Inovasi Manajemen Desa: Analisis Gaya Kepemimpinan Paternalistik Di Lingkungan Masyarakat Tradisional

Rezkiawan Tantawi, Irwan Yantu, Srisetia Ningrum, Mohamad Zidan Hidayat Lapalanti, Allya Riska Putri Sampir

Abstract


Desa sebagai satuan pemerintahan terkecil tentunya juga membutuhkan inovasi agar bisa mendorong pertumbuhan ekonomi. Sehingganya praktik kepemimpinan yang tepat dapat memacu produktivitas desa. Gaya kepemimpinan paternalistik banyak ditemui di lingkungan masyarakat tradisional. Hal ini mendasari peneliti untuk menganalis apakah kepemimpinan paternalistik dapat mendorong perilaku inovasi pemerintah desa terutama dalam hal ini kepala desa sebagai pemimpin di wilayah tradisional. Penelitian ini melibatkan 100 kepala desa sebagai responden. Peneliti menggunakan tiga indikator gaya kepemimpinan paternalistik yang mencakup aspek kebajikan, otokratis, dan moralitas. Hasil analisis membuktikan bahwa dari ketiga indikator, kepala desa di Gorontalo sangat menonjolkan aspek kebajikan, aspek otokratis, dan aspek moralitas. Hal ini disebabkan posisi kepala desa yang berada di tengah masyarakat yang sangat menjunjung nilai-nilai kekeluargaan. Ketiga aspek ini sesuai dengan prinsip mo’odelo sebagai nilai kearifan lokal Gorontalo. Penerapan ketiga aspek kepemimpinan paternalistik juga terbukti berpengaruh pada inovasi manajemen dengan persentase sebesar 18,6%. Inovasi dalam pemerintahan desa terlihat pada aspek praktik, proses, dan struktur manajemen desa.

Keywords


Gaya Kepemimpinan Paternalistik; Inovasi Manajemen; Kepala Desa

Full Text:

PDF

References


Bakan, D. (1996). Origination, Self-Determination, and Psychology. Journal of Humanistic Psychology, 36(1), 9–20. https://doi.org/10.1177/00221678960361003

Birkinshaw, J., Hamel, G., & Mol, M. J. (2008). Management Innovation. Academy of Management Review, 33(4), 825–845.

Botutihe, M., Daulima, F., & Mohi, E. M. H. (2006). Mo’odelo: sifat dan perilaku pemimpin berdasarkan nilai lokal Gorontalo. Pustaka Gorontalo.

Cheng, B. S., Chou, L. F., Wu, T. Y., Huang, M. P., & Farh, J. L. (2004). Paternalistic leadership and subordinate responses: Establishing a leadership model in Chinese organizations. Asian Journal of Social Psychology, 7(1), 89–117. https://doi.org/10.1111/j.1467-839X.2004.00137.x

CHENG, M.-Y., WANG, L., & LESMANA, S.-D. (2013). THE RELATIONSHIP BETWEEN PATERNALISTIC LEADERSHIP AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR-THE MEDIATING EFFECT OF ETHICAL CLIMATE. International Journal of Research in Commerce & Management, 4(10), 108–117.

Chiesa, V. (2001). R&d Strategy & Organisation: Managing Technical Change In Dynamic Contexts (Series on). Imperial College Press.

Chun-Pei, L., & Bo-Chao, Z. (2014). The impact of paternalistic leadership on management innovation: an integrated model. Studies in Science of Science, 32(4), 622.

Eagly, A. H., & Wood, W. (1991). Explaining Sex Differences in Social Behavior: A Meta-Analytic Perspective. Personality and Social Psychology Bulletin, 17(3), 306–315. https://doi.org/10.1177/0146167291173011

Erlangga, F., Frinaldi, A., & Magriasti, L. (2013). Pengaruh Gaya Kepemimpinan Paternalistik Terhadap Motivasi Kerja Pegawai Dinas Sosial Dan Tenaga Kerja Kota Padang. Humanus, 12(2), 174–195.

Farh, J.-L., & Cheng, B.-S. (2000). A cultural analysis of paternalistic leadership in Chinese organizations. In J. T. Li, A. S. Tsui, & E. Weldon (Eds.), Management and organizations in the Chinese context (pp. 84–127). Palgrave Macmillan. https://doi.org/https://doi.org/10.1057/9780230511590

Fu, X., Li, Y., & Si, Y. (2013). The impact of paternalistic leadership on innovation: an integrated model. Nankai Business Review International, 4(1), 9–24. https://doi.org/10.1108/20408741311303850

Gu, Q., Tang, T. L. ., & Jiang, W. (2015). Does moral leadership enhance employee creativity? employee identification with leader-member exchange (LMX) in the Chinece context. Journal of Business Ethics, 126(513–529).

