THE EFFECT OF RESONANCE CHARACTER AND SERVANT LEADERSHIP ON

PERSONNEL WORKING ACHIEVEMENT IN THE POLICE STATE ACADEMY OF

REGIONAL POLICE CENTRAL JAVA WITH PROFESSIONALISM AS
INTERVENING VARIABLE
By:
Alexander Angga Harmawan1, Dr. Adi Indrayanto, M.Sc2, Dr. Negina Kencono Putri, M.Si,Ak3
Pascasarjana, Fakultas Ekonomi dan Bisnis, Universitas Jenderal Soedirman 2018
1
Pramarsarana, 2Pembimbing 1, 3Pembimbing 2

Email:
[email protected]

ABSTRACTION

This study aims to determine the influence of Resonance Character and Servant Leadership to
Working Performance of Police Personnel in State Police Academy (SPN) Central Java with
Professionalism as intervening variable. The sample of this study was amounted to 120
respondents by using Proportionate Stratified Random Sampling technique. Analysis method of
this research is by using analysis technique PLS (Partial Least Square) through SmartPLS
software. The results of the study indicate that Resonance Character has positive and significant
impact on Professionalism, Servant leadership has also positive and significant impact on
Professionalism, The positive and significant impact of Resonance Character on Working
Performance, Servant leadership has a positive and significant impact on Job Performance,
Police Professionalism has a positive and significant impact on Working Achievement, Police
Professionalism mediates the influence of Resonance Character to the work of performance and
that Police Professionalism mediates the influence of Servant Leadership on working
achievement.
Keywords: Resonance Character, Servant Leadership, Police Professionalism and Job
Performance.

