Values Taught in Military Institutions

Oct 13, 2025 by pynkocean.com 23 views

The Influence of Authoritarian Leadership on the Work Engagement of the TNI-AD Bintara and Tamtama Soldiers in the Kodam I/BB Region

Introduction

Work engagement is a crucial aspect of an individual's mental condition, characterized by feelings of excitement, dedication, and full involvement in their work. In the military context, particularly among the TNI-AD soldiers, high work engagement is vital. The characteristics of vigor (strength), dedication (dedication), and absorption are essential in the work environment, especially in demanding fields like the military. According to Schaufeli and Bakker (2003), soldiers typically exhibit high work engagement values, particularly in terms of dedication and vigor.

The Role of Leadership in Creating a Supportive Work Environment

Leadership plays a significant role in creating a supportive work environment. Researchers, such as Chan (2004), have shown that leadership in the military tends to be autocratic. This raises an interesting phenomenon where, despite authoritarian leadership dominating, soldiers still demonstrate a strong level of work engagement. This encourages researchers to investigate further the influence of authoritarian leadership on work engagement and assess the level of work engagement among TNI-AD Bintara and Tamtama soldiers in the Kodam I/BB region.

Methodology

This study employed a quantitative approach using simple regression analysis techniques, involving 360 TNI-AD Bintara and Tamtama soldiers as samples. The measuring instrument used included the Utrecht Work Engagement Scale (UWES), adapted from Schaufeli and Bakker's research (2006), and an authoritarian leadership scale compiled based on indicators of Sutikno (2014). The results showed a negative influence of authoritarian leadership on work engagement (F = 16,189; p < 0.05). Thus, the proposed hypothesis was rejected, implying that authoritarian leadership is not related to the level of work engagement among soldiers.

The Level of Work Engagement Among TNI-AD Bintara and Tamtama Soldiers

It is essential to note that the level of work engagement among the Indonesian Army and Tamtama soldiers in the Kodam I/BB region is classified as high. This shows that, despite leadership being authoritarian, soldiers are able to maintain their commitment and dedication to the task. Several factors can explain this, such as the need to achieve achievement, a culture of hard work (workaholic), and the values taught in military institutions.

Factors Contributing to High Work Engagement

Several factors contribute to the high level of work engagement among TNI-AD Bintara and Tamtama soldiers. These factors include:

Need for Achievement: Soldiers are driven by a strong desire to achieve and succeed in their tasks.
Culture of Hard Work: The military culture emphasizes hard work and dedication, which contributes to high work engagement.
Values Taught in Military Institutions: Military institutions teach values such as discipline, loyalty, and commitment, which are essential for high work engagement.

Conclusion

Although authoritarian leadership does not seem to contribute positively to work engagement, the high level of commitment among soldiers shows that there are other factors at play. This opens space for further research to explore how soldiers can remain motivated and committed even under authoritarian leadership. A deeper understanding of this dynamics can help in developing more effective leadership strategies in the military environment, as well as strengthening work engagement among soldiers.

Recommendations for Future Research

Future research should focus on the following areas:

Investigating the Role of Other Factors: Explore the role of other factors, such as need for achievement, culture of hard work, and values taught in military institutions, in contributing to high work engagement.
Developing Effective Leadership Strategies: Develop more effective leadership strategies that can enhance work engagement among soldiers, even under authoritarian leadership.
Strengthening Work Engagement: Identify ways to strengthen work engagement among soldiers, which can lead to improved job performance and overall well-being.

By exploring these areas, researchers can gain a deeper understanding of the dynamics of work engagement among TNI-AD Bintara and Tamtama soldiers and develop more effective strategies to enhance their work engagement.
Frequently Asked Questions (FAQs) About the Influence of Authoritarian Leadership on Work Engagement

Q: What is work engagement, and why is it important in the military context?

A: Work engagement is a positive mental condition where individuals feel excited, dedicated, and fully involved in their work. In the military context, high work engagement is crucial as it directly impacts job performance, overall well-being, and the success of military operations.

Q: What is authoritarian leadership, and how does it affect work engagement?

A: Authoritarian leadership is a style of leadership where the leader makes decisions without consulting others and expects obedience from their subordinates. Research suggests that authoritarian leadership can have a negative impact on work engagement, as it can lead to feelings of micromanagement, lack of autonomy, and decreased job satisfaction.

Q: What are the characteristics of work engagement, and how are they measured?

A: The characteristics of work engagement include vigor (strength), dedication (dedication), and absorption. These characteristics are measured using the Utrecht Work Engagement Scale (UWES), a widely used and validated instrument in the field of work engagement research.

Q: What is the Utrecht Work Engagement Scale (UWES), and how is it used in research?

A: The Utrecht Work Engagement Scale (UWES) is a self-report questionnaire used to measure work engagement. It consists of 17 items that assess the three dimensions of work engagement: vigor, dedication, and absorption. The UWES is widely used in research to study the antecedents and consequences of work engagement.

Q: What are the implications of this study for military leaders and policymakers?

A: The findings of this study suggest that authoritarian leadership may not be the most effective way to enhance work engagement among soldiers. Military leaders and policymakers should consider adopting more participative and empowering leadership styles that promote autonomy, job satisfaction, and overall well-being among soldiers.

Q: What are the limitations of this study, and what are the directions for future research?

A: This study has several limitations, including the use of a cross-sectional design and the reliance on self-report measures. Future research should aim to replicate these findings using more robust designs and methods, such as longitudinal studies and objective measures of work engagement.

Q: What are the practical implications of this study for military organizations?

A: The findings of this study suggest that military organizations should focus on developing more effective leadership strategies that promote work engagement among soldiers. This can be achieved by adopting more participative and empowering leadership styles, providing opportunities for skill development and career advancement, and promoting a positive and supportive work environment.

Q: How can military leaders and policymakers promote work engagement among soldiers?

A: Military leaders and policymakers can promote work engagement among soldiers by adopting more participative and empowering leadership styles, providing opportunities for skill development and career advancement, and promoting a positive and supportive work environment. They can also use the UWES and other validated instruments to measure work engagement and identify areas for improvement.