Model dan Strategi Pengembangan Kepemimpinan Perempuan untuk Keberlanjutan Perusahaan di BUMN

Abstract

Pemimpin perempuan adalah salah satu sumber daya organisasi yang perlu diperhatikan. Keberadaan perempuan sebagai pemimpin perusahaan saat ini bukanlah sekadar isu gender namun lebih pada isu bisnis, dimana kehadirannya perlu ditingkatkan dari sisi jumlah dan kualitas untuk mendorong keberlanjutan perusahaan. Penelitian ini mengisi kesenjangan dalam riset kepemimpinan yang dihubungkan dengan kinerja dan keberlanjutan perusahaan, dengan fokus penelitian pada kepemimpinan perempuan di BUMN. Tujuan penelitian ini adalah untuk menguji pengaruh kepemimpinan perempuan terhadap keberlanjutan perusahaan dengan mediasi kompetensi bisnis dan kompetensi organisasi. Didesain dengan menggunakan metode kuantitatif, penelitian ini menguji hipotesis menggunakan analisis multivariat dan pendekatan PLS-SEM, serta menggunakan software WarpPLS. Penelitian dilakukan pada pemimpin perempuan yaitu direksi BUMN dan anak/cucu perusahaan BUMN serta BoD-1 BUMN, menggunakan survei kepada seluruh pemimpin perempuan BUMN, dan diperoleh response rate sebesar 73%. Karakter kepemimpinan perempuan di BUMN adalah Kepemimpinan Perempuan Visioner (88%) dan Kepemimpinan Perempuan Organik (80%). Pemimpin perempuan visioner menunjukkan peran sangat baik sebagai pemain kunci organisasi. Mereka memiliki tingkat kekuatan jarak dengan staf yang baik, mampu mengambil keputusan, memiliki sumber komitmen/tanggung jawab organisasi serta memiliki leadership skill yang baik. Pemimpin Perempuan Organik memiliki leadership skill yang sangat tinggi/sangat baik. Mereka memiliki tingkat kekuatan jarak antara pemimpin dan staf, peran sebagai pemain kunci organisasi dan sumber komitmen/tanggung jawab organisasi yang tinggi/baik, serta cukup memiliki mampu mengambil keputusan. Berdasarkan analisis Structural Equation Model (SEM), hasil penelitian menunjukkan bahwa Kepemimpinan Perempuan Organik berpengaruh signifikan terhadap keberlanjutan perusahaan, sementara Kepemimpinan Perempuan Visioner tidak signifikan. Kompetensi Bisnis memiliki peran mediasi penuh pada pengaruh Kepemimpinan Perempuan Visioner terhadap keberlanjutan perusahaan, sementara Kompetensi Organisasi memberikan peran mediasi parsial. Penelitian menghasilkan model dengan nilai Q-squared (Q2) sebesar 0,771 untuk variabel laten endogen, atau menunjukkan relevansi prediktif variabel penjelas atau informasi yang terkandung dalam data adalah sebesar 77,1% dapat dijelaskan oleh model dan sisanya 22,9% dijelaskan oleh variabel lain di luar model dan error. Model pengembangan kepemimpinan perempuan untuk keberlanjutan BUMN dirumuskan dengan mendorong Kepemimpinan Perempuan Organik dan Kepemimpinan Perempuan Visioner dengan mediasi Kompetensi Bisnis. Sementara itu strategi pengembangan kepemimpinan perempuan dilakukan dengan menyiapkan komitmen manajemen, penguatan organisasi, enabler, program dan materi serta kesempatan penugasan bagi pemimpin perempuan. Program pelatihan disiapkan untuk program pengembangan kepemimpinan perempuan organik dan visioner dengan memperkuat kemampuan pemimpin perempuan dalam membangun sumber komitmen organisasi, leadership skill dan keterampilan pengambilan keputusan. Implikasi penelitian antara lain perlunya mengoptimalkan potensi kepemimpinan perempuan organik karena karakter kepemimpinan ini terbukti berpengaruh signifikan terhadap keberlanjutan perusahaan. Implikasi lainnya adalah mengoptimalkan kepemimpinan perempuan visioner dan meningkatkan kompetensi bisnis dan organisasi. Lebih lanjut implikasi praktis hasil penelitian ini dapat digunakan sebagai dasar penyusunan materi pengembangan kepemimpinan perempuan di BUMN. Keterbatasan penelitian adalah digunakannya karakter kepemimpinan perempuan dari studi pustaka dan tidak membandingkan karakteristik kepemimpinan perempuan dan laki-laki di BUMN. Hasil penelitian dapat menjadi rekomendasi untuk kebijakan pengembangan kepemimpinan perempuan bagi keberlanjutan perusahaan di BUMN.

Women leaders are one of the organizational resources to pay attention to. The presence of women as corporate leaders today was not just a gender issue but more of a business issue, where their presence needed to be increased in terms of quantity and quality in order to drive corporate sustainability. This research filled gaps in leadership research linked to corporate performance and sustainability, with a focus on women's leadership at Indonesian State-Owned Enterprises (SOEs). The aim of this research was to test the impact of women’s leadership on corporate sustainability through the mediation of business competence and organizational competence. Designed using quantitative methods, the study tested the hypothesis using multivariate analysis and the PLS-SEM approach, as well as using WarpPLS software. The research was conducted on female leaders in SOEs with the positions of women directors and BoD-1, using a census survey of all women leaders with a response rate of 73%. The characteristic of women leaders in SOEs were visionary women’s leadership (88%) and organic women’s leadership (80%). The visionary women leaders have shown excellent roles as key players in the organization. They had strong distance between leaders and staff, good decision making and a source of organizational commitment. The organic women leaders had very good leadership skills. They had a strong level of distance between leader and staff, were key players in the organization, and sourced high organizational commitment and responsibility, as well as sufficient decision-making ability. Based on the analysis of the structural equation model (SEM), the results showed that organic women's leadership had a significant impact on corporate sustainability, while visionary women's leadership was insignificant. Business competencies had a full mediation role in the influence of visionary women leadership on corporate sustainability, while organizational competencies provided a partial mediation. The research produced a model with a Q-squared (Q2) value of 0.771 for endogenous latent variables, or showed predictive relevance of the clarification variables or information contained in the data was as much as 77.1% could be explained by the model and the remaining 22.9% were explained with other variables outside the models and errors. The model of women's leadership development for SOEs sustainability was formulated by promoting organic women's leadership and women's visionary leadership with the mediation of business competence. Meanwhile, female leadership development strategies were carried out by preparing management commitments, strengthening organizations, the enabler, program and materials of the women’s leadership training, as well as the assignment towards women leaders. The development of women’s leadership was directed to organic and visionary women's leadership programs by strengthening the ability of female leaders to build organizational commitment, leadership skills, and decision-making skills. Implications of the research include the need to optimize the potential of organic women’s leadership because this character has proved to have a significant impact on corporate sustainability. Other implications were optimizing women’s visionary leadership, business and organizational competences. Further, practically the results of this research could be used as the basis for women's leadership development program at SOEs. The limitations of the research were the use of the leadership character of women which derived from the previous study and the research did not compare the characteristics of women's and men's leadership at SOEs. The results of the research could be recommendations for policy of women leadership development towards corporate sustainability at SOEs.