A. INTRODUCTION
1. Background of Study
Police is a state apparatus that has duty and responsibility to serve public in maintaining
the security, order and law enforcement as it stated in Tri Brata where members of the Police will
always protect, protect and serve the community and the authority and obligation in accordance
with the basic task of Police according to the Law No. 2 of 2002 on the Indonesian National
Police, Article 13. Along with the development and changing times, the public's expectation on
police’s performance is higher. This requires that police performance to increase continuity year
by year to provide excellent quality services and more professional. Members of Police in State
Police Academy (SPN) Central Java in addition to carrying out their duties in terms of service to
the community and administrative tasks unity, also perform the duties as educators and
caregivers of the Student Formation and Development. By having that high burden of duty, the
police in SPN are expected to work and carry the job professionally.
The successful implementation of Police duties is also influenced by the leader who is
responsible for all the job implementation. Exemplary leadership when implemented will lead to
good results, but still the need for supervision of out-put and punishment in case of deviation
(Purwanto, 2016). Herujito in Prihatsanti and Wijayanti (2013) argued that the Police Institution
is a fraction of ABRI (Armed Forces of the Republic of Indonesia), characterized by military
culture and seniority that implicates its leadership into militaristic style, where its movement uses
a command system that depends on the position, high discipline demands and rigid and difficult
to accept criticism from subordinates. Military style is now changed to Police which embrace the
community to a new motto of protecting, protecting and serving the community (Law number 2
Year 2002).
Servant leadership within the Police is expected to improve the quality of service to the public in
order to improve the Police Professionalism services and established a harmonious relationship
between higher position or superiors and subordinates. A research indicates a positive
relationship in the application of Servant Leadership is able to reduce work stress on educators
Pusdik Binmas Police Banyubiru (Prihatsanti and Wijayanti, 2013). These results show that
Servant Leadership is able to improve the performance and commitment of Police members as
indicators of the Police Professionalism (Heryadi and Pujiastuti, 2013). Police Professionalism
becomes an element and motivation that contributes someone to reach high achievement.
Working performance is often identical with a person's ability that relates to commitment to the
profession. Professionalism in Police is expected to increase the Police Working Performance of
Indonesia Police members that eventually increase problem solving level in the community. The
professionalism itself becomes an element of motivation in contributing to work performance
(Kalbers and Fogarty in Marwan, 2015).
Based on the above description, the researchers are interested to conduct research on "The
Impact of Resonance Character and Servant Leadership to the Police Working Performance in
SPN Central Java with Professionalism as Variable Intervening"
2. Problem Formulation
Based on the above background it is formulated the problem of research as follows: whether
Character of Resonance and Servant Leadership Influence to the Police Working Performance
Personnel in SPN Central Java with Professionalism as intervening variable.
3. Research Objectives
The purpose of this study is to determine whether the Character of Resonance and Servant
Leadership affects to the Police Working Performance Personnel in SPN Central Java with
Professionalism as intervening variable or not. The benefits of this research are expected to
provide more information to practitioners in general and the Police in particular to enhance the
organizational character and implementation of Servant Leadership, which will improve the
Police Professionalism or Police Working Achievement.
B. REFERENCES
1. Working Achievement
In general, working performance can be interpreted as a result achieved in a job in accordance
with the required criteria. According to Nawawi in Irawan (2013) "Job performance is an
achievement of results in accordance with the rules and standards applicable to each work
organization. Based on Sunyoto’s concept (2015) Job Performance is the work achieved by a
person in carrying out the completion of the work assigned to him.
According to Flippo in Sunyoto (2015) the factors that can be measured in Job Performance are
as follows:
a. Working quality, relating to the timeliness, skills and personality in doing the job.
b. Working quality, relating to the giving of additional tasks assigned by superiors to
subordinates.
c. Reliability, with regard to attendance, holiday time and scheduled delays are presented in the
workplace.
d. Attitude, an attitude of employees that show how far their responsibility toward the attitude of
friends, superiors, and the level of cooperation in the completion job.
2. Professionalism
Hall (1968) argues that Professionalism deals with two important aspects of the structural and
attitude aspects. Structural aspects are part of the formation of training, establishment of
professional associations and the establishment of codes of ethics. While the attitude aspects
associated with the formation of the soul of professionalism (Hernawati, 2008).
According to Hall (1968) in Halim and Susilawati (2016) there are five dimensions of
professionalism, these are:
a. Devotion to the profession, Service dedication to the profession is reflected in the dedication
of professionalism by using the knowledge and skills possessed.
b. Social obligation is a view of the importance role of the profession and the benefits gained by
both society and professionals due to work.
c. Independence, independence is interpreted as a view of a professional person who must be
able to make their own decisions without pressure from others.
d. Belief in the rules of the profession is a belief that the most authorized to assess professional
work is a fellow profession, not an outsider who has no competence of science and their work.
e. Relationships with fellow professions are to use professional ties as a reference, including
formal organizations and groups of informal colleagues as the main idea in the work.
3. Resonance Character
The Resonance character of Resurrection comes from the Palapa Oath, Pancasila, Tribrata as a
life guidance and Chatur Prasetya as the guideline for Indonesian Police, 18 characters of
National Education, Dharma, Wise, Knight and others crystallized into 12 Character Resonance
Values. Based on the definition of Character from Alwisol (2010) Resonance character is the
depiction of behavior by highlighting the values of life in the Police to support duties as
Protector, Public Servant and Law Enforcement.
The source of Resident's Character living in the organization of Police is the Palapa Oath,
Pancasila, Tribrata as the life guidance and the Catur Prasetya as the guidelines for the work of
the Indonesian Police that has been crystallized into 12 Character of Resonance namely:
a. Believe and have faith to the Almighty God, Believe in the Almighty God with full confidence
and persistence of himself obeys all His commandments and avoids wrongdoing and sin.
b. Love the Nation. Loving the nation is a deep affection with all components of his nationality.
c. Democratic, Having principles of democracy.
d. Discipline, Discipline in this case is obedient law, leadership, obedient to orders or rules that
are officially considered binding confirmed by the authorities or government.
e. Hard Work and Intelligence, The meaning of hard work and intelligent means doing a job,
activity or work with a high spirit and persistent to something that is balanced with the power of
the heart.
f. Professional, Professional is doing a job that requires special skills to carry out their duties.
g. Simple, humility. The humble person sees others as God-created creatures with special
features.
h. Empathy, Empathy is a mental state that makes a person feel or identify himself in the same
state of feeling or mind with a person or a group.
i. Honest and Sincere, Honesty guided by conscience, in relation to that honesty can be
interpreted also as an action in accordance with the conscience, which is doing what it should be.
j. Fair, meaning equal, siding with the right and not acting arbitrarily.
k. Exemplary, Example means to emulate or being a good for example.
l. Integrity, integrity is the moral superiority and identity and consistent action in accordance
with the values and codes of ethics, responsible, honest, true, reliable, faithful and committed.
4. Servant Leadership
Servants Leadership prioritizes members, empowers and helps them develop their full
personal capacity. Servant leadership is a type or model of leadership developed to overcome
leadership crises in the form of declining members confidence in the exemplary leader.
(Mukasabe, 2004). Servant Leadership from Laub (1999) is an understanding and leadership
practice that prioritizes the development of subordinates rather than the interests of the leader.
Barbuto and Wheeler (2006) modify Servant Leadership behavior to 8 Aspects, they are:
a. Altruistic calling: putting the interests of others above their own interests and committed to
work hard to meet the needs of his subordinates.
b. Emotional healing: improves and restores subordinate morale from trauma or suffering.
c. Wisdom: recognize environment signs easily, understand the situation and understand the
implications of the situation.
d. Persuasive mapping: skills to map issues and conceptualize the probability of occurrence and
articulate opportunities.
e. Organizational stewardship: prepares organizations for a positive contribution to their
environment through community service and community development programs.
f. Humility: humble as well as placing and rewarding other’s achievements more than the
achievements themselves.
g. Vision: invites members to determine the future direction of the organization and write a
shared vision.
h. Service: shows his service behavior to subordinates.
5. Development of Research Model
1. H1: Resonance Character affects Police Professionalism.
2. H2: Servant Leadership has an effect on Police Professionalism.
3. H3: Resonance Character affects Police Staff Performance.
4. H4: Servant Leadership has an effect on the performance of Police Staff.
5. H5: Police Professionalism has an effect on Police Working Achievement.
6. H6: Police Professionalism mediates the influence of Resonance Character Resonance to the
Police Working Achievement.
7. H7: Police Professionalism mediates the influence of Servant Leadership on Police Working
Performance.
Based on the theory and previous research results which have been described to underlie
this study, and then developed a research model such as the following figure:

