Transformational Leadership Variables Research Articles

ANALISIS GAYA KEPEMIMPINAN KOMBINASI TRANSAKSIONAL DAN TRANSFORMASIONAL TERHADAP KINERJA KARYAWAN PADA MASA PANDEMI COVID 19 DI KLINIK INTAN MEDIKA PANGKALPINANG

This research was entitled: “Analisis Gaya Kepemimpinan Kombinasi; Transactional dan Transformational Terhadap Kinerja Karyawan Pada Masa Pandemi Covid 19 di Klinik Intan Medika Pangkalpinang”.
 The purpose of this study was to determine and analyze the influence of leadership on the work performance of employees at the Intan Medika Clinic. Examine and analyze the influence of transformational leadership style on the work performance of employees at the Intan Medika Clinic. To examine and analyze the influence of transactional leadership style on the work performance of employees at the Intan Medika Clinic. To examine and analyze the dominant influence of the leadership style consisting of transformational and transactional or a combination on the work performance of employees at the Intan Medika Clinic. Either partially or simultaneously with a total of 90 pages without attachments.
 For the results of the coefficient of determination Adjusted R2 of 0.490 or can be defined as equivalent to 49%. It can be concluded that the influence of employee performance can be explained by a combination of leadership styles; transactional, and transformational during the Covid 19 Pandemic Period at the Intan Medika Clinic Pangkalpinang by 49%.
 There is a positive and significant effect of the combined leadership style variable on employee performance during the Covid 19 Pandemic Period at the Intan Medika Clinic Pangkalpinang H0 was rejected, and H1 was accepted. This is proven by the value of 4,078 and the p-value < .001, then the decision H1 is accepted. There is a negative and significant effect of transactional leadership variables on employee performance during the Covid 19 Pandemic Period at the Intan Medika Clinic Pangkalpinang H0 is rejected, and H1 is accepted. This is proven by the value of (-3.168) and p-value of 0.004, then the decision H2 is accepted. There is a positive and insignificant effect of transformational leadership variables on employee performance during the Covid 19 Pandemic Period at the Intan Medika Clinic Pangkalpinang H0 is rejected, and H1 is accepted. This is proven by the value of 2,399 and p-value of 0.024, then the decision H3 is accepted. There is a positive and significant influence, namely; combined leadership style; transactional, and transformational on employee performance during the Covid 19 Pandemic Period at Intan Medika Clinic Pangkalpinang This is proven by the value of 9962 and p-value <.001, the decision is H4 accepted.

The Influence of Superior Leadership Competency on The Achievement of Key Performance Indicators of SOE Banks

This research examines the effect of superior leadership competence in achieving key performance indicator (KPI) Bank XYZ as a State Own Enterprise (SOE). The number of respondents was 318, and the data was processed using Structural Equitation Modeling (SEM) Lisrel 8.80 model 1. The results supported the hypothesis that (1) leading business competence affects superior leadership, and it is acceptable; (2) competence of leading people and organizations influencing superior leadership is acceptable; and (3) superior leadership influences achievement of KPI, which is acceptable. In contrast, superior leadership is determined by transformational and transactional leadership variables. The dimension of transformational leadership that received the highest of scores 5 (strongly agree) from employee was inspirational motivation. Leaders motivate and inspire employees by speaking optimistically about the company's future, speaking enthusiastically about what the company needs to achieve, articulating an achievable vision for the future, as well as convincing and expressing confidence in the goal. Keywords: leading business competence, leading people and organization competence, superior leadership, transformational leadership, transactional leadership

An Analysis of the Effect of Transformational Leadership on Employees Job Satisfaction and Employees Performance

This study sought to examine the impact of transformational leadership on employee performance, as well as the impact of transformational leadership on job satisfaction. Transformational Leadership that Influences Employee Performance in CV. Restu Mitra Manado. The research subjects are all CV. Restu Mitra Manado.employees. While The sample size is 50 employees from CV. Restu Mitra Manado, and the sampling method is convenience sampling. The convenience sampling and random sampling methods were used in this study. sampling technique Multiple linier regression analysis was used to examine the data. Other analyses include the classical assumption, hypothesis testing via the F test, and T-test, determination coefficient (R2) ) and Path Analysis. The study's findings revealed that transformational variables Leadership and job satisfaction have a significant influence, both individually and collectively.The Employee Efficiency Furthermore, the Transformational Leadership variables have a significant impact on Job Satisfaction. Leadership Transformation and Job Contentment Employees can explain 87.6 percent of performance and 12.4 percent of performance. be explained by variables not included in the model While the Path Analysis results show that the total effect outweighs the direct effect Job satisfaction was mentioned as an intervening variable with Transformational Leadership that has an impact on employee performance.Job Satisfaction; Transformational Leadership; Employee Performance

