THE INFLUENCE OF TRANSFORMATIONAL LEADERSHIP, EMPLOYEE ENGAGEMENT, AND WORK STRESS TO ORGANIZATIONAL COMMITMENT HOUSE OF REPRESENTATIVE OF INDONESIA REPUBLIC (DPR RI) EXPERTS

Abstract

This study aims to improve the organizational commitment of staff at the DPR RI or known as main parliament in Indonesia, by analyzing (1) the direct effect of transformational leadership on organizational commitment, (2) the direct effect of employee engagement on organizational commitment, (3) the direct effect of work stress on organizational commitment, (4) direct effect of transformational leadership on work stress, (5) the direct effect of employee engagement on work stress, (6) the indirect effect of transformational leadership on organizational commitment through work stress, (7) the indirect effect of employee engagement on organizational commitment through work stress, (8) the indirect effect of transformational leadership to organizational commitment through employee engagement. In this study, the author uses a survey method in a quantitative approach with a sample of 325 respondents. The research data was obtained from distributing questionnaires and using Lisrel structural equation modeling (SEM) to analyze it. The results obtained are: (1) the transformational leadership direct effect on organizational commitment is significant, (2) the employee engagement direct effect on organizational commitment is significant, (3) the work stress direct effect on organizational commitment is in significant, (4) the transformational leadership direct effect on work stress is significant, (5) the employee engagement direct effect on work stress is significant, (6) the indirect effect of transformational leadership on organizational commitment through work stress is in significant, (7) the indirect effect of employee engagement on organizational commitment through work stress is in significant, (8) the indirect effect of leadership transformational on organizational commitment through employee engagement is significant. Findings, researcher suggested to create path, each from social support to organizational commitment and role conflict to organizational commitment. Social support and role conflict used as variables instead of work stress to measure organizational commitment. The work stress with medium level influences the organizational commitment positively. The Final model structure finds that the best model to measure organizational commitment in expert DPR RI was increasing transformational leadership through employee engagement as mediation.