THE INFLUENCE OF PUBLIC LEADERSHIP ON THE LEVEL OF PUBLIC TRUST IN THE CITY OF MEDAN

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PUBLISHED DATE: - 03-08-2024

https://doi.org/10.37547/tajiir/ NICSPEEP-2024-01-13

PAGE NO.: - 138-151

THE INFLUENCE OF PUBLIC LEADERSHIP ON THE

LEVEL OF PUBLIC TRUST IN THE CITY OF MEDAN

Artha Lumbantobing

HKBP Nommensen University, Indonesia
Email: -

artha.tobing@uhn.ac.id

INTRODUCTION

Community leadership focuses on serving the

public interest and ensuring that community needs

are met. Community leaders are responsible for
managing resources effectively for the welfare of

the community, where public leadership must pay
attention to what the community wants and needs,

especially regarding improving services to the
community (Abdullah, Katimin and Susanto, 2018)

. Community leaders must act with integrity,
transparency and accountability. Decisions taken

must be based on strong ethical principles and

consider the impact on the wider community,
where actions with integrity, transparency and

accountability make the leader increase his
knowledge and also his commitment to always

implementing good governance when he wants to
lead, whether leading a company, institution, as

well as government agencies (Ndraha, 2023) .
Public leaders often work in complex

environments and must be able to collaborate with

RESEARCH ARTICLE

Open Access

Abstract

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various stakeholders, including the public, civil
society organizations, and the private sector.

Community participation in the decision-making
process is very important. Apart from leadership

abilities, public leaders must also have strong
management skills, including strategic planning,

budget management, and program performance
evaluation (Asdhie Kodiyat & Hakim Siagian, 2020)

.
Community leaders must be able to adapt to

environmental changes and lead innovation in the
provision of public services. They must continue to

look for new ways to improve the efficiency and
effectiveness of public services. In crisis situations,

such as natural disasters or health crises,
community leaders must be able to make decisions

quickly and accurately and provide guidance and
support to the community (Widhyharto, Derajad

Sulistyo, Rahmawati, Desi and Abheseka, 2020) .
Examples of effective public leadership can be

found at various levels of government, from central
government to local governments, as well as in

various non-profit organizations whose mission is
to serve society. Successful community leaders are

usually able to build trust and legitimacy through
actions that are consistent with public service

values and through achieving real results for the
community (Efendi, Dian Hari, 2022) .
The most obvious examples of existing public

leadership models are servant leadership and

innovative leadership. Servant leadership is a
leadership model that always goes down to the

bottom or to the community, understands the
complaints and problems in lower society, and is

able to translate existing problems into a form of
policy that is in favor of the community (Rambe,

Elismayanti, Novebri and Pratiwi, 2022) .
The characteristics of this kind of leader are always

improving the quality of service to the community,
always taking policies that benefit the community,

and always providing excellent service through
systems and policies in each country and in each

region, so that it becomes easy for people to
complain about problems that should be resolved.

by leaders in Government (Fajaruddin, Pinem,

2020) .
Apart from servant leadership, there is also an

innovative leadership model, where this kind of

leadership model tends to be creative in making
policies, where even in difficult positions this kind

of leader has a vision for the future and will tend to

make new policies that would never have been
thought of by leadership in an authoritarian

system. , democratic and also serving (Presilawati,
Febyolla, Haviz & and Nauval, 2023) .
Innovative leadership will be more likely to create

a new system that benefits society and tends not to
harm society, while other leadership models are

still unable to improve their ability to create new
systems, they are more trapped in outdated

bureaucracy rather than reducing the risk of

convoluted bureaucracy, so something new and a
new system is needed to reduce bureaucracy and

tend to serve the community, where leaders who
are able to serve optimally will tend to be able to

increase trust in leaders while increasing their
strong commitment to always serving the

community (Harahap, Hadi Wahyudi, Humaizi,
Humaizi and Kadir, 2018) .
Innovative leaders tend to be flexible, where

innovative leaders tend to be able to adjust

strategies or systems depending on situations and
conditions, both internal situations and external

situations, where innovative leaders tend to be able
to align policies without being rigid or affected by

lengthy bureaucracy (Freddy, Harapan Tua Ricky ,
Achmad, Willya and Nasution, 2022) .
Medan City is an example of several existing

leadership models ranging from authoritarian,
democratic,

transactional

leadership

and

autocratic leadership, where even though there are

many leaders in Medan City, there is still low public
trust in the leader's commitment to continuing to

serve the community and the leader's commitment
to always responding. public complaints, where the

trust of the people of Medan City in their leaders is
in the range of 25-30%. This situation causes

society to want leadership that serves and is able to
bring about creative breakthroughs that are able to

solve society's problems that can only be solved by

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leaders who serve and are innovative. This has an
impact on decreasing the performance of the