Figure 1 Thinking Framework

C. Research Methods
This research is an associative research with quantitative descriptive approach. The object
of this research is Police Working Achievement, Police Professionalism, Character of Resonance
and Servant Leadership. The population in this study is all members of the National Police
Teachers who have passed the certification of the National Police Teachers in SPN Central Java
those with non-commissioned officer, First Officers and Middle Officers amounting to 172
people. To determine the number of samples this study used the statistical formula of the
Yamane approach in Ferdinand (2006: 227):

Where:
n = number of samples
N = total population
d = margin of error or maximal error that can be tolerated in this study is 5%, with a value of N =
172 people and d = 5%, then:
In the process of sampling using the technique of Proportionate Stratified Random
Sampling is a sampling technique used when population has members who are not homogeneous
and stratified (Purwanto, 2010). Of the 120 required samples taken at each rank level of 30.3%
was then obtained for the non – commissioned Officers, first and middle Officers are 40 each.
Types and Data Sources
Data used in the research are primary and secondary data. Primary data of this research comes
from questionnaires filled by respondents. While the secondary data used in this study comes
from the archive or report from officer at SPN Central Java, the data of police officer teaching at
SPN Central Java, as well as other things that related to research.
Method of collecting data
The methods of data collection in this study use Questionnaire and Library Studies.
Variable Measurement
The measurement of variables uses Likert scale, (Umar, 2002)
Descriptive Statistics Analysis
The type of descriptive statistics used in this study is index analysis (Ferdinand, 2011: 289).
Scoring techniques conducted in this study is a minimum of 1 and maximum of 7.
Index value = {(% F1x1) + (% F2x2) + (% F3x3) + (% F4x4) + (% F5x5) + (% F6x6) + (%
F7x7) / 7
Where:
a. F1 is the frequency of respondents who answered 1 of the scores used in the questionnaire.
b. F2 is the frequency of respondents who answered 2 of the scores used in the questionnaire.
c. And so on up to F7 for who answered 7 of the scores used in the questionnaire.
By using the three-box method, the range of 90 was divided by 3 so as to produce a range of 30
that will be used as the basis of interpretation, as follows (Ferdinand, 2011: 292):
10.00% - 40.00% = Low
40.01% - 70.00% = Medium
70.01% - 100% = Height
D. Data Analysis Method
1. Data Analysis Technique
Data analysis in this study uses WarpPLS 5 software, PLS (Partial Least Square) is a variance-
based structural equation analysis (SEM) that can simultaneously perform measurement models
test as well as structural models test.
2. Measurement Model
a. Measurement Model (Outer Model)
The outer model is used to assess the validity and reliability of the model. The following will
describe the validity and reliability of the instrument test.
1) Test of validity
The indicator is considered valid if it has an AVE value above 0.5 or shows the entire outer
loading variable dimension has a value> 0.5 loading so it can be concluded that the measurement
meets the criteria of convergent validity. The AVE formula (average variance extracted) can be
formulated as follows:
2) Test of reliability
Further test of reliability can be seen from the value of Cronbach's alpha and the value of
composite reliability coefficient (ρc). To say one is a reliable statement item, the Cronbach's
alpha value must be> 0.7 and the composite reliability value should be> 0.7. Calculated by the
following formula:

b. Structural Model (Inner Model)