The Influence of Transformational Leadership and Organizational Culture on Job Satisfaction and Organizational Citizenship Behavior (OCB) in Islamic Educational Institutions

This paper examines the effect of transformational leadership and organizational culture on organizational citizenship behavior (OCB), with job satisfaction as an intervening variable. A quantitative approach is used to examine the relationship or influence between (X), (Y), and (Y1). The population in this study was 50 respondents. The results showed a significant partial effect of the transformational leadership variable on job satisfaction. The organizational culture variable has a partially significant influence on job satisfaction. The transformational leadership variable has a partially significant influence on organizational citizenship behavior. There is no significant partial effect of organizational culture on organizational citizenship behavior. This study has implications for the importance of cultural awareness of organizational citizenship behavior for each individual to build a good work team so that the achievement of organizational performance can be better than before.

THE INFLUENCE OF TRANSFORMATIONAL LEADERSHIP, ORGANIZATIONAL COMMITMENT, AND JOB SATISFACTION ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) (STUDY AT ST CAROLUS HOSPITAL JAKARTA)

The research which was written with "The Influence of Transformational Leadership, Organizational Commitment, and Job Title on Organizational Citizenship Behavior (OCB)" aims to determine directly the partial and simultaneous or joint effect of the independent variables, namely the Transformational Leadership variable, the Organizational Commitment variable, and Working variables on Organizational Citizenship Behavior (OCB) variables, the research conducted by this researcher also aims to determine which independent variables have the most influence on Organizational Citizenship Behavior (OCB) variables. working to serve the health services of St.Carolus Hospital Jakarta. The analytical method used by the researcher is the multiple linear regression analysis method which is processed with the help of the SPSS program, the results carried out by this researcher show the results that partially there is no significant positive effect on the variables of Transformational Leadership and Organizational Commitment to Organizational Citizenship Behavior (OCB )and Partially, this study shows a significant positive effect between job satisfaction variables on Organizational Citizenship Behavior (OCB) on doctors who work at St. Carolus Hospital, Jakarta.

The Influence of Mindfulness, Collective Values, Transformational Leadership, Working Conditions, Psychological Empowerment on Organizational Citizenship Behavior (OCB) Among High School Teachers in Medan

This study aims to obtain an OCB model for teachers in private and public schools. The model was developed based on a literature review on what factors can predict OCB. Based on the studies that have been carried out (attitude and personal factors, in this study mindfulness was used (personal with full attention). This research is a quantitative approach with a causal correlational type of research. This type of study is also described as a survey design, with data collection using a scale or research instrument through an online survey using the G Form from Google. The results showed that; (1) OCB could be effected directly by mindfulness and working condition, but not for the collective values; (2) Mindfulness has a direct effect on Transformational Leadership and working conditions; (3) Collective values don’t have effect on working conditions. So, it can be stated that mindfulness affects OCB through transformational leadership variables and working conditions. Similarly, it can be stated that collective values influence OCB through transformational leadership and working conditions. The implication of this study is to improve OCB in schools, it is necessary to pay attention to the various conditions that are prepared, in this case the strengthening of mindfulness, through training and practice of mindfulness implementation, and strengthening of working conditions, which also means that structural empowerment of teachers becomes necessary.

TRANSFORMATIONAL LEADERSHIP, WORK MOTIVATION ON JOB SATISFACTION, EMPLOYEE PERFORMANCE AT NATIONAL AMIL ZAKAT INSTITUTION

