<![CDATA[Penelitian ini bertujuan menganalisis pengaruh pelatihan dan pengembangan, lingkungan kerja, serta kepemimpinan transformasional terhadap kinerja karyawan dengan keterikatan kerja sebagai variabel mediasi pada karyawan PT XYZ di Sulawesi Utara. Latar belakang penelitian ini didasari oleh pentingnya kinerja dalam keberhasilan sebuah organisasi, serta adanya celah pada penelitian sebelumnya mengenai hubungan antara kepemimpinan dan kinerja. Penelitian menggunakan pendekatan kuantitatif dengan metode PLS-SEM melalui SmartPLS 4.0 terhadap 160 responden. Data dikumpulkan menggunakan kuesioner skala Likert lima poin. Hasil penelitian menunjukkan bahwa pelatihan dan pengembangan, lingkungan kerja, kepemimpinan transformasional, dan keterikatan kerja berpengaruh positif signifikan terhadap kinerja karyawan. Selain itu, keterikatan kerja memediasi secara parsial pengaruh pelatihan dan pengembangan terhadap kinerja. Temuan ini menegaskan pentingnya pelatihan dan pengembangan, lingkungan kerja yang kondusif, dan kepemimpinan transformasional dalam meningkatkan keterikatan dan kinerja karyawan. Secara teoretis, temuan ini memperluas penerapan Social Exchange Theory dan Transformational Leadership Theory dalam menjelaskan peran pelatihan dan pengembangan, serta lingkungan kerja terhadap keterikatan kerja dan kinerja. This study aims to analyze the effects of training and development, work environment, and transformational leadership on employee performance, with work engagement as a mediating variable among employees of PT XYZ in North Sulawesi. The background of this research is the importance of performance in organizational success, as well as the existing research gap regarding the relationship between leadership and performance. This study employs a quantitative approach using the PLS-SEM method through SmartPLS 4.0 with 160 respondents. Data were collected using a five-point Likert scale questionnaire. The results indicate that training and development, work environment, transformational leadership, and work engagement have a positive and significant effect on employee performance. Furthermore, work engagement partially mediates the relationship between training and development and employee performance. These findings highlight the importance of strengthening training and development programs, creating a conducive work environment, and applying transformational leadership to enhance employee engagement and performance. Theoretically, this study extends the application of Social Exchange Theory and Transformational Leaership Theory in explaining the role of training and development and the work environment in influencing work engagement and performance.]]>
