Organization (commercial or not), local or global, with a simple or complex structure, composed of people who lead the organization. And in a changing world and a more competitive environment, the organization must maximize its resources, including the individual as a very valuable resource. Legal Counsel & Compliance, a department of PT Pertamina (Persero) whose primary responsibility is to provide legal services to the company, in particular helping it cope with changing external factors such as policy, laws and regulations. According to the 2006 American Management Association (AMA) survey, regulation is much more difficult than scarcity or lack of natural resources, and regulation will remain the biggest challenge for an organization over the next 10 years. For this reason, the individual becomes an important factor for Legal Counsel & Compliance in fulfilling these responsibilities. Competent and successful people will add value to Legal Counsel & Compliance. Therefore, Legal Counsel & Compliance needs to know what factors influence employee performance in order to make the right HR policies and decisions. This study aims to determine which factors influence employee performance, with transformational leadership as an independent variable, cohesion and conscientious personality as moderating variables influencing transformative leadership and employee performance. For data analysis, this study used quantitative explanations using the Multifactor Leadership Questionnaire (MLQ) developed by Bass et al. (1990, 1993, 2003) for transformational leadership; develop personal attraction, task accomplishment and Back`s (1950) group prestige approach to cohesion; NEO PI-R was developed by Costa & McCrae (1992) to assess personality awareness, and nine employee performance indicators developed by Celluci, Anthony and Van De Vries (1974). The result showed that i) transformative leadership had a significant positive impact on employee performance. Therefore, legal and compliance counsel should apply transformational leadership that improves employee performance, ii) Cohesion and awareness Personality does not mitigate the effect of transformative leadership on employee performance, but any personality of cohesion and conscience has a positive and significant impact on employee performance.
The higher the cohesion and personality awareness, the higher the performance of employees. TRANSFORMATIONAL LEADERSHIP AND ITS IMPACT ON EMPLOYEE PERFORMANCE WITH A PERCEPTION OF COHESION AND PERSONALITY AWARENESS AS MODERATING VARIABLES (Case study in the legal and compliance function of PT Pertamina (Persero)) Keywords: transformational leadership, employee performance, cohesion, personality awareness, legal advice and compliance Function of PT Pertamina (Persero) The Legal Counsel & Compliance function is one of the bodies PT Pertamina (Persero) competent to provide legal services to the Company, in particular to help the Company cope with changes in external political, legal and regulatory factors. The results of a 2006 survey conducted by the American Management Association (AMA) show that regulation is a more difficult challenge than resource scarcity and that regulation will remain the biggest challenge an organization will face over the next 10 years. Therefore, individuals are an important factor for the legal and compliance function to perform these tasks. Competent and efficient people are a plus for the Legal Counsel & Compliance function. Therefore, the legal and compliance function needs to know what factors affect employee performance so that the organization can establish and implement appropriate human resources policies. This study aims to determine the factors influencing employee performance, the variables tested being transformational leadership as an open variable, cohesion and personality awareness as variables moderating the relationship between transformational leadership and performance. The data analysis method used is quantitatively explanatory with the Multifactor Leadership Questionnaire (MLQ) approach of Bass et al (1990, 1993, 2003), for the analysis of transformational leadership, the Back approach (1950) with a coherent approach in three groups, namely personal attraction, task accomplishment, maintenance of prestige or prestige of the group (group prestige), the NEO-PI-R approach of the Big Five, including Costa & McCrae (1992) for personality awareness, and the nine-indicator approach proposed by Celluci, Anthony and Van De Vries (1974) for employee performance. Based on the results of the analysis, it can be concluded that i) transformational leadership has a positive and significant impact on employee performance. Thus, the better PT Pertamina`s (Persero) legal and compliance function applies transformational leadership, the better it improves employee performance, ii) cohesion and personality awareness do not mitigate the impact of transformational leadership on employee performance, but any cohesion and awareness of personality has a positive and significant impact on employee performance. The higher the cohesion and personality awareness, the more employee performance increases.