The Influence of Transformational Leadership on the Performance of Employees with Motivation and Job Satisfaction as Intervening (A Study on the Office of the Department of Irrigation works in the District of Sidoarjo, Indonesia)

Mochammad Erwin Rachman ,Sugijanto ,Siti Samsyah

doi:10.7176/ejbm/12-14-02

Abstract

The aim of this research is to examine the transformational leadership in order to improve employee performance through work motivation and employee satisfaction in order to deliver maximum performance. The study used samples of 161 respondents while sampling techniques using Stratified random sampling or the strata sample were disproportionate with the sampling-based on a number of observable variable indicators. While the analysis uses SEM done through testing instruments with the measurement of the analysis of the Confirmatory factor (CFA). The results of this study show that transformational leadership towards motivation has a positive and significant influence on motivation. Transformational leadership has a positive and significant influence on job satisfaction. Motivation has a negative and insignificant influence on job satisfaction. Motivation has a positive and significant influence on employee performance. Job satisfaction has a positive and significant influence on employee performance. Transformational leadership has a positive and insignificant influence on employee performance. Transformational leadership towards employee satisfaction through motivation has a negative and insignificant influence. Transformational leadership towards employee performance through motivation has a positive and significant influence. Transformational leadership towards employee performance through job satisfaction has a positive and significant influence. The results of this research are recommended that the Tranformational leadership has an important role in improving employee performance because a positive influence is able to change the behavior of employees in completing the work even if the employee's work has negative and insignificant influences. Of course, this relies on mastery and trust in the leadership in giving ideas and inspiring to employees in order to do self-reliance without having to wait for instruction from the organization leadership. Keywords: transformational leadership, motivation, job satisfaction, employee performance DOI: 10.7176/EJBM/12-14-02 Publication date: May 31 st 2020

Highlights

This research is an effort to study about the transformational leadership and hope to give motivation so as to improve the performance of employees after obtaining the desired job satisfaction
The result of the confirmatory factor analysis model described by the employee's performance in the six indicators is capable of forming structural equation modeling in this research well, the results are positive and significant so that the results support or accept the concept of theory used in this research as structural modeling
The analysis and discussion of the structural model in this study concluded that transformational leadership was positively influential in employee motivation

Summary

Introduction

This research is an effort to study about the transformational leadership and hope to give motivation so as to improve the performance of employees after obtaining the desired job satisfaction. The fact that the employee has not demonstrated a high existence because the achievement is not maximally, often waiting for encouragement (motivation) from the leadership, and the creativity of work that has not been able to utilize it optimally impacting performance outcomes that have not yet fulfilled the target that the organization wants. Robbins and Judge (2017), that motivation is a process act that explains the intensity of a person, who has the direction and persistence of effort in achieving an organizational goal. The main purpose of the organization in improving performance is that it takes several factors that can give employees satisfaction, because the work done often affects jobs that are like and disliked. While Howard (2009), that work satisfaction as a mixture of the liked and disliked of moods or behaviors of an individual worker on their work schedule, and implying, when an individual is employed may be individuals come by Desires, wants and anticipation that explained their meaning to be there

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