Purpose. The purpose of this study is to prove and analyze the performance of employees at the head office of the Yatim Mandiri National Amil Zakat Institution in Surabaya. This study uses four variables, namely transformational leadership, work motivation, job satisfaction, and employee performance.
 Design. With a population of 170 and a sample of 140, respondents were calculated using the Slovin formula. The sampling method is an intentional sampling from the sampling group with low probability. This study uses a survey method to collect quantitative data by using a questionnaire data analysis used by SEM in the Amos 26 program.
 Findings. According to this study, it shows that: 1) transformational leadership affects employee job satisfaction. 2) Transformational leadership affects employee performance. 3) Work motivation is very influential on employee job satisfaction. 4) Work motivation affects employee performance. 5) Job satisfaction affects employee performance. To find out that transformational leadership has the strongest influence on employee performance.
 Implications. The results of this study imply that when leaders carry out management well, the indicators of work motivation variables may have a strong effect on increasing employee job satisfaction. In addition, in a good management process by dividing the indicators of transformational leadership variables and indicators of work motivation variables that are adjusted to the characteristics of employees also has a strong effect on improving employee performance. In addition, the indicator of job satisfaction variable carried out in carrying out good management also has a strong effect on improving employee performance.
 Recommendation. The following researchers are encouraged to conduct research on the effect of transformational leadership, work motivation, job satisfaction, and employee productivity.

PENGARUH GAYA KEPEMIMPINAN TRANSFORMASIONAL, KOMITMEN DAN KINERJA KARYAWAN TERHADAP PRODUKTIVITAS KERJA

In this study the perception of respondents who are leaders of branches, regions and service units is measured through transformational leadership variables, work commitment, employee performance and work productivity. This study uses the SEM method by distributing questionnaires to a sample of 303 respondents using a sampling technique, namely purposive sampling and a margin of error of 5%. The results obtained are transformational leadership has an influence on work commitment, and also affects performance employees, the next result is the influence of work commitment on employee performance and employee perfor-mance has a significant positive effect on work productivity variables. PT. Jamkrindo is a state-owned enterprise (BUMN) which serves as a means of financing for micro and small and medium industries. To be able to provide good service, it must be supported by good quality human resources, the quality of human resources, especially employees, of course must be sourced from leaders who can provide good examples to their subordinates.

Building Organizational Citizenship Behavior Through Psychological Contract Mediation and Exogenous Variables Transformational Leadership and Organizational Support of Ny. Suharti Fried Chicken Restaurant Employees

Research aims: This study aims to find out the effect of the strategy on building organizational citizenship behavior because the low level of organizational citizenship behavior causes the company to be unable to increase its effectiveness.Design/Methodology/Approach: In this study, the total population was 70 employees of fried chicken Ny. Suharti. The data collection method used the questionnaire method, while the technique for data analysis employed the classic assumption test, hypothesis testing, linear regression, and Sobel Test.Research findings: From this study, we found that (1) there was a positive result and significant effect of transformational leadership on psychological contracts (Y1), (2) there was a positive result but not significant effect of organizational support on psychological contracts, (3) there was a positive result with significant effect of transformational leadership on organizational citizenship behavior, (4) there was a positive result with significant effect of organizational support on organizational citizenship behavior, (5) there was a positive result but not significant effect on the influence of organizational support on psychological contracts, (6) there was a positive result but not significant effect of transformational leadership on organizational citizenship behavior, and (7) there was a positive result but not significant effect of the organizational support on organizational citizenship behavior, with the psychological contract variable as a mediating variable on employees of fried chicken restaurant Ny. Suharti.Theoretical contribution/Originality: This study contributes to the understanding of the effect of transformational leadership on psychological contracts, organizational support on psychological contracts, transformational leadership on organizational citizenship behavior, organizational support on organizational citizenship behavior, organizational support on psychological contracts, and organizational support on organizational citizenship behavior, with the psychological contract variable as a mediating variable on employees.Practitioner/Policy implication: Based on the analysis results, not all variables had a positive and significant effect except for transformational leadership on psychological contracts, transformational leadership on organizational citizenship behavior, and organizational support on organizational citizenship behavior; other than these variables, it showed positive reluts but insignificant.Research limitation/Implication: The research was only conducted at the fried chicken restaurant, Ny. Suharti. Therefore, the data collected had a low level of normality.

