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All Journal Jurnal Ilmiah Manajemen Kesatuan International Journal of Educational Review, Law And Social Sciences (IJERLAS)
Rini Juni Astuti
Universitas Muhammadiyah Yogyakarta, Indonesia
Religion Humanities Economics, Econometrics & Finance Environmental Science Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Social Sciences Other

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The Effect of Inclusive Leadership on Employee Performance Mediated through Innovative Behavior and Work Engagement Raditya Syafa Ramadhan Maatita; Rini Juni Astuti
Jurnal Ilmiah Manajemen Kesatuan Vol. 14 No. 1 (2026): JIMKES Edisi January 2026
Publisher : LPPM Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jimkes.v14i1.5030

Abstract

In today’s dynamic public sector, fostering effective leadership is crucial to improving employee performance and organizational outcomes. This study aims to investigate the effect of inclusive leadership on employee performance by integrating innovative behavior and work engagement as mediating variables in a public sector setting. A quantitative approach with an explanatory research design was employed. Data were collected through a structured questionnaire distributed to 120 employees of the Regional Office of the Ministry of Religious Affairs in the Special Region of Yogyakarta, selected using purposive sampling. The analysis was conducted using the SEM-PLS method. The results indicate that inclusive leadership has a positive and significant influence on innovative behavior, work engagement, and employee performance. Furthermore, innovative behavior and work engagement also show positive and significant effects on employee performance. Mediation testing confirms that both innovative behavior and work engagement serve as important mediators in the relationship between inclusive leadership and employee performance. These findings suggest that inclusive leadership becomes more effective in enhancing employee performance when supported by employees’ psychological engagement and innovative actions. This study contributes to the development of inclusive leadership theory and offers practical implications for human resource management practices within public sector organizations.
The Role of Supportive Work Environment in Enhancing Employee Retention: The Mediating Effect of Person–Organization Fit among University Lecturers in Mataram City Yazid Rahman Fuadi Hafidz; Rini Juni Astuti
International Journal of Educational Review, Law And Social Sciences (IJERLAS) Vol. 6 No. 5 (2026): on Progress
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/ijerlas.v6i5.5949

Abstract

Background: Retention of qualified university lecturers is a critical challenge for higher education institutions in Indonesia, particularly in Mataram City, as a large number of staff are attracted to sectors with access to superior resources. Although a supportive work environment is a well-established factor in retention, inconsistent research results suggest the need to investigate interconnecting variables such as person-organization fit.Objective: The purpose of this study is to examine the mediating role of Person-Organization Fit (POF) in the impact of Supportive Work Environment (SWE) on Employee Retention (ER) among university lecturers.Methods: Data were collected from 176 lecturers at four institutions in Mataram City using a quantitative survey method. SmartPLS 4.0 software was used to analyze the data using Structural Equation Modeling – Partial Least Squares (SEM-PLS).Results: Supportive Work Environment significantly enhances employee retention (β = 0.233). Moreover, SWE significantly influences Person-Organization Fit, which in turn considerably affects Employee Retention. The association between SWE and ER was significantly mediated by POF (β = 0.267), which was the most notable finding.Conclusion: Lecturer retention depends on the alignment of personal values with organizational goals in a supportive work environment facilitated by digital integration. These findings help institutions formulate human resource policies that maintain the quality and stability of their educational programs.
Co-Authors Raditya Syafa Ramadhan Maatita Yazid Rahman Fuadi Hafidz