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p-Index From 2021 - 2026
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All Journal International Journal of Business, Economics & Financial Studies
Joko Suyono
Master of Management, Faculty of Economics and Business, Universitas Narotama, 60117 Sukolilo, Surabaya, Indonesia
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance

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The Role of Employee Engagement, Leadership, and Work Discipline in Enhancing Employee Performance Mas Agung Tribratha Poernomo; Joko Suyono; Damarsari Ratnasahara Elisabeth; Aldrin Arizona Suyono
International Journal of Business, Economics & Financial Studies Vol. 3 No. 1 (2025): May 2025
Publisher : Indonesia Academia Research Society

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62157/ijbefs.v3i1.97

Abstract

Employee performance is a crucial determinant of organizational effectiveness, particularly in public service institutions, where service quality depends heavily on employees' productivity and commitment. However, many organizations still face challenges maintaining high employee performance due to factors such as low employee engagement, ineffective leadership, and weak work discipline. This study aims to analyze the influence of employee engagement, leadership, and work discipline on employee performance. The research employed a quantitative, descriptive–explanatory design. The study was conducted at the Licin Community Health Center (PUSKESMAS) Licin in Banyuwangi, Indonesia, and involved all 51 employees as respondents, using a total sampling technique. Data were collected through a structured questionnaire using a five-point Likert scale and analyzed using multiple linear regression in SPSS version 23. The results indicate that employee engagement, leadership, and work discipline each have a positive and significant effect on employee performance. Among the three variables, work discipline shows the strongest influence on employee performance, followed by leadership and employee engagement. These findings suggest that improving employee performance requires strengthening employee discipline, enhancing leadership effectiveness, and fostering greater employee engagement. Overall, the study highlights the importance of integrating organizational and behavioral factors to improve employee productivity and achieve sustainable organizational performance.
Knowledge Management and Talent Management as Drivers of Employee Performance: The Mediating Role of Job Satisfaction Dyah Yuni Wulandari; Joko Suyono; Eman Setiawan
International Journal of Business, Economics & Financial Studies Vol. 3 No. 1 (2025): May 2025
Publisher : Indonesia Academia Research Society

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62157/ijbefs.v3i1.101

Abstract

Employee performance is a critical factor influencing organizational competitiveness, particularly in manufacturing industries that require efficient knowledge utilization and skilled human resources. However, many organizations still face challenges in effectively managing organizational knowledge and employee talent, which may affect employee satisfaction and performance outcomes. This study aims to examine the influence of knowledge management and talent management on employee performance, with job satisfaction acting as a mediating variable. A quantitative explanatory research design was applied using a cross-sectional approach. The study was conducted in a plastic pallet manufacturing company in Sidoarjo, Indonesia, involving all 36 employees in the production department as respondents through a saturated sampling technique. Data were collected using structured questionnaires measured on a five-point Likert scale and analyzed using Structural Equation Modeling based on Partial Least Squares (SEM-PLS) with SmartPLS 4.0. The results indicate that knowledge management and talent management both have positive and significant effects on employee performance. Additionally, knowledge management and talent management significantly influence job satisfaction, while job satisfaction itself positively affects employee performance. The mediation analysis further reveals that job satisfaction partially mediates the relationship between knowledge management and employee performance as well as between talent management and employee performance. These findings highlight the importance of integrating knowledge management and talent management practices with initiatives that enhance employee satisfaction in order to improve employee performance. The study contributes to the human resource management literature by providing empirical evidence from the manufacturing sector and offers practical implications for organizations seeking to strengthen employee performance through effective knowledge and talent management strategies.
Co-Authors Aldrin Arizona Suyono Damarsari Ratnasahara Elisabeth Dyah Yuni Wulandari Eman Setiawan Mas Agung Tribratha Poernomo