The influence of work motivation and discipline on employee performance with leadership style as a moderating variable
Article Sidebar
Main Article Content
Abstract
This study examined the influence of work motivation and discipline on employee performance, with leadership style as a moderating variable. Conducted among employees of the Dinas Pemberdayaan Masyarakat dan Desa Kabupaten Simeulue, the research employed a mixed-methods approach, integrating quantitative and qualitative data. The quantitative phase involved a survey of 150 employees, revealing that work motivation (? = 0.50, p < 0.001) and work discipline (? = 0.40, p < 0.001) significantly impacted employee performance. Hierarchical multiple regression analysis demonstrated that leadership style significantly moderated these effects, enhancing the positive impacts of motivation (Interaction ? = 0.25, p < 0.01) and discipline (Interaction ? = 0.20, p < 0.01) on performance. Qualitative interviews further supported these findings, indicating that supportive and culturally sensitive leadership boosted employee morale and performance. The results suggested that fostering a motivated and disciplined workforce through targeted HR practices and leadership development programs is essential for improving organizational effectiveness. This study provided valuable insights for HR management and leadership in government institutions, emphasizing the importance of integrating local cultural norms into leadership practices
Downloads
Article Details
Abdullahi et al., . (2020). The impact of leadership style on organizational citizenship behavior: does leaders' emotional intelligence play a moderating role? Journal of management development, 39(9/10), 963-987.
Alam et al.,. (2021). Influence of leadership style and work motivation on employee performance. Point Of View Research Management, 2(2), 123-131.
Ameyaw et al., . (2019). Human capital development and organizational performance: A conceptual review. International Journal of Innovative Research and Development, 8(10), 1-6.
Apalia. (2017). Effects of discipline management on employee performance in an organization: The case of county education office human resource department, Turkana County. International Academic Journal of Human Resource and Business Administration,. Turkana County. International Academic Journal of Human Resource and Business Administration, 2(3), 1-18.
Asaari et al., . (2019). Influence of salary, promotion, and recognition toward work motivation among government trade agency employees. International Journal of Business and Management, 14(4), 48-59.
Basalamah. (2021). The role of work motivation and work environment in improving job satisfaction. Golden Ratio of Human Resource Management, 1(2), 94-103.
Batista-Foguet et al., . (2021). Measuring leadership an assessment of the Multifactor Leadership Questionnaire. . Plos one, 16(7), e0254329.
Berman et al.,. (2021). Human resource management in public service: Paradoxes, processes, and problems. Cq Press.
Bryman. (2017). Quantitative and qualitative research: further reflections on their integration. In Mixing methods: Qualitative and quantitative research . Routledge.
Bui et al.,. (2016). Perceptions of HR practices on job motivation and work-life balance: Mixed drives and outcomes in a labor-intensive sector. . International Journal of Manpower, 37(6), 1004-1023.
Dong et al. (2010). A case study of China’s administrative reform: The importation of the super-department. . The American Review of Public Administration, 40(2), 170-188.
Gabrielli, G., & Zaccaro. (2017). Human Resource Management in Post-Bureaucratic Organizations: New Challenges and Concerns. In Evolution of the Post-Bureaucratic Organization, 252-273.
Hashimy et al.,. (2023). Nurturing Leadership and Capacity Building for Success: Empowering Growth. International Journal of Rehabilitation & Special Education, 3(2).
Hennink et al.,. (2020). Qualitative research methods. Sage.
Itang. (2015). Work discipline and work competence with quality of service in the office of religious affairs (KUA) District of Mount Kencana Lebak Regency of Banten. J. Mgmt. & Sustainability, 5, 132.
Jones. (2013). Culture, power, and authoritarianism in the Indonesian state: Cultural policy across the twentieth century to the reform era . Brill.
Khalifa et al. (2016). Culturally responsive school leadership: A synthesis of the literature. . Review of educational research,, 86(4)1272-1311.
Mansaray. (2019). The role of leadership style in organisational change management: a literature review. . Journal of Human Resource Management, 7(1), 18-31.
Musa & Isha, . (2021). Holistic view of safety culture in aircraft ground handling: Integrating qualitative and quantitative methods with data triangulation. Journal of Air Transport Management, 92, 102019.
Popovi?. (2020). Quantitative phase analysis by X-ray diffraction—doping methods and applications. Crystals.
Prasetyo et al., . (2021). Discipline and work environment affect employee productivity: evidence from Indonesia. . International Journal of Entrepreneurship, 25.
Pyrko & Dörfler, . (2018, July). Using causal mapping in the analysis of semi-structured interviews. In Academy of Management Proceedings, (pp. (Vol. 2018, No. 1)).
Reina & Scarozza. (2021). Human resource management in the public administration. Organizational development in public administration. The Italian way, 61-101.
Rifa'i. (2023). Impact of Work Discipline on Employee Performance. Jurnal Ekonomi, Manajemen Dan Akuntansi, 1(01), 1-8.
Riyanto etal.,. (2021). Effect of work motivation and job satisfaction on employee performance: Mediating role of employee engagement. Problems and Perspectives in Management, 19(3), 162.
Rizvi, P. &. (2016). Drivers of employee engagement. The role of leadership style. Global business review, 17(4), 965-979.
Trilestari, G. &. ((2021, July). ). The Model for Implementing Bureaucratic Reform in the Ministry of Administrative Reform. . In 2nd International Conference on Administration Science 2020 (ICAS 2020) (pp. (pp. 146-155). ). Atlantis Press.
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.