Leadership Style toward Employee Performance Evaluation in Hotel

Industry

Aditya Pratomo

, Arief Zulkarnain

Hotel Management Department, Faculty of Economics & Communication,

Bina Nusantara University, Jakarta, Indonesia 11480

Keywords: Leadership, Employee, Department

Abstract: The purpose of this research is to determine whether there is any significant effect between job stress,

conflict and leadership together or partially on the Housekeeping Department employee performance of the

Gran Melia Jakarta, and to find out where the most dominant variable effect on employee performance. The

population in this study are all Housekeeping Department staffs at the Gran Melia Jakarta, which amounted

to 72 respondents. Meanwhile, in determining the number of samples, the author used simple random

sampling method taken only from the 42 respondents due to the limited amount of research time. The

methods of data analysis used multiple linear regression. Based on the results obtained: 1) Job Stress has no

effect to employee performance, 2) Conflict has no effect to employee performance, 3) Leadership style is

partially a significant correlation with employee performance, and 4) Job Stress, conflict and leadership

style simultaneously has significant effect on employee performance. The managerial implementation of

this research is providing the recommendation for Executive Housekeeper of Gran Melia Jakarta to develop

the leadership style; competencies of intelligence, motivation, insight and emotion for all Supervisor.

1 INTRODUCTION

The tourism sector is one of the leading sectors of

the Indonesian economy. In supporting the activities

of the sector, companies related to tourism, either

directly or indirectly of course have to prepare

ourselves so we can help the success of the mission

of the government. Hotel business is one of the

travel business operators should actively help the

government's efforts to promote an increase in the

contribution of the tourism sector. Maintaining

cleanliness and tidiness in the entire hotel is an

absolute, because the first impression whom the

guests who come to stay are related to the

cleanliness of the hotel area itself.

The business will conceivably battle to staff

existing and new hotels. Intensifying this

circumstance are the numerous other activity and

vocation alternatives that exist today, which means

any industry, including the hotel industry, needs to

vie for suitable human capital. (Brien, Thomas, &

Brown, 2017) The employee performance of such

job, it's not impossible happen stress upon the

employees themselves, and also may present a

conflict among housekeeping staffs itself, and this

means it can affect the performance of its

employees, also decrease the quality of service to the

guests who will be staying. It can be imagined what

happens when the housekeeping employee

performance decline due to stress and conflict in

misery. The purpose of this research is; 1) To

analyze the effects of job stress on employee

performance, 2) to analyze the effect of conflict on

employee performance, 3) to analyze the effect of

leadership style on employee performance, and 4) to

analyze simultaneously effect of job stress, conflict

and leadership style on employee performance.

2 LITERATURE REVIEW

2.1 Job Stress

Job stress has been deﬁned as a circumstance in

which a labour’s attributes connect with work

components to realize changes in his or her

physiological state which contrarily influence

working. An investigation of restorative ofﬁcers

announced that the precursors of employment push

were part issues, work over-burden, requesting

Pratomo, A. and Zulkarnain, A.

Leadership Style toward Employee Performance Evaluation in Hotel Industry.

DOI: 10.5220/0010011100002917

In Proceedings of the 3rd International Conference on Social Sciences, Laws, Ar ts and Humanities (BINUS-JIC 2018), pages 477-481

ISBN: 978-989-758-515-9

477

social contacts what's more, poor economic

wellbeing while the outcomes included turnover,

non-attendance, psychosomatic maladies, work

disappointment and burnout (Tongchaiprasit &

Ariyabuddhiphongs, 2016).

Excessive stress will cause changes in behaviour,

psychological, and emotional of an employee so as

to interfere with the employee performances

including the quality and quantity of job that will

ultimately affect the implementation or otherwise of

the company's objectives. From the theory by

Ivacevich (2016), which outlines internal factors

cause job stress are:

2.1.1 Political Organization

Activities politics and power struggles can create

friction, improve dysfunctional competition between

individuals and groups, and increased stress.

2.1.2 Organizational Culture

The personality of an organization formed mainly by

top executives.

2.1.3 Career Development Opportunities

Are Not Sufficient

Stressor career development opportunities which

may act as stressors when they become a source of

worry, anxiety and frustration.

2.1.4 Reduction in the Numbers of

Employees

Reduction in the number of employees is generally

associated with a reduction in human resources

through dismissal, attribution, transfer or early

retirement.

2.2 Conflict

In addition to the job stress, other factors that can

affect the employee performances, is the existence

of a condition of employment conflict in the job

environment. This conflict is caused by factors of

their different knowledge, organizational

commitment are lower, and the power-based

interests (Jalaludin, 2013). Nevertheless, the labour

conflict is felt important and very influential on the

employee performances in a company and must be

faced and known indicator by any manager of the

company. As according to Fusch (2015) which states

that if the conflict was managed properly can be a

positive influence for the organization; and if it is

not considered then a defect causes weakness and

failure in the organization. "In this case, the author

uses the theory of Mulki (2017), which revealed that

the indicators of impending conflict are as the

existence of a condition of potential opposition or

incompatibility. Where in this condition the

occurrence of any communication difficulties, and

the existence of a condition between the two or

number of employees whose jobs are

interdependent, who feel angry, who consider others

guilty, acted with the specific ways that can affect

their own performance as an indicator the

occurrence of a conflict in which they job. These

conditions include feelings, perception and actions

in which the conflict was rooted.

