The Relationship Among Superleader, Perceived Organizational Support and Work Performance Mediated By Work Satisfaction and Employee Engagement

Abstract

The research aims to analyze and explain the effect of Superleader on Employee Engagement; the effect of Superleader on work satisfaction; the effect of Superleader on work performance; the effect of Perceived Organizational Support on Employee Engagement, the effect of Perceived Organizational Support on work satisfaction; the effect of job satisfaction on Employee Engagement; the effect of job satisfaction on work performance and the effect of Employee Engagement on work performance. The number of samples used in this research was 240 people. The data was analyzed by using Generalized Structured Component Analysis (GSCA). The result shows that Superleader had both positive and significant effect on work performance, Superleader led significantly to Employee Engagement, Superleader had positive effect but insignificant on work performance, Perceived Organizational Support had a positive and significant relationship on job satisfaction, Perceived Organizational Support had positive and significant effect on Employee Engagement, Perceived Organizational Support led positively but insignificantly to work performance, Job Satisfaction led to Employee Engagement both positively and significantly, Job Satisfaction had a positive and significant effect as well on work performance. While the indirect relationship between Superleader and Performance mediated by Satisfaction based on Sobel test showed insignificant effect. The insignificant effect of Perceived Organizational Support variable on Performance mediated by Satisfaction showed significant result. Moreover, the indirect effect between Perceived Organizational Support variable on Performance mediated by Employee Engagement also indicateed a significant result.

Turnover Intention Among Lecturers in Private Higher Education: The Direct Impact of Financial Rewards and Mediation of Job Satisfaction and Effective Organizational Commitment

“…The Mediation Role of Job Satisfaction and Affective Commitment in the Relationship Between Financial rewards and Turnover Intention Since job satisfaction and affective commitment are often mediators in previous studies, we will explore their role as mediators in this study. Huang et al (2017) investigate job satisfaction as a mediator between human resources practice and employee engagement, while Fristin et al (2019) examine its role in mediating perceived organizational support and employee performance. Furthermore, the mediating role of affective commitment was also found in the study, which discussed the relationship between perceived organizational support and engagement (Gupta et al, 2016).…”

Buiding Organizational Citizenship Behavior through Organizational Support, Organizational Culture, and Work Motivation

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