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"Penelitian ini menggunakan pendekatan person-centered untuk mengetahui prevalensi profil kepemimpinan paternalistik serta melihat hubungan profil tersebut dengan akuntabilitas karyawan. Hal ini dilakukan dengan menggunakan role theory. Partisipan yang terlibat dalam penelitian adalah karyawan dalam organisasi manufaktur di Indonesia (N=393). Penelitian ini menggunakan Latent Profile Analysis (LPA) dalam mengidentifikasi profil kepemimpinan paternalistik dan menggunakan BCH method untuk melihat hubungan profil tersebut dengan akuntabilitas. Hasil penelitian menemukan bahwa ketiga dimensi kepemimpinan paternalistik memiliki korelasi positif yang signifikan dengan akuntabilitas. Kemudian, ditemukan bahwa profil kepemimpinan paternalistik dengan ketiga dimensinya memiliki nilai yang tinggi (Perfect Paternalistic Leader) merupakan prevalensi yang paling banyak ditemukan. Terakhir, penelitian ini juga menunjukkan bahwa kepemimpinan paternalistik memiliki tingkat akuntabilitas yang lebih tinggi dibandingkan dengan profil lainnya. Penelitian ini mengidentifikasi pentingnya pendekatan person-centered dalam mengeksplorasi hubungan kepemimpinan paternalistik dengan akuntabilitas. Implikasi teoritis serta praktis akan sajikan berdasarkan penelitian ini.

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This study using person-centered approach to determine the prevalence of paternalistic leadership profiles in Indonesia and explore their relationship with felt accountability. This study used role theory to explain this relationship. The theoretical model developed in this study was empirically tested on a manufacturing company in Indonesia (N=393). This research used Latent Profile Analysis (LPA) and BCH method to examine paternalistic leadership profiles and their relationship with felt accountability. This study found that all paternalistic leadership dimensions positively and significantly correlate with felt accountability. The result also showed that a paternalistic leadership profile that consists of high score in all paternalistic leadership dimensions (Perfect Paternalistic Leader) is the most dominant profile in this study. Lastly, this study found the Perfect Paternalistic Leader has a higher felt accountability score than other profiles. The current study indicates the importance of a person-centered approach to explore the relationship between paternalistic leadership and felt accountability. Theoretical and practical implications are provided based on the research findings."

"Penelitian ini diselenggarakan untuk mengetahui profil kepemimpinan paternalistik yang ditunjukkan oleh atasan karyawan dan hubungannya dengan kepuasan kerja karyawan. Teori pertukaran sosial digunakan untuk menjelaskan hubungan yang ditemukan. Penelitian dilakukan kepada karyawan perusahaan manufaktur di Indonesia (N=393) yang mayoritas beroperasi di Pulau Jawa. Data penelitian dianalisis menggunakan Latent Profile Analysis (LPA) untuk mengidentifikasi profil kepemimpinan paternalistik. Hasilnya, profil Authentic PL (57,25%) menjadi profil dengan prevalensi tertinggi diikuti oleh Virtuous PL (32,31%) dan Sufficient PL (10,43%). Ketiga profil kepemimpinan paternalistik yang ditemukan berhubungan signifikan dengan kepuasan kerja. Authentic PL merupakan profil dengan efek terkuat dalam hubungan tersebut dibandingkan profil lainnya. Impilkasinya, atasan di perusahaan perlu menerapkan gaya kepemimpinan Authentic PL guna meningkatkan kepuasan kerja karyawan. Penelitian ini berkontribusi untuk mengembangkan konstruk kepemimpinan paternalistik dengan menggunakan pendekatan person-centered dalam menjelaskan hubungan antara kepemimpinan paternalistik dan kepuasan kerja.

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This study was conducted to determine paternalistic leadership profile shown by the employee's supervisors and its relation to employee’s job satisfaction. Social Exchange Theory is used to explain the relations. Study’s participant was employees of manufacturing companies in Indonesia (N=393) mainly operating in Java. The research data were analyzed using Latent Profile Analysis (LPA) to identify paternalistic leadership profiles. The result shows that Authentic PL profile (57,25%) became the profile with the highest prevalence followed by Virtuous PL (32,31%) and Sufficient PL (10,43%). Those profiles were found to have a significant relationship with employee’s job satisfaction. Authentic PL is the profile with the strongest effect on that relation compared to others. Superiors in the company should apply Authentic PL leadership style to increase employee’s job satisfaction. This study contributes to the development of paternalistic leadership constructs by using person-centered approach in explaining the relationship between paternalistic leadership and job satisfaction."

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