After evaluating the outer model of the latent variable measurement model, the next step is the
evaluation of the structural equation model (inner model) that explains the effect of the latent
independent variable on the latent variable dependent. There are two basic evaluations:
1) Model fit test (fit model)
In this model fit test (fit model), there are 3 test indices, average path coefficient (APC), average
R-squared (ARS), and average variances factor (AVIF) with APC and ARS criteria accepted
with p-value < 0.1 and AVIF is smaller than 5.
2) The significance and massive influence of independent latent variables.
This test is to find out the magnitude of each independent latent variable by looking at the
coefficient of path analysis (path coefficient). Independent latent variables are significant if the
value of beta (β) on path coefficients is positive and P values <0.05.
3) The coefficient of determination R2
The inner model is evaluated by looking at the percentage of variance described by the value of
R2 for the dependent variable that using the Stone-Geisser Q-square test size and also looking at
the magnitude of its structural path coefficient.
3. Hypothesis Testing
Hartono (2008) in Jogiyanto and Abdillah (2009) T-table and T-statistic score test. If T-statistic
is higher than T-table value, the hypothesis is supported or accepted. In this study for a 95
percent confidence level (alpha 95 percent) then the T-table value for the one-tailed hypothesis
is> 1.68023.
E. RESEARCH RESULT AND DISCUSSION
1. Description of Research Variables
Resonance character variable
Tabel 1. Result to the index variable of resonance character:
Character indicator Frequent respond to the resonance Average index
Resonance character character of resonance
character
1 2 3 4 5 6 7
Average 85,85
Source: primary data processed 2017
 From the table 1 above can be concluded that the value of highest index is in Believe and
Have a Faith to the God indicator with 88,33 (high). Furthermore, the sixth indicator,
Professionalism, is in the lowest index with only 81,79, whereas, still considered high category.
Variabel Servant Leadership (SL)
Tabel 2. Result for calculating the variable of index of Servant Leadership
Indicator Servant Leadership Frequent answer of the Average
respondents to the Servant index of
Leadership Servant
Leadershi
p
1 2 3 4 5 6 7
Average 84,91
Source: Primary data processed, 2017
The highest value of index is in vision indicator (SL7) which invites members to determine
the future organization and write down vision with index is 87,14 (high). Meanwhile, the third
indicators which is Wisdom, understand situation and its implication, and the fifth indicator is the
lowest index value with 84,40 each.
Police Professionalism Variable
Tabel 3. The result of Police Professionalism variable value:
Professionalism Indicator Frequent respond to the Average of
professionalism professionalism
index
1 2 3 4 5 6 7
Average 84,42
Source: Primary data processed, 2017
The highest index value to the second indicator is the believe to standard profession in the
fourth of questioner items, and the fifth is affiliation along with the fellow members and
organization commitment in the eight questioner item. Meanwhile, the obligation of the item 5
has the lowest value which is 81, 55.
Working Achievement Variable
Table 4. The result of Working Achievement Variable index value:
Working Achievement Frequent respond to the Working
indicator professionalism achievement
1 2 3 4 5 6 7 index
Average 86,13
Source: primary data processed, 2017
The highest index value is on the 1st indicator of Work Quality of the 1st questionnaire item,
with an index score of 88.57 and Attitude in this case is item 6 that has the lowest index value of
82.98 but is still included in the high category. This would also mean that members of the Police
in SPN Central Java can work together with fellow members of the Indonesian Police although
from different staff or unity.
F. Data Analysis
Data processing technique uses SEM method which based on Partial Least Square (PLS)
required 2 stages to assess the Fit Model from a research model (Ghozali, 2011).
The stages are as follows:
1. Assessing the Outer Model or Measurement Model
According to Chin, 1998 (in Ghozali, 2011) for a preliminary study of measurement
development scale values of 0.5 to 0.6 are considered sufficient.
a. Discriminated validity
The model has high discriminated validity if the AVE root for each variable is greater than the
correlation between the constructs (Ghozali, 2011). The indicator is considered valid as it has an
AVE value above 0.5 (> 0.5).
Table 5. Average Variance Extracted
Tabel 5. Average Variance Extracted

Variabel Average Variance Extracted (AVE)

Source: primary data processed 2017.

Based on the table 4.9 it can be concluded that the root value of AVE is > 0.5, this indicates that
all models variables are estimated to meet the criteria of Discriminated validity.
b. Cross loading
From Cross loading table it can be seen that each correlation variable with indicator is higher
compared to that variable correlation with other indicators.
Table 6. Cross loadings
Table 6. Cross loadings

Job Performance Professionalism Resonance Character Servant Leadership

(PK) (PR) (KB) (SL)

Source: primary data processed, 2017.

c. Discriminated validity
The model has high discriminated validity if the AVE root for each variable is greater than the
correlation between the constructs (Ghozali, 2011). The indicator is considered valid if it has an
AVE value above 0.5 (> 0.5) so it can be concluded that the measurement meets the criteria of
convergent validity.
Table 4.9. Average Variance Extracted
Variabel Average Variance Extracted (AVE)

Source: primary data processed 2017.