Effect of three innovation components in businesses on social innovation

Purpose- The aim of this study is to provide a theoretical understanding of transformational leadership, dynamic capabilities and business model innovation processes that may be necessary for strategic management in enterprises, and to investigate the interaction of these factors and their effects on social innovation as a tool. In this context, the effects of dynamic capabilities and the contributions of transformational leadership in business model innovation processes were tried to be determined, the effect of intra-organizational dynamics on innovation and how the mentioned three innovation components shape social innovation were investigated. Methodology- Quantitative research method was used in the research and survey forms were used within the scope of the study. 198 employees working in SMEs in Istanbul were used as sample. In order to test construct validity of the study; factor analysis, correlation analysis were used to measure the severity and direction of the relationship between the variables and regression analysis was used to measure causality between variables. Findings- The transformational leadership variable does not explain the social innovation variable. The Business Model Innovation variable explains the social innovation variable by 8%. The Business Model Innovation variable explains the transformational leadership variable by 10%. Dynamic Capabilities variable explains social innovation variable by 10%. Although the Dynamic Capabilities variable explains the transformational leadership variable at a rate of 17%, its contribution was found to be weakly positive. Conclusion- Social innovation cannot be carried out only by social entrepreneurs, non-governmental organizations and the state. Businesses enable their employees to change their perspectives on life and integrate them with society. Therefore, individuals within the organization can be socially innovative as well as benefit directly or indirectly from social innovation. Based on this phenomenon, it is known that business model innovation, transformational leadership and dynamic abilities are meaningful among themselves in the business literature. This significance has been tested in social innovation in business organizations. Keywords: Transformational leadership, business model innovation, dynamic capabilities, social innovation, strategic management. JEL Codes: 030, M10, M54

Organization citizenship behaviour among indian nurses during SARS-COV-2: A direct effect moderation model

The pandemic COVID has engulfed the entire world in general and India in particular. Almost the entire country is under lockdown now and then forcing the people to stay inside their homes for the safety of themselves and others. There is one section, i.e. Indian nurses, which is braving against all odds to ensure the proper functioning of the health care system and educate and persuade the patients and their relatives. This has necessitated the nurses to go an extra mile reflecting a sense of responsibility towards patients, colleagues, hospitals, society, and nation and discharge their duties performing activities beyond the formal job descriptions, formal reward system, or direct and explicit recognition. In the present study, the researchers have empirically investigated the nature, extent, and mechanism of the impact of variables transformational leadership, job satisfaction, and emotional intelligence that lead to nurses displaying the organizational citizenship behaviour at this unprecedented juncture of time in India.

ANALISIS PENGARUH KEPEMIMPINAN TRANSFORMASIONAL, MOTIVASI KERJA, KEPUASAN KERJA TERHADAP KINERJA KARYAWAN PADA PT. MEGA BINTANG MAS INDONESIA MEDAN

This study aims to describe the effect of transformational leadership, work motivation, and job satisfaction on employee performance at PT. Mega Bintang Mas Indonesia Medan. The population in this study is 72 (seventy two) and the sample is 72 using census technique. Research respondents are employees at PT. Mega Bintang Mas Indonesia Medan, which are 72 (seventy two) employees. The data research instruments used are questionnaires and documentation. The data analysis technique used is validity test, reliability test, descriptive analysis, multicollinearity test, heteroscedasticity test, Park Gleyser test, normality test, multiple linear analysis, multiple linear reliability coefficient test, partial hypothesis test or t test, simultaneous hypothesis test or test. F, and the coefficient of determination. The results of descriptive analysis at PT. Mega Bintang Mas Indonesia Medan for transformasional leadership style variable is in good category, work motivation variable is in bad category, job satisfaction variable is in very bad category and employee performance variable at PT. Mega Bintang Mas Indonesia Medan is in quite good category. Based on a partial analysis, transformational leadership, work motivation, job satisfaction have a positive and significant influence on employee performance at PT. Mega Bintang Mas Indonesia Medan. Simultaneously, transformational leadership, work motivation, job satisfaction have a positive and significant effect on employee performance at PT. Mega Bintang Mas Indonesia Medan. The contribution of transformational leadership variables, work motivation, job satisfaction to improve employee performance variables amounted to 0.566 or 56.6%, while the remaining 0.434 or 43.4% is influenced by other variables that are not examined by writer in this research, such as work environment, compensation, culture, and so on.

Peran Mediasi Keterlibatan Kerja Dalam Hubungan Antara Transformasi Kepemimpinan, Pertukaran Anggota Leader, dan Kinerja Pekerjaan

This research aims to find out the effect of transformational leadership and leader-member exchange on the job performance of employees in textile and garment manufacturing companies. This research is expected to be useful to inspire managers to prepare good steps and strategies to improve employee job performance and develop employees. The research was conducted on employees of textile and garment manufacture with a sample of 337 people. The research method uses regression test and analysis of the mediation of Baron and Kenny. The results of the study show that the job performance variable is not influenced by transformational leadership and is influenced by the leader-member exchange. The leader-member exchange variable is influenced by the transformational leadership variable. Work engagement variable is influenced by transformational leadership and not influenced by leader-member exchange. Work engagement mediating variable is as a mediator of transformational leadership relationship to job performance and not as a mediator of leader-member exchange relationship to job performance. Keywords: job performance, leader-member exchange, manufacture textile, transformational leadership, work engagment

