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p-Index From 2020 - 2025
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This Author published in this journals
All Journal International Journal of Entrepreneurship and Business Management Journal of Social Work and Science Education
Tamimi, Muhizan
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Religion Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Social Sciences

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The The Influence of Leadership Style on Employee Performance: A Systematic Literature Review : A Systematic Literature Review Tamimi, Muhizan; Sopiah, Sopiah
International Journal of Entrepreneurship and Business  Management Vol. 1 No. 2 (2022)
Publisher : Asosiasi Dosen Peneliti Ilmu Ekonomi dan Bisnis Indonesia (ADPEBI)

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (231.262 KB) | DOI: 10.54099/ijebm.v1i2.360

Abstract

Purpose – This systematic literature review aims to synthesize several studies related to the influence of leadership style on employee performance. Methodology/approach – This study was compiled using Preferred Reporting Items for Systematic Review and Meta-Analysis from research related to the influence of organizational culture on employee performance. The data collection method uses the Population, Intervention, Comparison, and Outcome methods using 2 accesses, namely Google Scholar and Wiley Online Library. A total of 259 data were filtered using data inclusion criteria so that 30 data were obtained that were by the eligibility standards. Findings – it was found that there were forty-five (45) hypotheses related to leadership style and employee performance. Based on the effect and function of the data variables, they are grouped into four (4), namely, a significant positive effect, no influence and mediating variables, and moderating variables. Novelty/value – Leadership style is a very important factor in the organization because as a vehicle leader in achieving organizational goals. organizational goals can be achieved when employee performance is good. From the many types of leadership styles and various types of organizations, it is necessary to classify various studies related to leadership styles and employee performance in the last 5 years starting from 2017 to 2022.
The Influence of Self-Efficacy and Self-Esteem on Intention to Stay through Motivation and Employee Engagement among Generation Z in Malang City Startups Tamimi, Muhizan; Pratikto, Heri; Sopiah, Sopiah
Journal of Social Work and Science Education Vol. 7 No. 1 (2026): Forthcoming Issue
Publisher : Yayasan Sembilan Pemuda Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52690/jswse.v7i1.1236

Abstract

This study aims to analyze how self-efficacy and self-esteem influence Generation Z employees’ intention to stay (ItS) in Malang City startups through motivation and employee engagement. Using a quantitative approach with PLS-SEM mediation analysis, data were collected from 200 Gen Z employees (aged 18–27) across startups at Malang via validated Likert-scale questionnaires. Results reveal that self-efficacy directly enhances employees’ intention to stay, motivation, and engagement, whereas self-esteem bolsters motivation and engagement but does not directly influence their intention to remain. Interestingly, high engagement can paradoxically reduce the intention to stay, as it often leads to burnout from excessive workloads and insufficient rewards. Furthermore, motivation successfully mediates the relationship between both self-efficacy and self-esteem on the intention to stay, a mediating role that engagement does not fulfill. Novelty lies in integrating Social Cognitive Theory and Social Exchange Theory to resolve prior inconsistencies in the understudied context of Gen Z in Indonesian startups. Startups can boost Gen Z retention by building self-efficacy through structured training, implementing performance-based rewards, and enforcing strict work-life balance policies to prevent engaged employees from burning out. This study offers a theoretical contribution by integrating Social Cognitive and Social Exchange Theories to reveal the paradoxical pathway where employee engagement reduces retention, while confirming motivation’s crucial mediating role in the Indonesian Gen Z startup context.
Co-Authors Heri Pratikto Sopiah, Sopiah