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performed by Mr. SHH without considering the factors that exist in the field. In accordance with the leadership function Veithzal (2005), consultative function cannot be realized properly because Mr. SHH is less able to listen to employee input as a consideration in decision making. Decision-making is only self-defined by Mr. SHH; subordinates are excluded from providing suggestions, ideas, and considerations in the decision-making process. Leadership orientation is focused only to increase employee productivity with less attention to the feeling and the welfare of subordinates (Hasibuan, 2007). The Impact of the First Generation Leadership in the Growth of Human Resources Loyalty at PT. KPA. Loyalty is an asset to the company. Loyalty will arise if a leader is able to maintain comfort in his work environment. Comfort is the result of policies issued and implemented within the work unit that he leads. It is reflected in the leadership style of an employer. According to the journal of 'Relationship Leadership with Employee Loyalty to Superiors in HR Group PT. Bank DKI'(Wisesa, 2008), there is a real, positive, and strong correlation between leadership and employee loyalty of HR group of PT. Bank DKI. Thus, it is very important for leaders to apply the right leadership style so that employee loyalty can be maintained. Based on the results of research that has been done, the leadership of the first generation has a significant impact on the loyalty growth of human resources in PT. KPA Surabaya. It is indicated by the existence of data in the field which is known that almost 64% of employees have been working in 10 years and 40% of employees have been working over 21 years. According to 'How Employee's Loyalty Programs Impact Organizational Performance within Jordanian Banks?', employee loyalty is not merely in form of physical loyalty or existence in an organization, but it includes thoughts, concerns, ideas, and dedication provided entirely to the organization. Mr. SHH as the leader of the first generation affects employee loyalty by creating a sense of satisfaction, financial reward, work motivation, performance appraisal, training, and a conducive working environment. Therefore, it can be known that the leadership of Mr. SHH gives a significant impact on the
RJOAS, 1(73), January 2018 103 loyalty growth with the fulfillment of aspects of loyalty in the employees and human resources of PT. KPA. The Aspect of Obedience or Compliance on Human Resources of PT. KPA. According to Saydam (2000), the aspect of obedience is defined as the ability of an employee to obey all applicable official regulations and obey the official orders given by superiors who are authorized, and able not to violate the prescribed restrictions. In this case, the aspect of obedience to human resources of PT. KPA during the first generation of leadership is very high because the employees of PT. KPA are reluctant to the figure of (Late) Mr. SHH as the leader. The figure of (Late) SHH as a leader and a good role model become the holistic model illustration for employees of PT. KPA to always provide the best service for the