ARE FEMALE LEADERS REALLY HAVE A BALANCED TASK AND RELATIONSHIP LEADERSHIP STYLE? A PROOF FROM THE FEMALE LEADERS IN ENDE-FLORES

The goal of this study is to assess the level of balance between task-oriented and relationship-oriented leadership in Ende city women leaders or officials who hold important positions in government institutions and BUMDs such as Head of Office, Head of Field, Head of Unit or Division. They are chosen as respondents because they are prominent persons in the organization and lead specific officials in a specific unit, division


INTRODUCTION
Leadership contingency theory, created by Fred E. Fiedler in 1951, asserts that a leader's efficacy is contingent, or dependent, on two factors: whether the leader is task-oriented or relationship-oriented.Task-oriented leaders tend to be detail-oriented.They do not usually begin an action plan until they are absolutely satisfied that they have all of the necessary information.Relationship-oriented leaders, on the other hand, focus on building trust and respect, listening to their followers' needs, and are comfortable crafting an action plan with their followers' involvement (Geoghegan & Dulewicz, 2008 in (Ruzgar, 2018).
Previous researches have studied the advantages of having female leaders instead of male leaders.For instance from Hsu et al. in 2022 who found that emotional intelligence is a key mechanism in the so-called female leadership advantage (Hsu et al., 2022).In addition, Offermann & Foley's study in 2020 found that female leaders may bring a unique constellation of leadership-related traits, attributes, and behaviors to the workplace that may provide advantages to their organizations (Offermann & Foley, 2020).Post et al. in 2019 also found that female leadership can bring back trust in times of organizational crisis because of female leaders' use of relational behaviors and is manifested only when crisis consequences are known (Post et al., 2019).The success of a leader is determined by how he displays two behaviors, namely attend to tasks and attend to relationship with people.So the leader must have dimensions of task behavior and relationship behavior in displaying his leadership behavior (Northouse, 2021).Female leaders have a balance in displaying task-oriented leadership styles and relationships leadership styles.There are 3 character combinations of task-oriented leadership characteristics and relationship-oriented leadership based on Zheng et al's findings are demanding (task) and caring (relationship), authoritative (task) and participate (relationship), distant (task) and approachable (relationship) (Zheng et al., 2018).Interestingly, it is female leader who is able to demonstrate the combination of task-style features and relationship-style features.
Task-style leadership focuses on doing.Such leaders have a character that focuses on work targets, goals, work efficiency, activities that are programmed clearly and definitely.While relationship-style leadership focuses on being or relating where leaders with this character are more focused on building relationships or connections with others, by celebrating relationships and celebrating the joy that comes from those relationships (Dehghanan et al., 2021), (Henkel et al., 2019), (Breevaart & de Vries, 2021), (Dahlan et al., 2023).(Zheng et al., 2018) found that women leaders first use relationship styles to build trust and authoritaritativeness to achieve goals.So that relationship orientation is not a weakness for these women leaders but a picture of their self-confidence.The study from (Habib et al., 2020), (Cotterill et al., 2020), (Vogel et al., 2021), (Nor et al., 2020) also implied that female leaders can give different impact comparing to male leaders because female leaders usually focus on building trust and comfort and understanding emotions at first before giving tasks and targets.Of course, earlier research has discovered numerous benefits to having women as CEOs, but these studies have only been conducted on huge firms and have never been tested on government institutions.As a result, the authors felt compelled to test earlier findings on relationships in their workplaces.
Leaders with integrity exhibit attributes such as honesty and trustworthiness.People with integrity follow a strong set of beliefs and accept responsibility for their actions.Leaders with integrity instill trust in others because they can be relied on to do what they say they will do.They are dependable, trustworthy, and open.Essentially, integrity makes a leader credible and trustworthy.