Based on table 4.9 it can be concluded that the root value of AVE> 0.5, this indicates that all
variables in the model are estimated to meet the criteria of Discriminated validity.
d. Reliability
Reliability testing is used to measure the value between variables whether they have good
reliability or not. When all research variables have values above 0.70 (Nunnaly, 1996) Thus it
can be concluded that all variables have good reliability. Reliability test can be seen from the
value of Cronbach's alpha and the value of composite reliability coefficient (ρc). To say a
reliable statement item, the Cronbach's alpha value must be > 0.7 and the composite reliability
value should be > 0.7.
Table 4.10. Composite Reliability and Cronbach's alpha
Variabel Composite Reliability Cronbach's alpha
Source: primary data processed 2017.
From the table above can be seen that the value of composite reliability and Cronbach's alpha of
each variable is> 0.70 thus it can be concluded that all variables have good reability.
2. Testing of Structural Model (Inner Model).
After evaluating the outer model, the latent variable measurement model, the next step is the
evaluation of the structural equation model (inner model) which explains the effect of the latent
independent variable to the latent dependent variable. Inner model or structural model testing is
performed to see the relationship between variables, significance value and R-square of the
research model.
Figure 2 Structural Model

a. Coefficient of determination R2
The structural model (Inner model) is evaluated by looking at the percentage of variance
explained by the value of R2 for the dependent variable using the Stone-Geisser Q-square test
size and also looking at the magnitude of its structural line coefficients. If the result yields a
value R2 is greater than 0.2 then it can be interpreted that the latent predictor has a major
influence on the structural level.
Table 4.11. R-Square value
R-Square variable
Variabel R-Square

Source: primary data processed 2017.