Government as a whole, including the Government
apparatus who are subordinate to the leader, so

that many people still complain about the work
carried out by the leader, because of the leader's

lack of commitment not only to the community, but
also to subordinates, so that subordinates feel

indifferent. indifferent and feel that the existing
leaders always do things that are not appropriate

according to ethics in the ranks of ASN.

FORMULATION OF THE PROBLEM
The problem formulation that emerges from this

research is how the variables of servant leadership

and innovative leadership influence the trust of the
people of Medan City through increasing leader

commitment as an intervening variable .

RESEARCH PURPOSES
The problem formulation that emerges from this

research is how the variables of servant leadership
and innovative leadership influence the trust of the

people of Medan City through increasing leader
commitment as an intervening variable .

RESEARCH ORIGINALITY
The subjects of this research are employees at

Medan City Hall, where the variables in this
research are the independent variables, namely

servant leadership and innovative leadership , the
dependent variable, namely the trust variable of

the people of Medan City and the intervening
variable is the variable for increasing leader

commitment . The results of data analysis used SEM
analysis using SMART PLS 3.0 software. as for data

collection techniques using questionnaires and
observational studies.

LITERATURE REVIEW
Public Leadership

Public leadership is a concept that refers to

leadership that occurs in the context of the public

sector,

including

government,

non-profit

organizations, and institutions that serve the

general public (Tahirs, Jemi Pabisangan, 2023) .
The indicators of public leadership are:
1.

Orientation to public service

2.

Transparent and accountable

3.

Have managerial abilities

4.

Able to have a strong commitment to serving

5.

Have good leadership

6.

Have good integrity (Pulungan, Lilik Hidayat,

Zainuddin and Armanto, 2019)
Servant Leadership
This servant leadership model emphasizes that

leaders must serve their followers and help them

grow and develop. Servant leaders prioritize the
needs of others and focus on the empowerment

and well-being of their followers. An example of a
leader with this style is Mahatma Gandhi, who

dedicated his life to serving the Indian people and
fighting for their rights (Humaizi, Yusuf & and

Sinaga, 2019) .
Servant leadership, or servant leadership , is a

leadership style that places top priority on the

needs, growth and welfare of the people being led.

This model aims to improve individual lives, build
better organizations, and ultimately create a more

just and caring society (Triastuti, Indah, 2018) .
Indicators of servant leadership are:
1.

Always communicate

2.

Listen

3.

Empathy

4.

Always serve others (Izharsyah, Jehan

Ridho, 2023)
Innovative Leadership
An innovative leader is an individual who is able to

direct and inspire a team or organization to think

creatively, look for new solutions, and take risks to
achieve higher goals. They usually have a clear

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vision and the ability to drive change and manage
transformation (Lesmana, Muhammad Taufik,

Syah, Amirul and Nasution, 2023) . Innovative
leaders are able to bring positive change in their

organizations and ultimately have a significant
impact on industry or even society as a whole (Sari,

Maya, 2018) .
The indicators of innovative leadership are:
1.

Creative

2.

Innovative

3.

Have a good vision for the future (Yusri,

2020)
Leader Commitment
A leader's commitment is one of the key factors

that determines the success of his leadership. A

committed leader shows full dedication to the
vision, mission and goals of the organization, as

well as to the development and welfare of team
members (Amin, 2020) .
Committed leaders are those who preserve to

achieve organizational goals while ensuring the

well-being and development of team members.
Their commitment creates a positive and

productive environment, where everyone feels
supported and motivated to achieve their best

(Rambe, Elismayanti, Novebri and Pratiwi, 2022) .

Indicators of leader commitment are:
1.

Always keeps his promises

2.

