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Abstrak :
Akuntabilitas dapat memengaruhi bagaimana karyawan mengerjakan apa yang menjadi kewajibannya, dan pemimpin merupakan salah satu faktor penting yang dapat memotivasi karyawan berperilaku akuntabel. Penelitian ini bertujuan untuk mengidentifikasi proses timbulnya perilaku akuntabilitas karyawan melalui peran pemimpin dan peran individu yang dijelaskan berdasarkan asumsi pentingnya high-quality relationship. Studi kuantitatif dengan desain non-eksperimental ini melibatkan 279 karyawan dari sebuah Perusahaan Umum Daerah (PERUMDA) yang bergerak di bidang air minum. Reliabilitas masing-masing alat ukur yang digunakan berkisar antara 0,70-0,91. Hasil analisis menunjukkan bahwa: (1) psychological safety memediasi hubungan positif antara leader humility dengan employee accountability (ß = 0,04, bootstrapping 95% CI = [0,02, 0,08]) ; (2) formalisasi berdampak positif dalam hubungan antara psychological safety dengan employee accountability (ß = 0,19, p < 0,01) ; (3) efek tidak langsung dari leader humility terhadap employee accountability melalui psychological safety menjadi lebih kuat ketika tingkat formalisasi meningkat. Model penelitian ini mampu memprediksi sebesar 38% varians dari akuntabilitas karyawan. Hasil penelitian ini dapat memberikan kontribusi terhadap perkembangan ilmu pengetahuan mengenai akuntabilitas dan model kepemimpinan bahwa peran pemimpin yang mendukung dan peran individu dapat memicu timbulnya akuntabilitas karyawan. ......Accountability can affect how employees do their responsibilities, and the leader is one of the important factors that can motivate employees to behave accountably. This study aims to identify the process of employee accountability behavior that arising through the leader's role and the individual's role that is explained based on the assumption of the importance of high-quality relationships. This quantitative study with a non-experimental design involved 279 employees of a regional public company in drinking water sector. The reliability of each measuring instruments used are between 0.70-0.91. The analysis showed that: (1) psychological safety mediates the positive relationship between leader humility and employee accountability (ß = 0.04, bootstrapping 95% CI = [0.02, 0.08]) ; (2) formalization has a positive impact on the relationship between psychological safety and employee accountability (ß = 0.19, p < 0.01) ; (3) the indirect effect of leader humility on employee accountability through psychological safety becomes stronger when the level of formalization increases. This research model predicts 38% of employee accountability’s variance, and is able to provide contribution to the development of employee accountability and leadership models studies that supportive role of the leaders and the role of individuals are essentials in affecting employee accountability.

Abstrak :
Salah satu cara mencapai efektivitas kerja yang maksimal adalah memastikan karyawan memiliki akuntabilitas. Penelitian ini bertujuan untuk mengidentifikasi bagaimana proses terbentuknya akuntabilitas melalui peran pemimpin dan organisasi berdasarkan teori social exchange. Peneliti berhipotesis bahwa leader humility akan memunculkan persepsi karyawan terhadap perceived organizational support yang pada akhirnya akan memengaruhi pembentukan akuntabilitas karyawan. Penelitian dilakukan di sebuah perusahaan BUMN di wilayah Jabodebek dengan menggunakan survey secara daring dan convenience sampling untuk mengumpulkan responden. Penelitian ini melibatkan 145 karyawan yang bekerja secara work from home. Hasil analisa regresi Hayes simple mediation menunjukkan bahwa: (1) leader humility berhubungan positif dengan akuntabilitas karyawan; (2) leader humility berhubungan positif dengan perceived organizational support; (3) perceived organizational support berhubungan positif dengan akuntabilitas karyawan; dan (4) perceived organizational support secara signifikan memediasi hubungan positif leader humility dan akuntabilitas karyawan. Model tersebut mampu memprediksi sebesar 27% varians dari akuntabilitas. Hasil penelitian ini dapat memberikan kontribusi terhadap pengembangan ilmu terkait akuntabilitas bahwa proses pembentukan akuntabilitas karyawan dapat tercipta dari aspek pemimpin yang mendukung. ......One way of achieving work effectivity is by making sure employee have felt accountability. This study aims to identify the process of how felt accountability can be shaped from leader and organizational aspects. Researcher argue that humility showed by leader will elicit employee’s perceived organizational support which will eventually shaped employee’s felt accountability. This study is conducted in a BUMN company within Jabodebek area using online survey and convenience sampling to gather respondents. As result, 145 employees who works from home are involved. Result from Hayes’s regression analyses find (1) leader humility positively affect employee’s felt accountability; (2) leader humility positively affect perceived organizational support; (3) perceived organizational support positively affect employee’s felt accountability; (4) perceived organizational support significantly mediated the relationship between leader humility and felt accountability. This model predicts 27% of felt accountability’s variance and able to provide contribution to felt accountability’s studies that leader and organizational aspects are essentials in affecting felt accountability.