Table 4:11 above shows the value of R-square for the variable Work Achievement (PK) is equal
to 0.770. These results indicate that the predictor variable (Resonance Character (KB) and
Servant Leadership (SL), and Police Professionalism (PR) have a great influence on the latent
variable (Job Performance (PK)) of 77.00%. meanwhile, the 23% influenced by other variable
has not examined in this research.
Furthermore, the variables of Police Professionalism (PR) can be influenced by Resonance
Character Variable (KB) and Servant Leadership Variable (SL) of 0.681. The result shows that
predictor variable (Resonance Character (KB) and Servant Leadership (SL) have a big influence
on latent variable (Police Professionalism (PR) that is equal to 68,00%. Meanwhile, the 32%
influenced by other variables are not examined in this study.
b. Fit Model test (fit model)
In this Fit Model test, there are 3 test indices, average path coefficient (APC), average R-squared
(ARS), and average variances factor (AVIF) with APC and ARS criteria accepted with p-value <
0.1 and AVIF is smaller than 5.
Table 4.12 Fit Index Goodness
Source: data processed in 2017
The result of the calculation is that the Average Path Coefficient (APC) of 0.358 with P <0.001,
the Average R-squared (ARS) is 0.726 with P <0.001, the Average adjusted R-squared (AARS)
0.726 with P is <0.001, and the Average block VIF (AVIF) value is 3.710. Based on these values
it is stated that the structural model has an equality to the data or meet the fit model, because
APC, ARS and AARS have a value of P <0.001, and the value of AVIF smaller than 5. While
the value of Fit Goodness is stated has a large GoF value because the GoF value of 0.714 is
greater than 0.714.
3. Hypothesis testing
Independent latent variables are affect significantly if the value of beta (β) on path coefficients is
positive and P values is <0.05.
Table 4.14. Hypotheses Summary of Acceptance
Source: data processed,: * <0.05
To explain the acceptance hypothesis 1 to hypothesis 7 by using PLS wrap analysis will be
explained as follows:
a. Hypothesis 1, the Impact of Resonance Character to Police Professionalism in SPN Central
Java. Character Characteristic Variables have an influence on the Police Professionalism,
because it has a p-value of 0.01 from 0.05 used as the limit of significance level and the path
coefficient value is positive at 0.640. So the hypothesis is accepted.
b. Hypothesis 2, The effect of Servant Leadership on Police Professionalism in SPN Central
Java. The Servant Leadership variable has an influence on Police Professionalism, because it has
a p-value of 0.01 from 0.05 used as the limit of significance level and the coefficient value of the
line is positive at 0.447. So the hypothesis is accepted.
c. Hypothesis 3, The influence of Resonance Character SPN Central Java to the Police Working
Performance in SPN. These Character Variables have an influence on working Performance,
because it has a p-value of 0.01 from 0.05 used as the limit of significance level and the path
coefficient value is positive at 0.525. So the hypothesis is accepted.
d. Hypothesis 4, The effect of Servant Leadership on Police Working Performance members in
SPN. Servant Leadership variables have an influence on the Police Working Performance,
because it has a p-value value of 0.01 from 0.05 used as the limit of significance level and the
path coefficient value is positive at 0.223. So the hypothesis is accepted.
e. Hypothesis 5,The effect of Police Professionalism on Police Working Performance members
in SPN. Professionalism variable has an influence on Police Work Performance, because it has a
p-value of 0.01 from 0.05 used as the limit of significance level and the path coefficient is
positive value of 0.374. So the hypothesis is accepted.
f. Hypothesis 6, Police Professionalism mediates Resonance Character to the Police Working
Performance in SPN. Mediation of Police Professionalism on the Effect of Resonance Character
to the Police Working Performance members in SPN is 0.157. So the hypothesis is accepted.
g. Hypothesis 7, Police Professionalism mediates Servant Leadership on Police Staff
Performance in SPN. Mediation of Police Professionalism to the Servant Leadership has an
influence to Police working performance in SPN value of 0,106. So the hypothesis is accepted.
Furthermore, the mediation of the Police Professionalism on the influence of Resonance
Character and Servant Leadership on Police Working Performance members in SPN can be seen
from the total effect and indirect effect in the following table:
Table 4:15 Summary Total and Indirect Effect
Source: Processed data <0.05
Based on the above table, it was obtained the information that the total influence of each
independent variable such as Resonance Character and Servant Leadership, and Police
Professionalism on the Police Working Performance members, and the total influence of each
independent variable such as Resonance Character and Servant Leadership to the Police
Professionalism are as follows:
a. The total influence of the Resonance Character to the Police Professionalism members is 0,514
with p <0.001. This shows that the Character of Resonance has a positive and significant effect
on the Police professionalism members whether mediated or not mediated by the magnitude of
the incidence of 0.514.
b. The total effect of Servant Leadership on the Police Professionalism members is 0.347 with p
<0.001. This shows that Servant Leadership has a positive and significant effect on the Police
professionalism members whether mediated or not mediated by the magnitude of the incidence is
0.347.
c. The total influence of Resonance Character on the Police Working Performance members is
equal to 0.603 with p <0.001. This shows that the Character of Resonance has a positive and
significant impact on the Police Working Performance members whether mediated or not
mediated by the magnitude of the incidence is 0, 603.
d. The total effect of Servant Leadership on Police Working Performance members is 0.283 with
p <0.001. This shows that Servant Leadership has a positive and significant impact on the
Performance of Police Personnel either mediated or not mediated by the magnitude of incidence
is 0, 283.
e. The total influence of Police Professionalism on the Police Performance members is 0.306
with p <0.001. This shows that Professionalism has a positive and significant impact on the
Police Working Performance members, whether mediated or not mediated with the amount of
incidence is 0.306.
Furthermore, based on Table 4:15 above, it was also obtained information mediation of Police
Professionalism as follows:
a. Mediation of the Police Professionalism on the Effect of Resonance Character to the Police
