The Importance of Strengthening Employee Performance Through Leadership and Engagement, with Work Motivation as an Intermediary (original) (raw)
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This article aims to review and synthesize a literature review related to employee performance, motivation, job satisfaction, employee engagement, and leadership and to see the research results of the variables that will be reviewed and whether there is an influence between one variable and another. This study uses a literature review by looking for references related to related variables. This study provides an overview of the articles obtained by describing the influence between variables. The results of the study show that several variables influence the evidence of exposure in a matrix. The employee performance study in this literature review article explicitly focuses on supporting variables that can improve employee performance, namely motivation, job satisfaction, employee engagement, and leadership.
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The study aims at examining the effect of work satisfaction on employee engagement. The study was conducted using the quantitative method. The population consists of the employees of telecommunication network providers in the industry. The numbers of employees eligible to be included in the population were 14,000 people (2015), which came from various managerial levels. Upon restricting the population three managerial levels, including senior leaders, line managers, and supervisors, the number went down to 8,064 people. For the study, samples of 100 respondents were chosen using multistage-random sampling. The data were processed using the Structural Equation Modeling (SEM) method. The results of the study showed that in telecommunication network providers, work satisfaction could increase employee engagement. Work condition was the dominant driver in increasing employee engagement, followed by work relationship and promotion. Work conditions include work security, work comfort, stress levels, working hours, and management policies. These aspects could provide the highest support in shaping employee engagement. The results of this study provide an implication for telecommunication network providers in Indonesia, which is that employee engagement was mainly driven by employee satisfaction with their work condition, work relationship, and promotion.