The Effect of Leadership Style to Job Satisfaction, Employee Engagement and Employee Performance (Study at PT. Interbat, Bali, Nusra, and Ambon)

Abstract

Human resources as one of the important indicators of achieving organizational goals effectively and efficiently and performance is the answer to the success or failure of organizational goals that have been set. Performance can be seen from the achievement of target employees in an organization. Performance at PT.Interbat Bali Nusra Ambon has decreased in 2017 compared to 2016. The purpose of this research is to confirm the linkage of leadership style to job satisfaction, employee engagement and employee performance of PT.Interbat Bali Nusa Ambon. The population and sample in this study is the total population of 53 employees. The analysis technique used in this research is structural equation modeling (SEM) based on variance or component based SEM, known as Partial Least Square (PLS). From the research result, it is found that leadership style has positive and significant effect to job satisfaction, leadership style has no significant effect on employee engagement, leadership style has no significant effect on employee performance, but leadership style will affect employee's work through work mediation and employee engagement, job satisfaction positive and significant impact on employee engagement, employee engagement has a positive and significant impact on employee performance and employee engagement has a positive and significant impact on employee performance.

Job Satisfaction as a Mediating of Leadership Style and Organizational Culture on Employee Performance of Togamas Discount Bookstore,Indonesia

“…A leader must have the ability to influence subordinates in the execution of the work to achieve organizational goals effectively and efficiently. The results of this study are consistent with Nugroho et al, Raharjo et al, and Kertiriasih et al which states that the effect of leadership style on job satisfaction [21,22,23].…”

“…Therefore, a leader must have the expertise and vast knowledge gained through the development of self. The results are consistent with Raharjo et al, Hardian et al, Siswanto, Habeeb and Ibrahim, and Kertiriasih et al which states that the effect of leadership style on employee performance [22,29,30,23].…”

The Role of Employee Engagement Mediates the Influence of Quality of Work Life on Employee Performance

“…Quoted from Lewiuci (2016), "the vigor, dedication and absorption variables together have a significant positive effect on employee performance." Raihan & Sagala (2018), Agus Hali (2019), Wicaksono & Rahmawati (2019), Motyka (2019), Kertiriasih et al (2018) state that "employee engagement has a positive and significant impact on employee performance. This means that the better the employee engagement value embraced by employees, the higher the level of employee performance."…”

High Commitment Work System and Turnover Intentions: Role of Workload as a Mediator

“…Researchers (e.g., Liu, Chow, Zhu, and Chen (2020)) explained that how employees perceive workload and its effects on their productivity, performance, well-being and health, may have some serious impact on their turnover intentions and on HCWS of the organizations as well. Kertiriasih, Ni, and Rupadi (2018) explained that the greater intensity on employee perceived high commitment work practices renders the long-term retention of employees within the organization. Many authors (e.g., (Kertiriasih et al, 2018;Liu et al, 2020)) stated that how employee perceives workload, may have some impact on high commitment work system and employee's job turnover.…”

“…Kertiriasih, Ni, and Rupadi (2018) explained that the greater intensity on employee perceived high commitment work practices renders the long-term retention of employees within the organization. Many authors (e.g., (Kertiriasih et al, 2018;Liu et al, 2020)) stated that how employee perceives workload, may have some impact on high commitment work system and employee's job turnover. Moreover, some researchers (e.g., (De Reuver, Van De Voorde, & Kilroy, 2019;Tongchaiprasit & Ariyabuddhiphongs, 2016)) suggested the inclusion of some other factors (e.g., workload, pay) to explore the relationship focusing workload as a variable.…”