Integrity

3.

Clean

4.

Honest (Novebri and Pratiwi, 2022)

Increasing Public Trust
Increasing public trust is an important aspect of

leadership, especially in the context of the public

sector and organizations that interact directly with
the public (Nouban, Fatemeh and Abazid, 2017) .

There are several indicators of increasing public

trust in their leaders, namely
1.

Performance improvements

2.

Leader's commitment to serving

3.

Always able to solve problems

4.

Always respond to community complaints

(Pardede, Piki Darma Kristian, Panjaitan, Doli Tua
Mulia Raja and Permirawati, 2023)

CONCEPTUAL FRAMEWORK
The description of the research conceptual

framework is:

Figure 1 Conceptual Framework

Peningkat

an

Kepercaya

an

Masyaraka

t

Kepemimpinan

Yang Melayani

Kepemimpinan

Inovatif

Komitmen

Pemimpin

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Hypothesis
1.

Servant leadership has an effect on

increasing the trust of the people of Medan

City in their leaders

2.

Innovative leadership has an effect on

increasing the trust of the people of Medan

City in their leaders

3.

Servant

leadership

influences

the

commitment of leaders in Medan City

4.

Innovative leadership influences leader

commitment in Medan City

5.

The commitment of leaders in Medan City

has an influence on increasing the trust of

the people of Medan City in their leaders

6.

Servant leadership has an effect on

increasing the trust of the people of Medan

City in their leaders through leader
commitment as an intervening variable

7.

Innovative leadership has an effect on

increasing the trust of the people of Medan

City in their leaders through leader
commitment as an intervening variable.

RESEARCH METHODS

Method This research was carried out using a

quantitative descriptive method using structural

equation model (SEM) analysis method, where
according to (Rashid, Yasir, 2019) SEM analysis is a

data analysis technique which aims to determine
the factors that influence the constructive variable

which originates from the influence of the
independent variable on the dependent variable. .

The population in this study were 88 employees in
the Medan Municipal Government, where the

sampling method was carried out using a saturated

sample method, where according to (Benny Gerard,
Nichelle, 2020) the sampling method using a

saturated sample is a sampling method where the
sample is part of the population , where the sample

size was 88 employees in the Medan City
Government.

RESEARCH RESULT AND DISCUSSION
RESEARCH RESULT
Descriptive Testing

Descriptive testing was carried out by analyzing

the characteristics of respondents from a cluster of
93 students in the 100 population of Medan City .

The

descriptive

analysis

regarding

the

characteristics of respondents according to the

following table is:

Table 1 Characteristics of Respondents

Variable

Category

Frequency

Percentage (%)

Gender

Man

35

39.77

Woman

53

60.23

Age

20-24 Years

40

45.45

25-30 Years

28

31.82

31-40 Years

20

22.73

The table above explains that the respondents who

answered the most questions based on gender
were female respondents at 60.23% or 53

respondents, while the respondents who answered
the least questions were male respondents at

39.77% or around 35 respondents. Characteristics

of respondents based on age, those who answered
the most questions were respondents in the 20-24

year age range, 45.45% or 40 respondents, while
those who answered the least were respondents in

the 31-40 year age range, 22.73% or 20
respondents.

The output from the SEM test can be described through the following Bootstrapping diagram :

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Figure 2 Bootstrapping diagram

Convergent Validity Analysis

(Rashid, Yasir, 2019) states that convergent validity analysis is a type of validity in measurements or

research instruments that shows data from existing construct variables is suitable for use for further

testing . The results of the convergent validity test in this research are:

Table 2 Test Convergent Validity

Variable

Indicator

Outer Loading

Servant
Leadership

(X

1

)

KYM 1

0.856

KYM 2

0.877

KYM 3

0.866

KYM 4

0.826

Innovative

Leadership

(X

2

)

KINV 1

0.841

KINV 2

0.751

KINV 3

0.861

Increased
Public Trust

(Y)

PKM 1

0.831

PKM 2

0.851

PKM 3

0.881

PKM 4

0.810

Leader

Commitment
(Z)

