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All Journal Dinasti International Journal of Education Management and Social Science Manageable e-Jurnal Apresiasi Ekonomi Neraca: Jurnal Ekonomi, Manajemen dan Akuntansi
Fitri Rezeki
Pelita Bangsa University, West Java, Indonesia
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education

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Work Engagement as a Mediator of Transformational Leadership on Employee Performance Rezeki, Fitri; Badrianto, Yuan; Ngudi Wijayanto, Tri; Ramadhani RDS, Yunita
Manageable Vol 4 No 1 (2025): Manageable
Publisher : PT Kimshafi Alung Cipta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59000/jm.v4i1.267

Abstract

This study explores the relationship between transformational leadership style and employee performance, incorporating the mediating variable of work engagement. The intense competition in the industry requires companies to have solid business strategies and quality human resources (HR) to enhance employee performance. HR, being the core of company operations, requires continuous development through training to achieve the desired performance. Previous research indicates that employee performance can be influenced by various factors, including leadership style, compensation, motivation, and job satisfaction. Specifically, the transformational leadership style is considered to enhance performance by inspiring employees through a clear vision and proactive support. However, previous research has shown mixed results, with some studies finding significant positive effects, while others find no significant impact. Additionally, this study integrates work engagement as a mediating variable, which is a positive state of employees who are fully engaged and enthusiastic about their work. Past research shows that work engagement has a significant influence on performance improvement. In an effort to fill the gaps from previous research, this study aims to delve deeper into how transformational leadership style affects employee performance, considering the role of work engagement. It is crucial to verify whether integrating these factors can effectively enhance performance in a competitive context, as well as provide insights for future HR development strategy improvements.
INFLUENCE JOB TRAINING AND TRANSFORMATIONAL LEADERSHIP STYLE ON EMPLOYEE PERFORMANCE MEDIATED BY WORK ENGAGEMENT UD. Ony Rezeki, Fitri; Putra, Hamzah M Mardi; Supriyanto, Supriyanto; Kurniasih, Dewi; Wiyatno, Tri Ngudi
Jurnal Apresiasi Ekonomi Vol 13, No 3 (2025)
Publisher : Institut Teknologi dan Ilmu Sosial Khatulistiwa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31846/jae.v13i3.995

Abstract

This study aims to examine the influence of Training and Transformational Leadership on Employee Performance through the mediating role of Work Engagement. The research employs an explanatory quantitative approach with a causal design, using a structural model to test the relationships among variables. Data were collected from 68 employee respondents selected through purposive sampling and analyzed using Structural Equation Modeling (SEM) based on Partial Least Squares (PLS). The findings show that all constructs—Training, Transformational Leadership, Work Engagement, and Employee Performance—meet the criteria for reliability and validity. The values of Cronbach’s Alpha, rho_A, Composite Reliability, and AVE are above the established thresholds, confirming that the measurement instruments are both consistent and valid. Furthermore, the R Square results indicate that Work Engagement (R² = 0.820) and Employee Performance (R² = 0.722) are strongly explained by the predictor variables, emphasizing the significant role of the independent variables in influencing the outcomes. Model fit indices, including SRMR, d_ULS, d_G, Chi-square, and NFI, demonstrate that the Estimated Model is consistent with the Saturated Model, thereby confirming the adequacy of the proposed structural model. Overall, the study concludes that the developed model is valid, reliable, and demonstrates a good level of fit, providing strong empirical evidence for the relationships among Training, Transformational Leadership, Work Engagement, and Employee Performance.
PENGARUH KEADILAN ORGANISASI, BUDAYA ORGANISASI, DAN LINGKUNGAN KERJA TERHADAP KINERJA KARYAWAN PERUSAHAAN PADA BIDANG ELEKTRONIK DI KAWASAN EJIP Puspita, Rike Dian; Darmawan, Ayuni Rachmawati; Dilla, Shavira Nafa; Aji, Rafli Satria; Rezeki, Fitri
Neraca: Jurnal Ekonomi, Manajemen dan Akuntansi Vol. 3 No. 4 (2025): Neraca: Jurnal Ekonomi, Manajemen dan Akuntansi
Publisher : Neraca: Jurnal Ekonomi, Manajemen dan Akuntansi

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Abstract

Tujuan dari penelitian ini adalah untuk menggambarkan bagaimana lingkungan kerja, budaya perusahaan, dan sistem hukum bisnis elektronik di Area Ejip memengaruhi produktivitas karyawan. Keadilan di tempat kerja Mengacu pada perspektif pekerja tentang perlakuan yang adil dalam alokasi sumber daya dan prosedur pengambilan keputusan. Cita-cita dan konvensi yang berlaku dalam suatu organisasi dicirikan oleh budayanya. Segala sesuatu mulai dari tata letak fisik kantor hingga kesehatan mental karyawan dianggap sebagai bagian dari lingkungan kerja. Seratus pekerja dari berbagai perusahaan elektronik di Area Ejip mengisi kuesioner yang berfungsi sebagai instrumen penelitian. Untuk menentukan dampak setiap variabel independen terhadap variabel dependen, yaitu kinerja karyawan, analisis regresi berganda digunakan untuk memeriksa data yang dikumpulkan. Hubungan positif dan signifikan secara statistik ditemukan antara keadilan organisasi, budaya organisasi, dan lingkungan kerja dengan kinerja karyawan. Manajemen dapat menggunakan temuan penelitian untuk menumbuhkan budaya dan lingkungan kerja yang lebih adil dan mendukung, yang pada gilirannya akan meningkatkan kinerja karyawan.
Job Satisfaction Mediates Organizational Culture and Work Discipline On Employee Performance In The Frontliner Section at PT Bank Central Asia Tbk Kcu Cikarang Rina Elviana; Fitri Rezeki; Susan Kustiwan
Dinasti International Journal of Education Management And Social Science Vol. 5 No. 5 (2024): Dinasti International Journal of Education Management and Social Science (June
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijemss.v5i5.2910

Abstract

This study aims to examine the influence of organizational culture and work discipline on employee performance through job satisfaction. The approach used in this research is a quantitative. The sample size in this study consists of 42 respondents, all of whom are employees of PT Bank Central Asia Tbk, KCU Cikarang Branch. The research data were obtained from questionnaire responses and analyzed using SEM PLS analysis techniques. The findings of this study conclude that organizational culture does not influence employee performance. However, when mediated by job satisfaction, organizational culture can affect performance. This implies that the existing organizational culture at BCA Bank does not always lead to high employee performance; to ensure that organizational culture improves employee performance, it must enhance employee satisfaction. Work discipline can directly and indirectly influence performance through job satisfaction; employees with high work discipline tend to have high performance, especially if their discipline also enhances their job satisfaction.  
Co-Authors Aji, Rafli Satria Darmawan, Ayuni Rachmawati Dewi Kurniasih Dilla, Shavira Nafa Ngudi Wijayanto, Tri Puspita, Rike Dian Putra, Hamzah M Mardi Ramadhani RDS, Yunita Rina Elviana Supriyanto Supriyanto Susan Kustiwan Tri Ngudi Wiyatno Yuan Badrianto