PERAN REGULASI EMOSI DAN KEPERCAYAAN DALAM KEPEMIMPINAN VIRTUAL PADA MODEL KERJA HYBRID
DOI:
https://doi.org/10.46975/9s57zw46Keywords:
Hybrid Work, Regulasi Emosi , Kepercayaan, TrustAbstract
Abstract
The hybrid work model, which combines the flexibility of remote and in-person work, has been increasingly adopted in modern organizations. While providing greater flexibility for employees, this model also brings new challenges for leadership, particularly in terms of coordination, motivation, and team cohesion. This study aims to analyze the role of emotion regulation and trust in the effectiveness of virtual leadership in hybrid teams, as well as how both factors complement each other in supporting productivity and collaboration. The research employed a qualitative approach through in-depth interviews with hybrid workers in Indonesia from various sectors, with the criterion of having at least six months of hybrid work experience. The findings reveal that leaders’ emotion regulation plays a crucial role in creating a conducive work atmosphere, enhancing motivation, and maintaining team stability. Meanwhile, trust is proven to be the foundation of collaboration, as leaders’ openness, consistency, and transparency foster a sense of security and strengthen relationships among team members. These findings highlight that the effectiveness of virtual leadership in the hybrid work model is highly influenced by leaders’ ability to manage emotions and build trust through empathetic and inclusive communication.
Keywords: Hybrid Work Model, Emotion Regulation, Trust
Abstrak
Model kerja hybrid yang menggabungkan fleksibilitas kerja jarak jauh dan tatap muka semakin banyak diterapkan dalam organisasi modern. Meskipun memberikan keleluasaan bagi karyawan, model ini juga menghadirkan tantangan baru dalam kepemimpinan, khususnya terkait koordinasi, motivasi, dan keterlekatan tim. Penelitian ini bertujuan untuk menganalisis peran regulasi emosi dan kepercayaan dalam efektivitas kepemimpinan virtual pada tim hybrid, serta bagaimana keduanya saling melengkapi dalam mendukung produktivitas dan kolaborasi. Metode penelitian menggunakan pendekatan kualitatif melalui wawancara mendalam terhadap pekerja hybrid di Indonesia dari berbagai sektor, dengan kriteria memiliki pengalaman kerja hybrid minimal enam bulan. Hasil penelitian menunjukkan bahwa regulasi emosi pemimpin berperan penting dalam menciptakan suasana kerja kondusif, meningkatkan motivasi, serta menjaga stabilitas tim. Di sisi lain, kepercayaan terbukti menjadi fondasi utama kolaborasi, karena keterbukaan, konsistensi, dan transparansi pemimpin menumbuhkan rasa aman serta memperkuat hubungan antar anggota tim. Temuan ini menegaskan bahwa efektivitas kepemimpinan virtual dalam model kerja hybrid sangat dipengaruhi oleh kemampuan pemimpin dalam mengelola emosi dan membangun kepercayaan melalui komunikasi yang empatik dan inklusif.
Kata Kunci: Model Kerja Hybrid, Regulasi Emosi, Kepercayaan
References
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