KP 1

0.880

KYM

KYM

2

KYM

3

0,8

66

0,8

56

KP

PKM

PKM

1

PKM

2

PKM

3

PKM

4

0,8

81

0,8

51

0,8

31

4,2

10

-

6,4

04

KYM

1

0,8

77

0,8

10

0,7

40

KP

1

KP

2

KP

3

KP

-

6,4

00

5,2

22

0,8

80

0,7

60

4,3

50

0,8

11

KINV

KINV

1

KINV

2

KINV

3

0,8

41

0,7

51

0,8

61

3,4

45

6,5

13

KYM

4

0,8

26

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KP 2

0.760

KP 3

0.811

KP 4

0.740

Source: Data Processing Results with PLS 3.0, 2024

The table above states that the data from each

variable is suitable for use, so that other data

analysis processes can be carried out .
Average Variant Extracted (AVE) Analysis

(Benny Gerard, Nichelle, 2020) states that the AVE

test is one of the techniques used to assess the

validity of data from several construct variables.
The Average Variant Extracted (AVE) test results

are in the following table:

Table 3 AVE Test

Variable

AVE

Servant Leadership (X

1

)

0.83 4

Innovative Leadership

(X

2

)

0.871

Increased Public Trust

(Y)

0.844

Leader

Commitment

(Z)

0.852

Source: Data Processing Results with PLS 4.0, 2024

The table above describes the Average Variant

Extracted (AVE) value which is greater than the

significance value of 0.5, which means that the data
distribution for the existing equation model is

appropriate or valid .

Composite Reliability Analysis
According to (Rashid, Yasir, 2019) Composite

Reliability testing is a technique for understanding

the construct model that has been analyzed. This
can be seen in the following table:

Table 4 Composite Reliability Test

Variable

Composite

Reliability

Servant Leadership (X

1

)

0.884

Innovative Leadership (X

2

)

0.820

Increased Public Trust
(Y)

0.772

Leader Commitment (Z)

0.855

Source: Data Processing Results with PLS 4.0, 2024

The table above states that value Composite

reliability is greater than the value of 0.6, where the

data distributed is relevant and reliable .
Discriminant Validity Analysis

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In confirmatory factor analysis (CFA) or structural

equation modeling (SEM), discriminant validity

analysis is a technique used to assess how different

a construct is from other constructs in the model.
The results of the Discriminant Validity analysis

can be seen in Table 5 below:

Table 5 Discriminant Validity Analysis

Increas

ed

Public

Trust

Modera

ting

Effect 1

Increas

ed

Public

Trust

Modera

ting

Effect 2

Increas

ed

Public

Trust

Modera

ting

Effect 3

Increas

ed

Public

Trust

Modera

ting

Effect 4

Servan
t

Leader
ship

,756

1,000

,757

,622

Innova
tive

Leader
ship

,665

,736

1,000

,723

Increas

ing
Public

Trust

,757

,784

,838

,767

Leader
Commi

tment

1,000

,744

,665

,632

Source: PLS Data Processing Results, 2023

Based on the table above, it can be seen that the

AVE value from one equation to another construct

equation means that this value already has a
Discriminant Validity value .

Path Coefficient Testing

As for the path coefficient test , it can be seen from

the following table:

Table 6 R Square Test

Variable

R Square

Servant Leadership (X

1

)

0.882

Innovative Leadership (X

2

)

0.844

Increased Public Trust (Y)

0.876

Leader Commitment (Z)

0.860

Source: Data Processing Results with PLS 3.0, 2023

From the table above, the R Square value of the

variable increasing public trust can be explained by
the variables servant leadership, innovative

leadership and leader commitment of 87.6%, while

the remaining 12.4% can be explained by other
variables not included in the discussion.

Hypothesis testing

The results of hypothesis testing can be seen in the

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following table:

Table 7 Hypothesis Testing

Hypot

hesis

Influenc

e

T-

Statist

ics

P-

Va

lu

e

Result

s

H1

Servant

leaders
hip

towards
increasi

ng
public

trust

-

6,404

0.

11

2

Reject

ed

H2

Innovat

ive
leaders

hip
towards

increasi
ng

public

trust

5,222

0.

00

1

Accep

ted

H3

Servant
leaders

hip

towards
leader

commit
ment

-

6,400

0.