The Influence of Transformational Leadership, Job Characteristics, Job Involvement, on Employee Performance through Work Engagement at PT. Virama Karya (Persero) East Java Branch

The objectives to be achieved in this study are to analyze the influence of Transformational Leadership, Job Characteristics and Job Involvement on Work Engagement and Employee Performance; and to analyze the effect of Transformational Leadership, Job Characteristics and Job Involvement on Work Engagement Employee Performance. This study used quantitative data analysis and used questionnaire data collection methods. This research belongs to the type of causal research. The type of research in this study is causality research with a quantitative method approach. The sample population was 88 employees of PT Virama Karya (Persero) East Java Branch at the staff level and field engineering personnel. The analysis technique chosen to analyze the data and test the hypothesis in this study is The Structural Equation Model (SEM). To answer the hypothesis used Partial Least Square (PLS). The results of the analysis can be concluded that the variables Transformational Leadership and Job Characteristic have no effect on Work Engagement and Employee Performance at PT. Virama Karya (Persero) Cabang Jawa Timur. Meanwhile, Job Involvement affects Work Engagement and Employee Performance at PT. Virama Karya (Persero) Cabang Jawa Timur. The Work Engagement variable affects Employee Performance at PT. Virama Karya (Persero) Cabang Jawa Timur. And the variables transformational leadership, job characteristic and job involvement affect employee performance through work engagement at PT. Virama Karya (Persero) Cabang Jawa Timur.

Antecedents and Consequences of Employee Job Satisfaction in Indonesia

Factors that encourage job satisfaction include the application of transformational leadership from a leader in the company. The existence of cultural diversity also contributes to the level of employee job satisfaction. Then the implementation of organizational commitment is also essential to increase employee satisfaction at work. This study deals with the antecedents and consequences of employee work satisfaction, including transformational leadership, culture diversity, and organizational commitment as antecedents and organizational citizenship behavior (OCB) and employee performance as a consequence. The research instrument used a questionnaire distributed to 280 employees who worked in cigarette factories and tapioca flour factories in Pematangsiantar City. For data analysis, this research uses the Smart PLS application with the PLS-SEM approach oriented. This research concludes that transformational leadership and culture diversity has a significant impact on work satisfaction. On the other hand, the results of this research also conclude that organizational commitment does not significantly impact work satisfaction. Furthermore, this research also confirms that work satisfaction significantly affects organizational citizenship behavior (OCB) and employee performance. Then this study was only carried out in one city so that no specific data comparison could be obtained and only focused on the use of transformational leadership variables, culture diversity, work satisfaction, organizational citizenship behavior, and employee performance. The novelty presented from this research explains that although most employees have different cultural backgrounds if supported by a fair and wise application of transformational leadership, it will encourage job satisfaction.

ANALYSIS OF THE EFFECT OF TRANSFORMATIONAL LEADERSHIP, COMMUNICATION AND MOTIVATION ON EMPLOYEE PERFORMANCE

This study aims to examine the effect of transformational leadership and communication on employee performance with work motivation as an intervening variable at the Dr Wahidin Sudirohusodo National Higher Education Foundation, Medan. The number of samples in this study were 76 respondents using simple random sampling method. This type of research is quantitative research using path analysis techniques and questionnaire data. Path analysis hypothesis test is done by using multiple linear analysis, classical assumption test and intervention test. Based on the results of research with hypothesis testing, the variables of transformational leadership and communication partially have a positive and significant effect on work motivation. The transformational leadership and communication variables partially show a significant effect on employee performance. Transformational leadership on employee performance with work motivation as an intervening variable has a positive and significant indirect effect and there is an influence of communication on employee performance with work motivation as an intervening variable. The variables of transformational leadership and communication have a simultaneous effect on work motivation. The variables of transformational leadership, communication, and work motivation simultaneously affect employee performance with a coefficient of determination of 87.8% which means that the variables of transformational leadership, communication and work motivation can explain employee performance as much as 87.8% and the remaining 12, 2% is explained by other variables such as discipline, commitment, compensation and others. Transformational leadership and communication variables have a simultaneous effect on work motivation. The variables of transformational leadership, communication, and work motivation simultaneously affect employee performance with a coefficient of determination of 87.8% which means that the variables of transformational leadership, communication and work motivation can explain employee performance as much as 87.8% and the remaining 12.2% is explained by other variables such as discipline, commitment, compensation and others. Transformational leadership and communication variables have a simultaneous effect on work motivation. Transformational leadership variables, communication.

