouse, P. G. (2021). Leadership: Theory and practice (9th ed.). Sage Publications.
Podsakoff, P. M., MacKenzie, S. B., Moorman, R. H., & Fetter, R. (1990). Transformational
leader behaviors and their effects on followers’ trust in leader, satisfaction, and
organizational citizenship behaviors. The Leadership Quarterly, 1(2), 107–142.
https://doi.org/10.1016/1048-9843(90)90009-7
Rivai, V., & Sagala, E. J. (2018). Manajemen sumber daya manusia untuk perusahaan (edisi revisi).
Rajawali Pers.
Robbins, S. P., & Judge, T. A. (2020). Organizational behavior (18th ed.). Pearson Education.
Shockley-Zalabak, P., Ellis, K., & Winograd, G. (2000). Organizational trust: What it means,
why it matters. Organization Development Journal, 18(4), 35–48.
Sugiyono. (2021). Metode penelitian kuantitatif, kualitatif, dan R&D. Alfabeta.
Yukl, G. (2013). Leadership in organizations (8th ed.). Pearson Education.