Task-style leadership
People who are task-oriented are goal-oriented.They want to succeed.They enjoy to-do lists, calendars, and daily planners, and their work is meaningful.This type of person's raison d'être is to accomplish and do things.That is, their reason for existence stems from their actions.Their email inbox is never empty.They attempt to see and do as much as they can while on vacation.They find significance in doing in every aspect of their lives.
Those who utilize color codes in their daily plans, have sticky notes in every room of their house, or who have washed the car, done the laundry, and cleaned the flat by 10:00 a.m. on Saturday morning are clear instances of task-oriented persons.
Task-oriented people develop lists for everything, from grocery shopping to the number of repetitions in their weight-lifting routines.All of these persons share a desire to achieve the objective and complete the assignment (Northouse, 2021).

Relationship-style leadership
Relationship-oriented individuals differ from task-oriented individuals in that they are not as goal-oriented.Being, rather than doing, is meaningful to the relationship-oriented individual.Relationship-oriented persons want to connect with others over tasks.They enjoy celebrating relationships and the pleasures they bring.
Furthermore, relationship-oriented persons frequently have a strong focus on the present.They find purpose in the present moment rather than in some distant goal to be attained.Sensing and feeling the company of others in a group scenario is pleasant to these folks.Some have referred to them as "relationship junkies." Some have referred to them as "relationship junkies."They are the last to switch off their cell phones as the plane takes off and the first to turn them back on when the jet lands.They are primarily interested on connectivity.
Relationship-oriented people want to connect or attach with others at work.The relationship-oriented person, for example, would not be hesitant to interrupt someone who was working hard on a task to talk about the weather, sports, or anything else.Relationship-oriented persons prefer to talk to and be affiliated with others when working out a problem.
Being linked to other people gives them satisfaction.They appreciate the trust that grows in a group when relationships are solid (Northouse, 2021).

Research model
Based on the concepts implied above, the research model proposed in this study is below:

RESEARCH METHODS
This research is a quantitative research.The object of research is government officials and female public officials in the city of Ende.We identified 35 women who filled strategic and important positions in government institutions in Ende city.The sampling method used is purposive sampling method.Primary data collection was carried out by distributing a questionnaire containing 20 statements adapted from (Northouse, 2021) to measure the taskstyle and relationship style dimensions of female official leadership in Ende city.The answers to each statement are scored on a scale of 1-5 which is 1 -Never, 2 -Rarely, 3 -Sometimes, 4 -Ordinary, 5 -Always, by the indicators are as follows: Make a list of things that need to be done.
Trying to make the work fun for others.

2
Encourage others to concentrate on the work at hand.
Show concern for the personal wellbeing of others.

3
Set a time when the work needs to be done.
Help group members get along.

4
Keep a list of what has been accomplished.
Listen to the specific needs of each group member.

5
Emphasize to others the rules and requirements for the project.
Take the time to explore other people's ideas for the project.

6
Pay close attention to project deadlines.Be friendly to other group members.

7
Clarify the job responsibilities of each group member.
Express support for the ideas of other group members.8 Emphasize performance standards for the group.
Talk to other group members about their personal problems.9 Keep the rest of the group focused on the goal.
Emphasize each person's unique contribution to the group.10 Follow the rules and regulations Express positive feelings towards others in the group.Source: (Northouse, 2021)

Data Analysis
The data collected from questionnaires was totaled and assessed based on categories to assess the level of task-style and relationship-style possessed by respondents.The assessment criteria are as follows: Source: (Northouse, 2021) If the score is 40-50, the respondents are in the high range.If the score is 31-39, the respondents are in a fairly high range.If the score is 21-30, the respondents are in the low range.If the score is 10-20, the respondents are in a very low range.

Respondents Characteristics
The following are the description of respondents based on their job title in the organizational structure, working experience, and type of organization they are working in.The respondents dominantly work in local government offices, as much as 24 respondents (69%).The rest of them work in public service offices as much as 6 respondents (17%) and work in government-owned corporations as much as 5 respondents (14%).