Pengaruh Transformational Leadership Terhadap Disiplin Kerja Petugas di Lembaga Pemasyarakatan Kelas IIB Klaten

leadership and work discipline is a unity that must be owned by correctional officers. These two aspects have an impact on the performance of officers in prisons. This scientific article was created study to explain the transformational leadership influence on the work discipline of officers in The Correctional Institution Class IIB Klaten. Researchers used quantitative methods. Research instruments in the form of questionnaires with a Likert scale that has previously been conducted validity and reliability tests. Population as well as research sample as many as 85 respondents. The data obtained was analyzed using parametric statistics, which is a spss 20 application-assisted t test. The results of this study indicate that all coefficients of positive value with regression equations namely Y = 0.301 + 0.970X that can be stated that transformational leadership affects the discipline of the officer's work positively and significantly with the direction of exchange that is directly proportional to the coefficient X that is positive value. The coefficient of determination or R square (r2) obtained from the results of this study amounted to 0.716. The results explained that transformational leadership variables have an influence and explain the work discipline variable by 71.6%. The results of this research are expected to be information as well as considerations to optimize leadership skills and discipline in working for prison officers in Indonesia.

The Effect of Transformational Leadership Style on Employee Performance At PT. Ciptamega Infrasana in Bogor

This study aims to determine the effect of transformational leadership style on employee performance at PT. Ciptamega Infrasana in Bogor. The method used is explanatory research with a sample of 72 respondents. The analysis technique uses statistical analysis with regression, correlation, determination, and hypothesis testing. The results of this research variable transformational leadership style obtained an average score of 3.811 with suitable criteria. Employee performance variable obtained an average score of 3.882 with suitable criteria. Transformational leadership style has a positive and significant effect on employee performance with a regression equation value of Y = 14.018 + 0.651X, and a correlation coefficient value of 0.778 or has a strong relationship with a determination value of 60.6%.

ANALYSIS OF THE EFFECT OF TRANSFORMATIONAL LEADERSHIP AND COMMUNICATION ON EMPLOYEE PERFORMANCE (CASE STUDY AT THE NATIONAL HIGHER FOUNDATION Dr. WAHIDIN SUDIROHUSODO MEDAN)

This study aims to examine the effect of transformational leadership and communication on employee performance at the Dr Wahidin Sudirohusodo National Higher Education Foundation, Medan. The number of samples in this study were 76 respondents using simple random sampling method. This type of research is quantitative research using path analysis techniques and questionnaire data. Path analysis hypothesis test is done by using multiple linear analysis, classical assumption test and intervention test. The transformational leadership and communication variables partially show a significant effect on employee performance. Transformational leadership variables and communication simultaneously affect employee performance with a coefficient of determination of 87.8% which means transformational leadership variables, communication can explain employee performance as much as 87.8% and the remaining 12.2% is explained by other variables such as discipline, commitment, compensation and others. Transformational leadership and communication variables simultaneously affect employee performance with a coefficient of determination of 87.8% which means that transformational leadership and communication variables can explain employee performance as much as 87.8% and the remaining 12.2% is explained by other variables such as discipline, commitment. , compensation and others.

PENGARUH MOTIVASI KERJA, SIKAP KERJA DAN KEPEMIMPINAN TRANSFORMASIONAL TERHADAP KINERJA PEGAWAI DI SEKRETARIAT DAERAH KABUPATEN LABUHANBATU SELATAN

Problem of this study how influence of job motivation on performance. How influence of work attitude on performance. How influence of transformational leadership on performance. How influence job motivation, work attitude and transformational leadership on performance. The purpose of this study to determine and analyze the effect of job motivation on performance. Determine and analyze the effect of work attitude on performance. Determine and analyze the effect of transformational leadership on performance. Determine and analyze the effect of job motivation, work attitude and transformational leadership on performance. Sample in the study is 36 employees. Data analysis techniques used in this study is descriptive analyze and multiple linear regression analysis. The results of the study indicate job motivation variable has a positive and significant effect on performance. work attitude variable has a positive and significant effect on performance. transformational leadership variable has a positive and significant effect on performance. Job motivation, work attitude and transformational leadership variable has a positive and significant effect on performance.