Haluti, D. (2014). Nilai-Nilai Kearifan Lokal “Pulanga” Untuk Pengembangan Karakter. Al-Ulum, 14(1), 211–228.

Harzing, A. W., & Van, J. R. (2019). Human Resource Management (Fifth Edit). SAGE Publications Ltd.

Hou, B., Hong, J., Zhu, K., & Zhou, Y. (2019). Paternalistic leadership and innovation: the moderating effect of environmental dynamism. European Journal of Innovation Management, 22(3), 562–582. https://doi.org/10.1108/EJIM-07-2018-0141

Kushandajani. (2015). INOVASI MANAJEMEN PEMERINTAHAN DAERAH DALAM PENANGGULANGAN KEMISKINAN DI KOTA PEKALONGAN. JIIP: Jurnal Ilmiah Ilmu Pemerintahan, 1(1), 49–58. https://doi.org/https://doi.org/10.14710/jiip.v1i1.791

Langley, A., Smallman, C., Tsoukas, H., & Van De Ven, A. H. (2013). Process studies of change in organization and management: Unveiling temporality, activity, and flow. Academy of Management Journal, 56(1), 1–13. https://doi.org/10.5465/amj.2013.4001

Lin, B., & Chen, S. (2021). Paternalistic Leadership and Enterprise Management Innovation: A Moderated Meta Analysis. E3S Web of Conferences, 253, 1–6. https://doi.org/10.1051/e3sconf/202125303041

Lionberger, H. ., & Gwin, P. . (1982). Communication Strategies: A Guide For Agricultural Change Agents. The Interestate Printers & Publisher.

Mansur, J., Sobral, F., & Goldszmidt, R. (2017). Shades of paternalistic leadership across cultures. Journal of World Business, 52(5), 702–713. https://doi.org/https://doi.org/10.1016/j.jwb.2017.06.003

Oldham, G. ., & Cummings, A. (1996). Employee creativity: personal and contextual factors at work. Academy of Management Journal, 39, 607–634.

Rochaety, E. (2013). Sistem Informasi Manajemen (2nd ed.). Mitra Wacana Media.

Sekaran, U. (2003). Research Methods For Business: A Skill Building Approach. John Wiley & Sons Incorporated.

Suhita, D. (2016). PERAN KEPEPIMPINAN KEPALA DESA TERHADAP PENERIMAAN INOVASI PERTANIAN. Transformasi, 29(1), 14–20.

Tarisayi, K. S. (2018). Traditional leadership and the Tokwe-Mukosi induced displacements: Finding the missing link. Jamba: Journal of Disaster Risk Studies, 10(1), 1–7. https://doi.org/10.4102/jamba.v10i1.592

Tian, Q., & Sanchez, J. I. (2017). Does paternalistic leadership promote innovative behavior? The interaction between authoritarianism and benevolence. Journal of Applied Social Psychology, 47(5), 235–246. https://doi.org/https://doi.org/10.1111/jasp.12431

Vagias, W. M. (2006). Likert-type scale anchors. Clemson International Institute for Tourism & Research Development, Department of Parks, Recreation and Tourism Management. Clemson University.

Wanasika, I., Howell, J. P., Littrell, R., & Dorfman, P. (2011). Managerial Leadership and Culture in Sub-Saharan Africa. Journal of World Business, 46(2), 234–241. https://doi.org/https://doi.org/10.1016/j.jwb.2010.11.004

Westwood, R. (1997). Harmony and Patriarchy: The Cultural Basis for “Paternalistic Headship” Among the Overseas Chinese. Organization Studies, 18(3), 445–480. https://doi.org/10.1177/017084069701800305

Wren, D. . (2005). The history of management thought. John Wiley & Sons Incorporated.

Yukl, G. (2006). Leadership in Organization. (6th edition) (6th ed.). Prentice Hall.

Zhao, S. (1994). Human Resource Management in China. Asia Pacific Journal of Human Resources, 32(2), 3–12. https://doi.org/10.1177/103841119403200202




DOI: https://doi.org/10.37479/jimb.v6i1.18981

Refbacks

  • There are currently no refbacks.


Creative Commons License
This work is licensed under a Creative Commons Attribution 4.0 International License.

Alamat Redaksi:

Fakultas Ekonomi Universitas Negeri Gorontalo

Jalan Jenderal Sudirman No. 6 Kota Gorontalo