Working Performance members in SPN is 0.157.
b. Mediation of the Police Professionalism on the influence of Servant Leadership on the Police
Working Performance members in SPN is 0.106.
G. Discussion
The discussion of each research variable can be explained as follows:
1. Resonance Character influence towards Police Professionalism
The result of the analysis shows that the Resonance Character has positive and significant impact
on Police Professionalism. This means that the higher the Resonance character owned by
members of the Police will be the higher the Professionalism itself. Similarly, the lower the
Resonance Character owned by members of the Police will be the lower the Police
Professionalism will.
The results of this study is supported by research conducted by Ongkowijoyo (2012) in which
the results prove that in the application of management control system with adjusted to the
personality traits of employees have a positive impact in which the performance of these
employees can be increased.
2. Servant Leadership effect on Police Professionalism
The result of the analysis shows that Servant Leadership has a positive and significant effect on
Police Professionalism. This means that the higher Servant Leadership applied by the Police
leadership will be the higher the Police Professionalism members. And Vice versa, the lower
Servant Leadership applied by the leadership of the Police will lower the Police Professionalism
members.
The results of study is supported by research conducted by Retmono (2011) in which the results
show that Servant Leadership Style has a positive and significant impact on employee
performance. The result of study is also supported by Heryadi and Pujiastuti (2013) in which the
research shows results that Servant Leadership is able to improve the Police Performance.
3. The Impact of Resonance Character to the Police Work Performance Members
The result of analysis shows that Character of Resonance has positive and significant impact to
the Police Working Performance members. This means that the higher the Resonance character
owned by members of the Police the higher the achievement of their work. On the contrary, the
lower the character of Resonance owned by the Police member the lower the achievement of
their work. Both Variables of Resonance Character and Job Performance are correlated
significantly, thus proving empirically that the Resonance Character member of the Police
Affects the Police Working Performance members. The results of this study are supported by
research conducted by Aktarina (2015), where based on testing conducted that the most
dominant factor affecting the performance of Police members is individual characteristics.
4. Servant Leadership effect on Police Staff Performance
The result of the analysis shows that Servant Leadership has a positive and significant effect on
the Staff performance members. This means that the higher the Servant Leadership applied by
the Police leadership, the higher the performance members. Vice versa, the lower Servant
Leadership applied by the leadership of the Police hence the Police Working Performance
members will decrease or lower. The results of this study are supported by Northouse in
Kamanjaya (2017) which also suggests that Servant Leadership influences their followers and
their performance positively. The results of this study are also supported by the results of
research conducted by Liden et al., Harwiki and Harianto et al. Who suggested that Servant
Leadership has a significant effect on Employee Performance (Kamanjaya, 2017).
5. Police Professionalism effect on Police Working Performance
The result of the analysis shows that Police Professionalism has a positive and significant effect
on the Police Working Performance members. This means that the higher Police Professionalism
members will be the higher the Police Working Performance members. Likewise, on the
contrary, the lower the Police Professionalism members, the Police Staff Work Performance will
decrease as well. The results of this study are supported by Marwan (2015) in his research
suggests that job performance for a professional generally has a high level of competence to his
work. This is because a professional has high demands on expertise as well as moral
commitment that include responsibility and integrity. Therefore Professionalism becomes an
element and motivation that contributes someone to reach a high achievement.
6. Police Professionalism mediates Resonance Character to the Police Staff Performance
There are several indicators that indicate person professionalism, including organizational
commitment. Research from Nadir (2016) stated that Servant Leadership influences significantly
to the organizational commitment of Professionalism indicator. The results of this study are in
line with the opinions expressed by Kalbers and Fogarty in Marwan (2015) that working
performance is often identical with the ability of an auditor even related to commitment to the
profession. The police Professionalism itself becomes an element of motivation in contributing
to Work Achievement.
7. Police Professionalism effect Servant Leadership on Police Working Performance in SPN
Central Java
Servant Leadership motivation tends to serve others to achieve group goals. The role of a leader
in the organization is needed to maintain organizational commitment to realize professionalism.
Hoveida in Retmono (2013) in his research at the University of Isfahan shows that Servant
Leadership has a significant positive relationship with commitment to professionalism. Mazraei
in Retmono (2013) in his research also showed that Servant Leadership has a significant positive
relationship with commitment to professionalism.
H. CLOSING
1. Conclusion
Based on the results of research and analysis, they were obtained some conclusions as follows:
a. Character of Resonance has positive and significant impact on the Police Professionalism
members in SPN Purwokerto.
b. Servant leadership has a positive and significant impact on the Police professionalism
members in SPN Central Java.
c. Resonance Character has a positive and significant impact on Police Working Performance
members of SPN Purwokerto.
d. Servant leadership has a positive and significant impact on the Police Working Performance
members in SPN Purwokerto.
e. The Police professionalism has a positive and significant impact on the Police Working
Performance Staff in SPN Purwokerto.
f. The Police professionalism mediates the influence of Resonance Character to the Police
performance members in SPN Purwokerto.
g. The Police professionalism mediates the influence of Servant Leadership on the Police
working performance members in SPN Purwokerto.