2.3 Leadership

Leadership is generally understood as a pattern of

behavior demonstrated leader in its leadership in

interacting with subordinates in order to achieve

organizational goals. The leader must be able to

move and directing subordinates to actualize all

forms of duties in terms of carrying significantly. In

this study, the authors take a couple of theories

about leadership from Buil (2018), who argued that

in order to become an effective leader and can

perform the functions of leadership well there are

several criteria, including: intelligence, ability

motivate subordinates, having an extensive

knowledge and authoritative, and emotional

maturity. To measure the performance of the

employee, Puck (2014), which revealed there was

some degree to which a person's success in

completing the job, which can be seen in the

indicator as an indicator which records the quality

and trustworthiness and the value range of

performance (from unsatisfactory to the outside

usual).

3 RESEARCH METHOD

3.1 Research Design

The design used is the that of the survey, an inquiry

held to ascertain facts - facts about the phenomenon

- a phenomenon present in society and seek

information more actual and systematic. In this

study, limited to three factors that are considered

important that job stress (X1), conflict (X2),

leadership style (X3) and its relationship with

employee performance (Y).

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3.2 Population And Sample

The study population in the Housekeeping

Department, Gran Melia Jakarta totaled 72 people,

while, in determining the number of samples using

the formula of Slovin, obtained results of 42

samples. Use simple random sampling technique,

where the number of samples taken only 42 due to

time constraints of the study.

3.3 Source of Data Collecting

The total population were 72 with the details to 16

people supervisor levels and 26 level of rank and

file. The samples were examined in this study to the

Housekeeping Department staffs, Gran Melia

Jakarta total of 42 people.

4 RESULT AND DISCUSSION

4.1 Simultaneous Hypotheses Test

To do test the first hypothesis, that is anticipated that

the variables of job stress, conflict and leadership

together significant effect on the employee

performance in Housekeeping Department of Gran

Melia Jakarta, it will be used by F-test.

Hypothesis I

H0: Suspected that the variables of job stress,

conflict and leadership together no significant effect

on the employee performances in the Housekeeping

Department of Gran Melia Jakarta.

Ha: It was alleged that the variables of job stress,

conflict and leadership together significant effect on

the employee performances in Housekeeping

Department of Gran Melia Jakarta.

Table 1. The Coefficient of F-Test Variables of X1, X2,

and X3 to Y ANOVA b.

Model

Sum of

Squares

Mean

Square

F Sig.

1 Regressi

931.674 3

310.5

15.6

.000

Residual 752.326 38

19.79

Total

1684.00

a. Predictors: (Constant), leadership, stress, conflict

b. Dependent Variable: performance

From the results of the above table, it is known that

the value of F obtained at 15.686 and ρ = 0.000.

Because ρ<0.05, it can be concluded that the

variables of job stress, conflict and leadership

together significant effect on the employee

performances in Housekeeping Department of Gran

Melia Jakarta. Thus, the hypothesis H0, alleged that

the job stress variables, conflict and leadership

together no significant effect on the employee

performances in the Housekeeping Department of

Gran Melia Jakarta rejected and Ha which reads

suspected that the job stress variables, conflict and

leadership jointly have a significant effect on the

employee performances in the Housekeeping

Department of Gran Melia Jakarta received. Thus

the first hypothesis proved to be true. Based on the

analysis above table are the value of R square

(coefficient) of 0, 554. That is a 55.4% contribution

of job stress, conflict and leadership variables on the

employee performances while the rest influenced by

other factors not examined in this study.

The results of this study reinforce the theory

advanced by Kensbock (2016) which mentions the

influence caused by stress on the performance of the

employee, in which excessive stress would cause the

employee frustrated and degrade performance.

Housekeeping Department of Gran Melia Jakarta as

one department that occupies position number two

with the number of employees the highest in

carrying out their daily duties, often experiencing

labor conflict that resulted in the emergence of

industrial relations unhealthy among employees and

between employees and superiors. Given this

unhealthy relationship, indirectly lead to the

emergence of direct job stress experienced by

employees. Stress caused by employees

characterized by the onset of symptoms experienced

by employees, such as: irritability, feeling lost time

at work, loss of confidence, and often bored with

their job. Conflict of job caused more often occur

due to frequent superiors wrong in interpreting job

to be done by their employees. In addition, because

many of the supervisors in the Housekeeping

Department of Gran Melia Jakarta does not have the

maturity to lead, having authoritarian nature in the

lead, so the conflict and friction often arises between

staff and employer. Their unhealthy organizational

climate also affects the working atmosphere in this

department. The organizational climate only

overview from one side of fault to the employees as

also a major factor in the emergence of conflict and

stress of work in this department. With the conflict,

job stress and also the leadership factor, it directly

affects the employee performances.