30

1

Reject

ed

H4

Innovat

ive

leaders
hip

towards
leader

commit
ment

6,513

0,

00

0

Accep

ted

H5

Leaders
'

commit
ment to

increasi
ng

public
trust

4,210

0,

00

0

Accep

ted

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H9

Servant
leaders

hip
increas

es
public

trust
through

leader
commit

ment as
an

interve
ning

variable

4,350

0,

00

0

Accep

ted

H10

Innovat

ive
leaders

hip to
increas

e public

trust
through

leader
commit

ment as
an

interve
ning

variable

3,445

0,

00

0

Accep

ted

Source: Data Processing Results with PLS 3.0, 2023

According to the table above, it can be concluded

that partially only the innovative leadership
variable has an effect on increasing public trust and

has

an

effect

on

leader

commitment.

Simultaneously, the variables of servant leadership

and innovative leadership influence increasing

public trust through the variable of leader
commitment as an intervening variable.

DISCUSSION

Servant Leadership Influences Increasing Public

Trust

The research results stated that servant leadership

had no effect on increasing public trust. This is in
accordance with research from (Putri, Rania

Pramesthi, Sujoko, Anang and Prianti, 2023) which
states that even though leaders are able to improve

services and implement a culture of service, this

does not affect the decline in public trust in leaders,
where guidance occurs due to the leader's still

indecisiveness. in managing management and also
managing good management.

Innovative Leadership Influences Increasing

Public Trust

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The research results explain that innovative

leadership has an effect on increasing public trust.

This is in line with research (Arfan, Rocky, Suryanef
and Rafni, 2023) which states that the more

creative leaders are in translating what the
community needs, the more likely it is to increase

community trust as capital to always have
innovative policies and tend to serve.

Servant

Leadership

Influences

Leader

Commitment

According to research results, the servant

leadership variable has no effect on leader
commitment . This is in accordance with research

(Tantri, Sakina Nusarifa, 2022) which states that
even though a leader has implemented a service

policy it will not necessarily increase the leader's

capacity and commitment to continue serving,
because it could be that under one condition a

strong commitment to transparency in serving still
remains. problems and just political interests.

Innovative Leadership Influences Leader

Commitment

According to research results, innovative

leadership variables influence leader commitment
. This is in accordance with research (Rozki, Tabah

and Kurniawan, 2023) which states that the more
innovative they are in implementing policies, the

more likely leaders will have a strong commitment
to implementing transparent and accountable

policies.

Leader Commitment Influences Increasing

Public Trust

The research results stated that leader

commitment had an effect on increasing public

trust. This is in accordance with research (Yusnadi,
Lubis & and Nuraflah, 2019) which explains that

the greater the leader's commitment to fulfilling
the promises he or she has, the more hope the

employee will have of getting a nurturing leader
and will increase public trust in the leader.
Servant Leadership Influence on Increasing Public

Trust Through Leader Commitment as an

Intervening Variable

The research results show that the servant

leadership variable has an effect on increasing

public trust through leader commitment as an
intervening variable . This is in accordance with

research (Zakaria, 2020) which explains that
leaders who serve always have a commitment to

improving and developing a service work culture,
so that it will have an impact on increasing public

trust in leaders.

Innovative Leadership Influences Increasing

Public Trust Through Leader Commitment as
an Intervening Variable

The research results show that the innovative

leadership variable has an effect on increasing
public trust through leader commitment as an

intervening variable . This is in accordance with

research (Triastuti, Indah, 2018) which states that
creative and innovative leadership will certainly

carry out new policies and implement new systems
in order to increase the leader's high commitment

to always implementing new service systems, and
be creative in order to improve public trust, as well

as significantly improving the performance of
government officials.

IMPLEMENTATION

The more there is a culture of service and high

levels of innovation, it will actually increase the

leader's commitment to always implementing a
culture of service and being able to be creative in

overcoming problems experienced by the
community, as well as eliminating the bureaucratic

system and making flexible the existing work
culture by leaving behind the bureaucratic work

culture and finding culture. work that is able to
respond to all community complaints naturally.

CONCLUSION

From the results of this research, the conclusion

that exists is that partially only the innovative

leadership variable has an effect on increasing
public trust and has an effect on leader

commitment. Simultaneously, the variables of

servant leadership and innovative leadership
influence increasing public trust through the

variable of leader commitment as an intervening

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variable.

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