Kajian Meta-Analisis tentang Kepemimpinan Autentik dan Komitmen Organisasi

Abstract

This article examines the consistenty correlation between authentic leadership and organizational commitment by correction sampling error and measurement errors using meta-analytic technique. Research and development of organizational commitment theory has been carried more than 40 years, and an important factor to generate organizational commitment is authentic leadership. Organizational commitment is defined as the employee’s feeling of obligation to remain with the organization (Allen & Meyer, 1990); meanwhile, authentic leadership is a pattern of leader behaviour that draws upon and promotes both positive psychological capacities and a positive ethical climate, to foster greater self-awareness, an internalized moral perspective, balanced processing of information, and relational transparency on the part of leaders working with followers, fostering positive selfdevelopment (Walumba, Avolio, Gardner, Wersning & Peterson, 2008). The hyphothesis of this study is whether authentic leadership has a positive effect on the organizational commitment. The quantitative review included 20 studies from 20 articles obtained by accessing online articles. The result of the analysis showed that authentic leadership has a significant effect on organizational commitment.