Article Per Year (5 Year)
p-Index From 2021 - 2026
0.408
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All Journal Indonesian Journal of Multidisciplinary Sciences
Purwanto
Master of Management Program, Sekolah Tinggi Ilmu Ekonomi Mahardhika Surabaya
Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Law, Crime, Criminology & Criminal Justice Social Sciences

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The Effect of Strengths-Based Leadership on Employee Performance Through Work Engagement with Leader-Member Exchange as a Moderating Variable at the Sidoarjo Customs and Excise Supervision and Service Office Type B Riko Priyambada; Purwanto; Sri Rahayu
Indonesian Journal of Multidisciplinary Sciences (IJoMS) Vol. 5 No. 1 (2026): Indonesian Journal of Multidisciplinary Sciences (IJoMS)
Publisher : CV. Era Digital Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59066/ijoms.v5i1.2563

Abstract

This study aims to analyze the effect of strengths-based leadership on employee performance through work engagement with Leader-Member Exchange as a moderating variable at at the Sidoarjo Customs and Excise Supervision and Service Office Type B. This study employed a quantitative approach with an explanatory research design. The population consisted of all employees, totaling 124 employees, while the sample consisted of 95 respondents determined using the Slovin formula with a 5% margin of error. The sampling technique used was simple random sampling. Data were collected through a questionnaire and analyzed using the SEM-PLS method. The results show that strengths-based leadership has a positive and significant effect on employee performance. Strengths-based leadership also has a positive and significant effect on work engagement. Furthermore, work engagement has a positive and significant effect on employee performance. The results also prove that work engagement mediates the effect of strengths-based leadership on employee performance. In addition, Leader-Member Exchange strengthens the effect of strengths-based leadership on work engagement. These findings indicate that employee performance can be improved by strengthening leadership practices that focus on employee strengths, enhancing work engagement, and improving the quality of relationships between leaders and employees.
The Effect of Leadership Style and Mental Competency Guidance on Employee Performance with Work Engagement as a Mediating Variable at the Medium Customs Type, Customs and Excise Controlling and Servicing Office of Juanda Janjang Subekti; Purwanto; Sri Rahayu
Indonesian Journal of Multidisciplinary Sciences (IJoMS) Vol. 5 No. 1 (2026): Indonesian Journal of Multidisciplinary Sciences (IJoMS)
Publisher : CV. Era Digital Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59066/ijoms.v5i1.2564

Abstract

This study aims to analyze the effect of leadership style and mental competency guidance on employee performance with work engagement as a mediating variable at the Medium Customs Type, Customs and Excise Controlling and Servicing Office of Juanda. This research employed a quantitative approach with an explanatory research design. The population consisted of all employees of the Medium Customs Type, Customs and Excise Controlling and Servicing Office of Juanda, totaling 208 employees. The sample size was determined using the Slovin formula with a 5% margin of error, resulting in 137 respondents. Data were collected through a questionnaire and analyzed using PLS-SEM. The results show that leadership style has a positive and significant effect on work engagement and employee performance. Mental competency guidance also has a positive and significant effect on work engagement and employee performance. Furthermore, work engagement has a positive and significant effect on employee performance. The mediation test confirms that work engagement mediates the effect of leadership style and mental competency guidance on employee performance. These findings indicate that improving employee performance can be achieved not only through leadership style and mental competency guidance directly, but also by strengthening employees’ work engagement. Therefore, the organization needs to enhance supportive leadership, practical mental competency guidance, and sustainable work engagement among employees.
Co-Authors Janjang Subekti Riko Priyambada Sri Rahayu