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ABSTRAK Program pelan penggantian yang sistematik dan pembangunan kerjaya yang kukuh merupakan perkara yang penting kepada penjawat awam. Kajian sebelom ini membuktikan bahawa terdapat hubungan signifikan antara pembangunan kerjaya dengan sokongan pihak pengurusan tertinggi. Oleh itu, program pembangunan kerjaya, organisasi bukan sahaja bergantung kepada pelan penggantian yang sistematik, tetapi perkara utama ialah komitmen jitu daripada pihak pengurusan tertinggi organisasi. Sehubungan itu, kajian ini ingin melihat hubungan antara ciri kepemimpinan transformasional terhadap perlaksanaan pelan penggantian di sektor awam Malaysia. Oleh demikian, kajian ini melihat kepada dimensi pengaruh kepemimpinan Bass dan Avolio (2004) iaitu pengaruh ideal, motivasi berinspirasi, pengaruh individu dan juga ransangan intelek. Selain itu, pembangunan kerjaya di gunakan sebagai dimensi untuk mengukur pelan penggantian. Kaedah kuantitatif di gunakan dalam kajian ini. Sebanyak 576 soal selidik diedarkan kepada pegawai kerajaan yang berjawatan antara gred 48 hingga gred 52 dan hanya 425 orang responden telah memberikan maklumbalas. Hasil dapatan kajian daripada analisis regresi pelbagai menunjukan terdapatnya hubungan yang signifikan antara pengaruh individu dengan pelan penggantian. Oleh itu, organisasi dalam sektor awam perlu memberi perjhatian kepada gaya kepemimpinan pengurusan tertinggi supaya pelan penggantian kepemimpinan dapat dilaksankan dengan jayanya. Kata kunci: Kepemimpinan transformasional; pelan penggantian; pembangunan kerjaya; sektor awam Malaysia ABSTRACT A systematic succession planning program, couple with solid career development is important to public employees. Previous studies reveal that there is a relationship between career development and top management support. Thus, to groom future leaders, it is of utmost important for organization not to rely on the systematic succession planning programs: but also to have full commitment from the top management. Therefore, this study intends to explore the relationship between leadership characteristic styles and succession planning program implementation in the public sector in Malaysia. Therefore, this study looks at the dimensions of leadership influence introduced by Bass and Avolio (2004), the ideal influence, inspirational motivation, individual influences as well as intellectual stimulation. Additionally, dimension that measure succession planning which is career development was also used. A Quantitative method was evocated in this study. Quantitative research design was employed by distributing survey questionnaires to 576 Malaysian Public Sector government servants from Grade 48 to 64 and 425 questionnaires we returned. Based on multiple regression analysis, the finding demonstrate that individualised influence significantly related to succession planning program. Therefore, public sector needs to pay attention to leadership styles of top management so that succession-planning program can be implemented successfully. Keywords: Career development; transformational leadership styles; succession planning; public sector Malaysia

jurnal pengurusan

Hubungan Pengaruh Gaya Kepemimpinan Transformasional Terhadap Perlaksanaan Program Pelan Penggantian Pembangunan Kerjaya Dalam Perkhidmatan Awam Malaysia