The Impact of Authentic Leadership toward Employee Performance through Work Engagement and Organizational Citizenship Behavior as Mediating Variable

Abstract

Aims: This study aims to determine the influence of authentic leadership style on employee performance through work engagement and citizenship behavior of employees as mediation. It examines the relationship between authentic leadership, work engagement, organizational citizenship behavior, and employee performance by creating a new model for the relationship between those variables and finding out whether the authentic leadership style applied in the work environment of Bank Pembangunan Daerah of West Kalimantan as a whole.
 Study Design: Explanatory Research.
 Place and Duration of Study: We conduct this research from July 2022 to December 2022 at PT. Bank Pembangunan Daerah of West Kalimantan (Bank Kalbar). We start by finding phenomena and problems, surveying the object related to the problems, making conceptual frameworks, interviews, and distributing questionnaires.
 Methodology: The form of research used is quantitative research. The method of collecting the data is by using a questionnaire which is responded to by 263 respondents with a targeted sampling technique. Using the structural equation model (SEM) on the AMOS 24 tool.
 Results: The results of this study indicate that authentic leadership has a positive and significant influence on employee performance, work engagement, and employee citizenship behavior. In addition, work engagement and citizen behavior play a mediating role that shows a positive and significant influence on employee performance.
 Conclusion: This study found that authentic leadership implemented within the scope of work in Bank Kalbar affects employee performance. Authentic leadership, owned by the leader, has the power to influence the performance of employees at Bank Kalbar. The level of work engagement and organizational citizenship behavior owned by Bank Kalbar employees strengthens the influence of authentic leadership on employee performance. However, not all leaders have a highly authentic leadership style.