THE EFFECT OF SERVANT LEADERSHIP TOWARDS JOB SATISFACTION AND LECTURER’S ORGANIZATIONAL COMMITMENT AT DHYANA PURA UNIVERSITY

Abstract

This research has purpose to find out the influence of servant leadership on job satisfaction and organizational commitment of lecturers at Dhyana Pura University. The research sample consisted of 99 permanent lecturers at Dhyana Pura University. Technique of sample collection used the proportional sampling, and used the analysis of Structural Equation Modeling (SEM) with the partial least square (PLS) method. Research result showed that the servant leadership has a positive effect to the organizational commitment, the servant leadership has a positive effect to the job satisfaction and job satisfaction has a positive effect to the organizational commitment. Indicators of wisdom and emotional healing are two indicators of servant leadership with the highest average values above the average value of all indicators of servant leadership. Promotion opportunities and The work itself are two indicators of job satisfaction with the highest average value above the average value of all indicators of job satisfaction. The Leadership at Dhyana Pura University is expected to continue to maintain and improve the implementation of the values of servant leadership. KEY WORDS Servant leadership, job satisfaction, organizational commitment, public service. The success of an organization depends on the quality of its human resources because quality human resources are human resources that have optimal performance. Employee performance in general is influenced by two factors, namely internal and external factors. Employees who get job satisfaction usually have a good attendance record; have work commitment and better performance than employees who do not get job satisfaction. Employee dissatisfaction can be identified from the low productivity of employees, high absenteeism at work, and low organizational commitment (Sinambela, 2012: 255). Increasing employee commitment will also increase employee performance in the company. According to Shobirin (2016), one's commitment in an occupied field can support success in an area of work, but it is possible to be determined by other factors such as the level of competence, job satisfaction and professionalism. Employee satisfaction and organizational commitment are key elements in determining organizational performance and effectiveness (Rehman, 2012). Research conducted by Malik et al. (2010) found that job satisfaction has a significant and positive effect on organizational commitment. Employees who experience job satisfaction will show a positive relationship with the organization that leads to commitment. This theoretical relationship is supported by several empirical studies which also find that satisfaction has a positive and significant influence on organizational commitment (Pandey and Khare,