Leadership Style toward Employee Performance Evaluation in Hotel Industry

479

4.2 Partial Hypothesis Test

To test the hypothesis to two, that is anticipated that

job stress variables, labour conflict and leadership

partially significant effect on the employee

performances in the Housekeeping Department of

Gran Melia Jakarta, then the hypothesis testing will

be used t test.

Hypothesis II.

Ho: It was alleged that the variables of job stress,

conflict and leadership partially no significant effect

on the employee performances in Housekeeping

Department of Gran Melia Jakarta.

Ha: It was alleged that the variables of job stress,

conflict and leadership are partially significant

effects on the employee performances in the

Housekeeping Department of Gran Melia Jakarta.

Table 2. Regression Equations Variables of X1, X2, and

X3 to Y.

Model

Unstandardize

d Coefficients

Standardiz

Coefficient

Std.

Erro

Beta t Sig.

1 (Const

ant)

45.26

12.19

3.712 .001

Stress .096 .140 .081 .681 .061

Confli

-.090 .135 -.080 -.668 .062

Leade

rship

.442 .066 .742 6.669 .000

The T-test can be seen from the table above, where

the value of job stress variables of t = 0.681 and ρ =

0.061. The value of labour conflict variable of t = -

0.668 and ρ = 0.062. The leadership value variable

of t = 6.669 and ρ = 0.000. Because the value of ρ is

below 0.05 (ρ<0.05), then the hypothesis that Ho,

alleged that the variables of job stress, conflict and

leadership partially no significant effect on the

employee performances in Housekeeping

Department of Gran Melia Jakarta rejected, Ha,

alleged that the variables of job stress, conflict and

leadership are partially significant effect on the

employee performances in the Housekeeping

Department of Gran Melia Jakarta. Then the second

hypothesis proved to be true.

On the table in the value of B constant can also

45.261 means is if the job stress, labour conflict and

leadership ignored the value of the performance will

decrease by 45.261. The value B to the job stress of

0.096, meaning that is if every staff of all unit

increase in job stress will improve performance by

0.096. The values of conflicts of -0.090, meaning

each increase of one unit of labour conflict will

degrade performance of 0.090. The leadership value

of 0.442, meaning that is if every staff of the unit

increase in leadership will improve performance by

0.442. To employees should be linked to whether the

stress is caused by these pressures are still in a

reasonable state. The stress is too low actually

causing the employee not motivated to excel.

From the point of view of organization,

management may not worry if employees

experiencing mild stress, because at a certain level

of stress it will give a positive result.

As it is influenced by the job stress, then the

employee's performance Housekeeping of Gran

Melia actually is being accelerated and likely to

increase performance. Hotel job life erratic,

sometimes if the increased hotel occupancy,

housekeeping employee performance will be more

motivated, because the number of rooms and also

the task of maintaining the cleanliness of the

increasingly large volumes. But if the hotel

occupancy declined, consequently housekeeping

employees tend to become lazy and indirectly

degrade their performance. With the pressures of

party bosses, then it implies that their performance

will be accelerate and the housekeeping staff was

not too long complacent in their laziness. It will

come by the employees who are always ready to

work, although in any condition.

The leadership style is closely related to the

maturity in the field of work and maturity in the

psychological field (Brien, 2017). Revealed the

presence of several criteria properties required of a

leader, in order to perform its functions effectively,

namely: the level of intelligence, ability to motivate,

authority, insight, confidence, tolerance to stress,

sincerity and honesty, and emotional maturity.

As explained above, in performing daily duties in

the Housekeeping Department of Gran Melia

Jakarta, between the employee and his superiors, the

conflicts often arise that lead to the emergence of job

stress among employees, however, these two factors

do not significantly affect the employee

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480

performances (Karatepe, 2018). The onset of labor

conflict and stress often results from the leadership

style owned by the superiors. When the working

atmosphere becomes conducive, and often create

conflicts and frictions between employer and

employee, which can indirectly conflict and job

stress, where due to these two factors, may affect the

performance of its employees. Impact and friction

are often not responded wisely by superiors, but

often addressed arrogant. The boss often take action

to punish employees who are considered not follow

the rules that have been made by management,

where such penalties often lead to the dismissal of

the employee.

5 CONCLUSION

Based on the results of testing hypotheses about the

influence of Job Stress, Conflict and Leadership on

Employee Performance can be summarized as

follows:

Job Stress, Conflict and Leadership Styles

variables are simultaneously significant effect on the

Employee Performance variable.Leadership style is

partially significant effect on the Employee

Performance variable.While the variables of Job

Stress and Conflict as partial variables did not

significantly affect the Employee Performance

variables.There is no dominant variable, considering

only one variable that affects the variable is the

Employee Performance Leadership variable.

ACKNOWLEDGEMENTS

Thank you for Prof. Bahtiar Saleh Abbas as Vice

Rector V (Research) and to Mr. Dezie Leonarda

Warganegara, Ph.D. as the Dean of the Faculty of

Economics and Communication, as well as the Hotel

Management Lecturers who fully support for

accomplishment of this paper.

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