Assesment Test Results
The results of each respondent as many as 35 respondents are shown in Table 3:  35 respondents or as many as 51.42% of respondents have a balanced task-style and relationship-style score (Moderate-Moderate or High-High).Then from a total of 18 respondents who had a balanced score, it was found that only 4 out of 35 respondents or as many as 11.42% were in the High-High score category, namely respondents number 4, 21, 26, and 32.
The remaining 17 respondents or 48.57% did not have a balanced tasks and relationships leadership style.Respondents number 5, 9, 17, 18 and 25 even had low task leadership scores even though their relationship leadership scores were in the medium category, even respondents number 5 although low leadership scores had high relationship leadership scores.
Respondents number 1, 6, 14, 15, 20, 22, 23, 24, 30, 33, and 34 even had scores that were not too different, namely High-Moderate or Moderate-High, but it was considered that they did not have a balanced tasks and relationships leadership style.12 respondents or as many as 34.28% did have task leadership scores at moderate and high levels.Meanwhile, 16 respondents or 45.71% had relationship leadership scores at moderate and high levels.If depicted in the diagram then as follows:

Discussion
Task-oriented leadership is a behavioral style in which the leader focuses on the activities that must be completed in order to fulfill specific goals or achieve a given level of performance.Task-oriented leaders have a strong task focus and, as a result, frame their followers' work in terms of what has to be done and when it must be completed (Breevaart & de Vries, 2021).Task-oriented leaders tend to be detail-oriented.They do not usually begin an action plan until they are absolutely satisfied that they have all of the necessary information (Henkel et al., 2019).Some aspects of task management are covered by the task-oriented leadership style.Task management necessitates the coordination of job-related activities, the 34.28% importance of administrative processes, the supervision of product quality, and the preparation of financial reports.
According to this survey, 34.28% of female executives in government organizations use a task-leadership style.Female leaders who adopt a task-oriented leadership style concentrate on completing necessary activities to accomplish the program's goal or target.One defining feature of these leaders is that they are less interested with their people, who are the key agents in delivering the desired objectives.They are more concerned with keeping to a predetermined strategy in order to fulfill specific organizational goals.(Forsyth andDonelson, 2010 in (Ruzgar, 2018).The aim is obvious, and task specifications are exact, which are two further qualities of task-oriented leadership style.Female leaders are open to communication because they want to ensure that their personnel understand their goals.In addition, they create work groups for specific tasks and verify that group members understand their roles.
One of the most significant advantages of task-oriented leadership is that all needed tasks are accomplished flawlessly and on schedule.This ability ensures that employees manage their time effectively.Furthermore, task-oriented female leaders set a good example for employees by focusing on the required workplace procedures, such as how duties are carried out.As a result, they can assign work and ensure that tasks are performed on time and productively (Anzalone and Chris 2012) in (Ruzgar, 2018).
According to this study, 45.71% of female executives have a relationship-leadership style.This means that they place a greater emphasis on fostering trust and friendship while also providing inspiration and encouragement.Relationship-oriented leadership is an approach that focuses on employee job satisfaction, motivation, and work-life balance.Female leaders who practice this approach are concerned with assisting, inspiring, and growing their staff.By fostering positive relationships and encouraging communication, they promote teamwork and collaboration.Relationship-oriented leaders value the well-being of every single person and are willing to invest time and effort satisfying their specific needs.In this sense, they attempt to resolve workplace issues, engage in more casual relationships with employees to learn about their strengths and shortcomings, and foster a non-competitive work environment (Reilly and Anthony 1968 in (Ruzgar, 2018).
Relationship-oriented female leaders create teams that everyone wants to be a part of, which is one of their strengths.Team members are often more productive and willing to take chances when they know the leader would provide assistance if needed.Another advantage of relationship-oriented leadership is that employees work in an environment where their boss is concerned about their well-being.These types of female leaders understand that creating a favorable environment in the workplace where employees feel inspired is essential for productivity.As a result, these female leaders prioritize people to keep problems like dissatisfaction, boredom, personal conflicts, and turnover to a minimum (Graen and Uhl-Bien, 1995 in (Ruzgar, 2018)).
Female leaders who practice relationship-oriented leadership are completely focused on coordinating, supporting, and contributing to the development of the individuals of their teams.This is a participative technique that promotes strong teamwork and creative collaboration.It is, in this sense, the polar opposite of task-oriented leadership.Furthermore, team members may be more willing to take chances because they know their leader will be Are Female Leaders Really Have A Balanced Task And Relationship Leadership Style?A Proof From The Female Leaders In Ende-Flores there to help them anytime they need it (Arana et al., 2009in (Ruzgar, 2018)).
This study discovered that 51.42% of female leaders performed a balanced taskoriented and relationship-oriented leadership, implying that female leaders who perform balanced task and relationship leadership outnumber those who perform only task style or only relationship style leadership by more than half.This conclusion is consistent with findings from (Zheng et al., 2018), (Habib et al., 2020), (Abdullah Alshammari et al., 2023) that female leaders balance task and relationship in their leadership styles.Task-oriented and relationshiporiented leadership styles can improve team performance (Tabernero, Chambel, Curral, & Arana, 2009).A study conducted by Tabernero, Chambel, and Curral (2009) examining the role of task-oriented versus relationship-oriented behavior roles discovered that relationshiporiented behavior roles had a beneficial influence on team cohesion.Team members perceived task-oriented behavior roles to have better degrees of task achievement.The study's findings support the findings of earlier studies, emphasizing the importance of leadership characteristics in the workplace.

