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Furqon Syarief Hidayatulloh
IPB University, Bogor, Indonesia
Economics, Econometrics & Finance

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The Effect of Servant Leadership and Loyalty on Employee Performance at Khairu Ummah Syariah Service Cooperative Imam Akbari; Furqon Syarief Hidayatulloh; Amiruddin Saleh
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 9 No 1 (2026): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v9i1.8313

Abstract

This study aims to examine the influence of servant leadership on employee performance, with employee loyalty as a mediating variable, at Koperasi Jasa Syariah Khairu Ummah. Based on data analysis and structural model testing, several key findings were identified. First, servant leadership has a positive and significant effect on employee loyalty, indicating that a leadership style prioritizing employee needs, support, and empathy enhances emotional attachment and commitment to the organization. Second, employee loyalty positively and significantly influences employee performance, suggesting that loyal employees are more motivated and likely to perform better. Third, servant leadership does not directly affect employee performance, implying the presence of a mediating variable. Finally, employee loyalty is proven to mediate the relationship between servant leadership and employee performance, meaning that effective implementation of servant leadership increases loyalty, which in turn improves performance. Overall, the findings emphasize the crucial role of servant leadership in fostering employee loyalty as a foundation for enhancing performance, especially in value-based, sharia-oriented organizations.
The Influence of Compensation and Work Environment on Employee Performance Mediated by Employee Engagement at PT. XYZ Pratiwi Noviana; Furqon Syarief Hidayatulloh; Yunus Triyonggo
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 8 No 3 (2025): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v8i3.8429

Abstract

Technology has advanced with the use of AI, but human resources, as the primary asset in achieving company goals, remain irreplaceable. The current performance problem is low employee performance. The purpose of this study is to analyze the effect of compensation on employee performance, compensation on employee engagement, the work environment on employee performance, the work environment on employee engagement, and employee engagement on employee performance. The number of respondents was 200 respondents. The research sample was determined using stratified random sampling. Data analysis in this study used SEM PLS to determine the effect of independent variables on the dependent variable. The SEM PLS analysis results indicate that compensation affects employee engagement, the work environment has a positive effect on employee performance, and employee engagement has a positive effect on employee performance. However, compensation hurts employee performance, while the work environment does not affect employee engagement. The AHP analysis results indicate that compensation is the primary factor in improving employee performance. The conclusion of the study states that although compensation has a negative effect on employee performance, if it is not fulfilled it will cause job dissatisfaction, therefore employee compensation must be considered and increased by employees in order to create a bond between employees and the company which will improve employee performance in the future.
Co-Authors Amiruddin Saleh Imam Akbari Pratiwi Noviana Yunus Triyonggo