2. Implications
To realize the expected Work Achievement needs to increase activities such as Spiritual
Guidance to each individual follower of religion to increase faith and devotion to the almighty
God which is an indicator of the Resonance Character with the highest average value. As well as
the need to conduct motivational activities such as Police NAC periodically to review the
characters needed in the implementation of the duties of police members and also to increase
organizational commitment and relationships among members. In addition to jointly build the
Vision of the Organization, the leadership also needs to put the common interest above its own
interests. Leaders need to make visits to members who are experiencing a disaster so that
members will feel noticed by the leadership. It is also necessary to increase activities outside the
unity such as joint hygiene or sports together with the community and other agencies to create a
more synergy between the Police, Society and other agencies.

3. Suggestions
a. For Police State Academy (SPN) Regional Police of Central Java:
1) Resonance Character is more improved by way of coaching and leadership exemplary.
2) Indonesian Police leaders in SPN Central Java is more improved in applying Servant
Leadership, especially in giving autonomy to subordinates when working on their duty.
3) Indonesian Police professionalism is further enhanced, especially in terms of increasing
cooperation when working in teamwork, less desire to accentuate individualism while working in
team because it requires understanding, cohesiveness and synergism in completing joint tasks.
b. For Further Researchers
The results of this study are still limited to be reviewed. Many factors affect the Police Working
Achievement that has not been studied deeply. Based on these limitations, it is advisable to
further researchers to examine other factors such as Reward and Punishment for members,
Promotion of education and positions, facilities and infrastructure as well as other factors that
influence the personnel working performance. In advanced, researchers can focus more on other
research variables on working Performance.
References
Aktarina, D. 2015. Pengaruh Karakteristik Individu, Pekerjaan Dan Lingkungan Kerja Terhadap
Motivasi Dan Dampaknya Terhadap Kinerja Anggota Polri Di Polresta Palembang. Jurnal
Media Wahana Ekonomika, Vol. 12. No. 3. hal. 42 – 54
Alwisol. 2010. Psikologi Kepribadian. UMM Press : Malang.
Barbuto, J.E. dan Wheeler, D.W. 2006. Scale Devolepment and Construct Clarification of
Servant Leadership. Group & Organization Management, 31 (3), 300-326.
Ferdinand, A. 2012. Structural Equation Modelling Dalam Penelitian Manajemen Aplikasi
Model – Model Rumit Dalam Penelitian untuk Tesis Magister dan Disertasi Doktor.
Semarang : BP UNDIP
Ghozali, I. 2011. Aplikasi Analisis Multivariate dengan Program SPSS. Badan Penerbit
Universitas Diponegoro: Semarang.
Hernawati, R.I. 2008. Pengaruh Profesionalisme Terhadap Prestasi Kerja, Kepuasan Kerja,
Komitmen Organisasi dan Keinginan Berpindah. Majalah Ilmiah Dian, Vol.7 No.2
Heryadi, A., dan Pujiastuti, E. 2013. Stres Kerja Dan Agresivitas Anggota Polri Direktorat
Sabhara. Jurnal Psikologi Mandiri. Sekolah Tinggi Psikologi Yogyakarta.
Kamanjaya, H. 2017. Pengaruh Servant Leadership Terhadap Komitmen Organisasional Dan
Kinerja Pegawai. E-Jurnal Ekonomi Dan Bisnis Universitas Udayana.
Lemdikpol, 2016. Bahan Ajar Karakter Resonance. Lemdikpol: Jakarta.
Marwan N. M. Martak. 2015. Analisis Pengaruh Profesionalisme Dan Komitmen Organisasi
Terhadap Prestasi Kerja Melalui Kepuasan Kerja Pada Auditor Kantor Akuntan Publik Di
Surabaya. Jurnal Ekonomi dan Bisnis, Vol. XXV. No. 1.
Musakabe, H. 2004. Mencari Kepemimpinan Sejati, di Tengah Krisis dan Reformasi. Jakarta :
Penerbit Citra Insan Pembaru.
Ongkowijaya, H.P. 2012. Ciri Kepribadian “Big Five Personality” Terhadap Penggunaan Alat
Pengendalian Manajemen untuk Meningkatkan Kinerja Agen PT. Prusolid Citra Manciri
Surabaya. Calyptra: Jurnal Ilmiah Mahasiswa Universitas Surabaya, Vol.1 No.1. Hal. 1-
10.
Prihatsanti, U., dan Wijayanti, R.A. 2013. Hubungan Antara Persepsi Terhadap Gaya
Kepemimpinan Melayani Pimpinan Dengan Stres Kerja Pada Tenaga Pendidik Pusdik
Binmas Polri Banyubiru. Fakultas Psikologi Universitas Diponegoro.
Purwanto. 2010. Metodologi Penelitian Kuantitatif. Pustaka Pelajar, Yogyakarta.
Retmono, A.W. 2013. Analisis Pengaruh Gaya Kepemimpinan Melayani (Servant Leadership
Style) dan Budaya Organisasi Terhadap komitmen Organisasi dalam Meningkatkan
Kinerja Karyawan (Studi Pada Badan Perencanaan Pembangunan Daerah Kabupaten
Bengkulu Selatan). Tesis. Magister Manajemen Universitas Diponegoro.
Sunyoto, D. 2015. Penelitian Sumber Daya Manusia. PT Buku Seru,Jakarta.
Susilawati, E., dan Halim, A., 2016. Pengaruh Profesionalisme , Kompetensi Dan Etika Profesi
Auditor Terhadap Pertimbangan Tingkat Materialitas Laporan Keuangan.
http://ejournal.unikama.ac.id.
Umar, Husein. 2002. Metode Riset Bisnis. PT.Gramedia Pustaka Utama, Jakarta.
Undang-Undang Republik Indonesia Nomor 2 Tahun 2002 Tentang Kepolisian Negara Republik
Indonesia.