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All Journal International Journal of Application on Economics and Business
Yanuar Yanuar
Master of Management, Universitas Tarumanagara, Jakarta, Indonesia
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Social Sciences

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THE EFFECT OF LEADERSHIP ON EMPLOOYEE PERFOMANCE: ANALYSIS OF THE MEDIATING AND MODERATING ROLE OF REWARD Finna Fakhriyah; Yanuar Yanuar
International Journal of Application on Economics and Business Vol. 3 No. 4 (2025): November 2025
Publisher : Graduate Program of Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24912/ijaeb.v3i4.1941-1950

Abstract

Employee performance is an important factor in achieving organizational goals, with transformational leadership shown to improve performance through its influence on organizational commitment. However, a decline in productivity in Indonesian private companies and gaps in reward effectiveness prompted this study to develop a new research model. This Research aims to examine the impact of transformational leadership on employee work performance with organizational commitment as a mediating variable and reward as a moderating variable. This research was conducted on employees of PT X in Jakarta using quantitative methods by distributing questionnaires via googleform with 161 respondents and analyzed using Smartpls-SEM. The results showed that transformasional leadership offers a positive and significant effect on employee work performance. Organizational commitment is proven to mediate the relationship between transformational leadership and work performance, where employees who have high commitment tend to have better performance. However, extrinsic reward and perceived equitable reward did not moderate the relationship between transformasional leadership and work performance. Although rewards are important in creating satisfaction and motivation, employees at PT X are more influenced by intrinsic motivation and support provided by their leaders compared to extrinsic factors such as bonuses or other rewards. This research explores the important role of leadership and motivational strategies in improving employee performance. This research highlights the importance of fairness in rewarding employees, which ultimately provides valuable insights for company management to improve employee performance and motivation.
FACTORS AFFECTING TURNOVER INTENTION AMONG GENERATION Z EMPLOYEES WORKING IN THE FINTECH SECTOR IN JAKARTA Nita Susanti; Yanuar Yanuar
International Journal of Application on Economics and Business Vol. 3 No. 4 (2025): November 2025
Publisher : Graduate Program of Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

This study aims to analyze the effect of work overload, work-life balance, toxic leadership, and work stress on turnover intention among Generation Z employees working in the financial technology sector, with job burnout is considering as a mediating variable. Generation Z is known for its dynamic work characteristics, strong emphasis on life balance, and heightened sensitivity to high-pressure work environments, making turnover between this cohort an important issue. This research is taking a quantitative approach by using a survey method, and the data were analyzed with Structural Equation Modeling (SEM). The sampling method used was non-probability sampling, specifically purposive sampling. A total of 231 Generation Z employees successfully participated as respondents. The results shows that work overload, work-life balance, and toxic leadership have a positive and significant effect on turnover intention among Generation Z employees. Job burnout is also considered to have a positive and significant effect on turnover intention. However, work stress does not have a direct effect on turnover intention. In addition, work stress greatly affects job burnout, and job burnout substantially mediates the relationship between work stress and turnover intention. This study is taking contribution by emphasizing the essential role of burnout as the psychological pathway through which workplace stressors lead to turnover intention. The findings offer practical implications for organizations to amplify workload management, improve leadership practices, and improve employee well-being initiatives to lessen burnout and support retention.
Co-Authors Finna Fakhriyah Nita Susanti