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All Journal Daya Saing : Jurnal Ilmu Manajemen International Journal of Health, Engineering and Technology
Recky Recky
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Agriculture, Biological Sciences & Forestry Chemical Engineering, Chemistry & Bioengineering Decision Sciences, Operations Research & Management Dentistry Engineering Health Professions Immunology & microbiology Industrial & Manufacturing Engineering Mechanical Engineering Medicine & Pharmacology Nursing Public Health Veterinary Other

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The Effect Of Transformational Leadership On Employee Performance And Organizational Commitment Aman Erianto; Ardiani Auliya Nurhasanah; M. Hari Sahrul Fauzan; Nadia Fajar Nabila; Yola Ervilia; Recky Recky
International Journal of Health Engineering and Technology Vol. 5 No. 2 (2026): Vol 5. No. 2 JULY 2026
Publisher : CV. AFDIFAL MAJU BERKAH

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55227/ijhet.v5i2.1061

Abstract

Leadership plays an important role in determining organizational success in achieving its goals. In today’s dynamic business environment, organizations require adaptive leadership capable of improving employee performance and organizational commitment. This study aims to analyze the effect of transformational leadership on employee performance and organizational commitment. This study employed a qualitative approach using a literature review method. Data were collected from scientific sources, including books, national and international journals, and relevant academic publications. The selected literature was analyzed descriptively to identify patterns and relationships between transformational leadership, employee performance, and organizational commitment. The findings indicate that transformational leadership has a positive and significant effect on employee performance and organizational commitment. Through its four main dimensions, namely idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration, transformational leadership creates a conducive work environment and encourages employees to perform beyond expectations. The study also found that the influence of transformational leadership can occur directly or indirectly through mediating variables such as organizational commitment, employee engagement, employee empowerment, self-efficacy, and organizational citizenship behavior. In conclusion, transformational leadership is an effective strategy for improving employee performance, strengthening organizational commitment, and supporting sustainable organizational success.
PERAN MEDIASI KOMUNIKASI ORGANISASI DALAM HUBUNGAN CHANGE READINESS DAN KINERJA OPERASIONAL (STUDI KASUS: BANDARA HUSEIN SASTRANEGARA BANDUNG) Purnama Safril Hudya; Recky Recky; Gurawan Dayona Ismail; Andhika Mochamad Siddiq; Kartika Nuradina
Jurnal Daya Saing Vol. 12 No. 2 (2026): JURNAL DAYA SAING (JDS)
Publisher : Komunitas Manajemen Kompetitif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35446/dayasaing.v12i2.3021

Abstract

The success of transformation in the airport sector depends not only on the readiness of human resources but also on how effectively communication functions across organizational units. This study focuses on Husein Sastranegara Airport, Bandung, to investigate whether Organizational Communication serves as a bridge (mediator) between Employee Change Readiness and Operational Performance. Employing a quantitative explanatory research design, the study involved the entire population of 65 employees using a total sampling technique. Data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM), a variance-based structural equation modeling approach, through SmartPLS version 4. Of the five hypotheses tested, two significant relationships were identified: change readiness positively influences communication effectiveness, and communication effectiveness positively influences operational performance. However, the direct relationship between change readiness and operational performance was found to be insignificant. Furthermore, mediation analysis confirmed that organizational communication acts as a significant mediator, indicating that employee readiness for change contributes to operational performance only when supported by an effective organizational communication system
PENGARUH PELATIHAN, MOTIVASI KERJA, DAN KOMPENSASI TERHADAP KINERJA KARYAWAN DI KLINIK PRATAMA X Salsabila Desindria; Recky Recky; Andhika Mochamad Siddiq; Kartika Nuradina
Jurnal Daya Saing Vol. 12 No. 2 (2026): JURNAL DAYA SAING (JDS)
Publisher : Komunitas Manajemen Kompetitif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35446/dayasaing.v12i2.3022

Abstract

The goal of this study is to “investigate the impact of training, work motivation, and compensation on employee performance at Klinik Pratama X”. This study uses a “quantitative method with an associative approach”. The sample group consists of 59 employees at Klinik Pratama X, and the full population was chosen as the sample using a saturation sampling method. Data were gathered by a “questionnaire and analyzed using SPSS Version 25 with multiple linear regression”. Before hypothesis testing, the data were checked for validity, reliability, and classical assumptions. The study's findings reveal that “training had no positive or significant influence on employee performance, with a significance level of 0.734”. Conversely, “job motivation and compensation have positive and substantial effects on employee performance, with p-values of 0.018 and 0.000, respectively”. At the same time, “training, work motivation, and salary all have a substantial effect on employee performance, with a p-value of 0.000, The coefficient of determination (R²) of 0.471 shows that these three variables account for 47.1% of the variation in employee performance, with the remaining 52.9% impacted by other factors”.
PENGARUH BEBAN KERJA, STRES KERJA, DAN WORK-LIFE BALANCE TERHADAP KINERJA KARYAWAN PADA RUMAH MAKAN KARYAWAN RM ABAH HARJA BANDUNG Dadan Sakti Wibawanto; Recky Recky; Gurawan Dayona Ismail; Andhika Mochamad Siddiq; Kartika Nuradina
Jurnal Daya Saing Vol. 12 No. 2 (2026): JURNAL DAYA SAING (JDS)
Publisher : Komunitas Manajemen Kompetitif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35446/dayasaing.v12i2.3044

Abstract

This study aims to analyze the effect of workload, work stress, and work-life balance on employee performance at RM Abah Harja Bandung. This research employed a quantitative approach involving 96 employees as respondents. Data were collected via a questionnaire with a five-point Likert scale and analyzed in SPSS using validity and reliability tests, partial significance testing (t-test), simultaneous significance testing (F-test), and the coefficient of determination. The results indicate that all research instruments were valid and reliable. Partially, workload and work stress had a negative and significant effect on employee performance, whereas work-life balance had a positive and significant effect. Simultaneously, workload, work stress, and work-life balance had a significant effect on employee performance, as indicated by an F-value of 47.860 and a significance value of 0.000. The R-square value of 0.609 indicates that the three independent variables explain 60.9% of the variation in employee performance, with the remaining 39.1% attributable to other factors outside the research model. These findings highlight the importance of managing workload and work stress while promoting work-life balance to support improved employee performance. Keywords: Workload, Work Stress, Work-Life Balance, Employee Performance
Co-Authors Aman Erianto Ardiani Auliya Nurhasanah Dadan Sakti Wibawanto Gurawan Dayona Ismail M. Hari Sahrul Fauzan Nadia Fajar Nabila Nuradina, Kartika Purnama Safril Hudya Salsabila Desindria Siddiq, Andhika Mochamad Yola Ervilia