CONCLUSION
The success of a female leader is determined by how she displays two behaviors, namely attend to tasks and attend to relationship with people.So the leader must have dimensions of task behavior and relationship behavior in displaying her leadership behavior.Task-oriented female leaders set a good example for employees by focusing on the required workplace procedures, such as how duties are carried out.As a result, they can assign work and ensure that tasks are performed on time and productively.
Female leaders who practice relationship-oriented leadership are completely focused on coordinating, supporting, and contributing to the development of the individuals of their teams.Women leaders first use relationship styles to build trust and authoritaritativeness to achieve goals.Female leaders can give different impact comparing to male leaders because female leaders usually focus on building trust and comfort and understanding emotions at first before giving tasks and targets.It has been suggested that future research would expand this study to include female instructors, female managers, and female entrepreneurs as respondents.

Figure
Figure 1.Research Model FEMALE LEADERS Jurnal Keuangan dan Bisnis Vol.21 No. 2, Oktober 2023 Tahun 2023 Maria Helena Carolinda Dua Mea 299 | H a l a m a n Are Female Leaders Really Have A Balanced Task And Relationship Leadership Style?A Proof From The Female Leaders In Ende-Flores carefully.

Figure 2 .
Figure 2. Respondents' organizational type Service Government-owned corporations Jurnal Keuangan dan Bisnis Vol.21 No. 2, Oktober 2023 Tahun 2023 Maria Helena Carolinda Dua Mea 300 | H a l a m a n Are Female Leaders Really Have A Balanced Task And Relationship Leadership Style?A Proof From The Female Leaders In Ende-Flores

Figure 4 .
Figure 4. Respondents' Working ExperienceMost of the respondents have more than 15 years working experiences (87% or 31 respondents), while only 13% of respondents (4 of them) who have not more than 10 years working experience.

Figure
Figure 5. Analysis Result

Jurnal Keuangan dan Bisnis Vol. 21 No. 2, Oktober 2023 Tahun 2023 Maria Helena Carolinda Dua Mea 298
| H a l a m a n Are Female Leaders Really Have A Balanced Task And Relationship Leadership Style?A Proof From The Female Leaders In Ende-Flores

Jurnal Keuangan dan Bisnis Vol. 21 No. 2, Oktober 2023 Tahun 2023 Maria Helena Carolinda Dua Mea 302
Table3shows the results of the Task-Style and Relationship-style Leadership Assessment from 35 respondents.From the table above, it is known that as many as 18 out of | H a l a m a n Are Female Leaders Really Have A Balanced Task And Relationship Leadership Style?A Proof From The Female Leaders In Ende-Flores

Jurnal Keuangan dan Bisnis Vol. 21 No. 2, Oktober 2023 Tahun 2023 Maria Helena Carolinda Dua Mea 303
| H a l a m a n Are Female Leaders Really Have A Balanced Task And Relationship Leadership Style?A Proof From The Female Leaders In Ende-Flores