MENJEMBATANI KEPEMIMPINAN INKLUSIF DAN KETERIKATAN KERJA: PERAN RASA AMAN PSIKOLOGIS DAN KOMITMEN ORGANISASIONAL AFEKTIF PADA PEGAWAI SEKTOR PUBLIK
DOI:
https://doi.org/10.22437/jmk.v15i02.55903Abstract
Abstrak
Penelitian ini bertujuan menganalisis pengaruh kepemimpinan inklusif terhadap keterikatan kerja pegawai sektor publik dengan rasa aman psikologis dan komitmen organisasional afektif sebagai variabel mediasi. Penelitian ini menggunakan pendekatan kuantitatif dengan desain cross-sectional. Sampel penelitian terdiri atas 191 pegawai JFU dan JFT pada enam Kantor Wilayah Organisasi Hukum Negara di Pulau Jawa. Data dikumpulkan melalui kuesioner daring dan dianalisis menggunakan Partial Least Squares Structural Equation Modeling (PLS-SEM). Hasil penelitian menunjukkan bahwa kepemimpinan inklusif tidak berpengaruh langsung secara signifikan terhadap keterikatan kerja. Namun, kepemimpinan inklusif berpengaruh positif dan signifikan terhadap rasa aman psikologis dan komitmen organisasional afektif. Selanjutnya, rasa aman psikologis dan komitmen organisasional afektif berpengaruh positif terhadap keterikatan kerja serta terbukti memediasi hubungan antara kepemimpinan inklusif dan keterikatan kerja. Temuan ini menegaskan bahwa kepemimpinan inklusif lebih efektif dalam mendorong keterikatan kerja ketika mampu membangun rasa aman psikologis dan memperkuat keterikatan emosional pegawai terhadap organisasi, khususnya dalam konteks restrukturisasi organisasi sektor publik.
Kata kunci: kepemimpinan inklusif; keterikatan kerja; rasa aman psikologis; komitmen organisasional afektif; sektor public
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