Search

The urgency of this study stems from the multitude of leadership styles that have emerged over the last five years, leaving us uncertain about the most appropriate style to implement in oil palm plantation companies, particularly PT Perkebunan Nusantara III. The problem in this study is that manager performance and leadership vary greatly; some are highly influential and some have no influence. One way to improve manager performance is to apply leadership with heart. Therefore, there needs to be a study on the influence of leadership style with the heart on the performance of oil palm company managers. The anticipated findings aim to determine whether the heart leadership model has a significant impact on manager performance. The targeted output is the mandatory output of a reputable international journal, Scopus Q3, published in the Journal of Leadership Studies, SJR value 0.29, ISSN 1935-262X, and additional outputs of monograph books, international proceedings, and book rights. As for the technology readiness level, this study is included in the category of technology readiness level 1 with a target of technology readiness level 3, namely the formulation of the concept of the heart leadership model on manager performance. [ABSTRACT FROM AUTHOR]

As the highest leader in the plantation and factory, the manager controls both the positive and bad aspects of the plantation and factory. Understanding how leaders act and behave regarding their Heart, emotional intelligence, and spiritual intelligence, as well as how this relates to Performance, remains a rare phenomenon. Emotional and spiritual intelligence are directly associated with leading from the Heart. To address the gap in our understanding, this study examines the effect of a heart-centered leadership style on the productivity of oil palm plantation company managers. Previously, there has been little research on how this style relates to Performance. Indonesia's palm oil companies are pretty advanced and have cornered the global market. Applying heartfelt leadership is one technique to boost manager performance. This calls for research into how a compassionate leadership style affects the productivity of oil palm workers. This research makes use of the partial least squares technique. This study found that managers' Performance was unaffected by heartfelt leadership but that it did affect team members' happiness and company culture. When managers are happy, they perform better, but company culture has little effect. Leadership with the Heart indirectly affects manager performance through job satisfaction. [ABSTRACT FROM AUTHOR]

The oil palm plantation industry has been competitive in the face of the global economy. Competitive advantage can be created through employees and organizations. Work engagement is the primary antecedent of a successful organization. This study is to investigate work-family conflict, and personality traits that determine work engagement among oil palm plantation officers. Participants were 782 executive officers from 36 oil palm plantation estates. The Hierarchical regression analysis showed that work-family conflict and personality traits are predictors of work engagement. Work-family conflict and neuroticism traits are associated with a low level of work engagement. Meanwhile, extraversion trait, agreeableness trait, openness to experience trait, and conscientiousness trait are associated with a high level of work engagement. The demands of work, job resources, and personal resources contribute to work engagement. These findings could be a policy in balancing work-family and training programs to develop employment opportunities. [ABSTRACT FROM AUTHOR]

The COVID-19 pandemic impacted a decline in hotel occupancy rates in the hospitality sector worldwide, including in Indonesia. Therefore, hotel management and workers need innovation to attract customers by crafting their jobs and developing original and creative ideas. Moreover, employees' work engagement will also support the emergence of innovative behavior. This study aimed to explore whether work engagement moderates the relationship between job crafting and innovative work behavior among hotel employees. This research was conducted at one of the four-star hotels in Medan, with 109 employees chosen with a total sampling technique to participate in this study. The innovative behavior scale, the job crafting scale, and the work engagement scale were used to collect the data, which were then processed using the moderated regression analysis method with Process Macro Software. The results show job crafting has a significant positive effect on innovative behavior, and work engagement moderates the effect of job crafting on innovative behavior. Increasing innovative behavior can be achieved by increasing job crafting and work engagement in the organization. The implication of this study may assist the hotel management in assessing its employees and then implementing training on job crafting and work engagement to improve innovative behavior. [ABSTRACT FROM AUTHOR]