Title:
THE ROLE OF CHARISMATIC LEADERSHIP STYLE AND EFFECTIVE BEHAVIOR ON WORK MOTIVATION AND ITS IMPACT ON PERFORMANCE OF PIDIE GOVERNMENT HEALTH OFFICE

Authors:
Roni Ahmad, MukhlisYunus and Said Musnadi ,Indonesia

Abstract:
This study aims to measure the influence of charismatic leadership style and affective behavior on work motivation and its impact on the performance of the Pidie Government Health Office. The population in this study was all civil servants of the Pidie Government Health Office, as many as 1542 people. The sample was determined by the Slovin formula and it providedas many as180respondents. Structural Equation Modeling (SEM) was used as a method to determine the effect of all the variables. From the research results that have been described, hypotheses conclusions can be drawn are: Charismatic leadership style affects Work Motivation, Affective Behavior affects Work Motivation, Charismatic leadership style does not affect Organizational Performance, Affective Behavior affects the Organizational Performance, Work Motivation affects Organizational Performance, Work Motivation fully mediates the influence of Charismatic leadership style on Organizational Performance, and Work Motivation partially mediates the influence of Affective Behavior on Organizational Performance. These findings conclude that an increase in Charismatic leadership style cannot directly impact on increasing organization performance, but at the beginning, it would affect an increase in work motivation and then later would have an impact on increasing organizational performance. Meanwhile, the increase in Affective Behavior is said to be able to increase organizational performance either directly or through its effect on increasing work motivation. This means that this model is proven to be applicable to the Pidie government health office, namely by making improvements in charismatic leadership style and affective behavior, it will systemically affect the increase in work motivation and have an impact on organizational performance. For future researchers, it is hoped that they can develop this tested model by adding other variables such as job satisfaction, work environment, and workload, which are closely related to organizational performance.