Research of Business and Management

Transformational Leadership, Work Environment, and Employee Performance: The Mediating Role of Job Satisfaction in Public Disaster Management

2026-08-05T13:35:15+07:00

Employee performance is a critical determinant of organizational effectiveness, particularly in public institutions responsible for disaster management. Previous studies have primarily focused on private-sector organizations and direct relationships among transformational leadership, work environment, and employee performance, leaving limited evidence on the mediating role of job satisfaction in disaster management agencies. This study addresses this gap by examining job satisfaction as a mediating mechanism within the BPBD DKI Jakarta context. This study used a quantitative design and questionnaire data from 100 employees, and analyzed the proposed model using Partial Least Squares Structural Equation Modeling (PLS-SEM). The findings reveal that transformational leadership, work environment, and job satisfaction each positively and significantly influence employee performance. In addition, transformational leadership and work environment significantly enhance job satisfaction, which in turn mediates their effects on employee performance. These mediation findings highlight that leadership development and supportive workplace conditions improve performance more effectively when they strengthen employee satisfaction. The study contributes to human resource management theory by reinforcing job satisfaction as a key psychological mechanism linking organizational practices to performance outcomes, while providing practical guidance for improving workforce effectiveness in public-sector disaster management organizations

Organizational Commitment as a Mediator of Work-Life Balance, Compensation, Retention, and Support Staff Performance in Higher Education

2026-08-11T09:52:46+07:00

Educational support staff play a vital role in ensuring effective university operations and service quality. However, maintaining employee performance remains challenging due to issues related to work-life balance, compensation, employee retention, and organizational commitment. This study examines the effects of work-life balance, compensation, and retention on employee performance, with organizational commitment as a mediating variable, among educational support staff at Kusuma Negara Polytechnic. This study used a quantitative approach and survey method, collecting data through structured questionnaires and analyzing it using Partial Least Squares Structural Equation Modeling (PLS-SEM). The findings show that work-life balance and retention have significant negative effects on organizational commitment, whereas compensation has a significant positive effect. In addition, work-life balance, compensation, retention, and organizational commitment positively influence commitment performance. Organizational commitment also significantly mediates relationships between the three antecedent variables and employee performance, with negative mediation for work-life balance and retention and positive mediation for compensation. This study contributes to the human resource management literature by demonstrating the differentiated mediating role of organizational commitment in higher education commitmentns. Managerially, the findings suggest that institutions should strengthen compensation systems while carefully evaluating work-life balance and retention policies to improve employee commitment and performance

Affective Commitment as a Pathway from Family Management Conflict and Work Engagement to Superior Performance in a Family-Owned Mining Firm

2026-08-11T09:54:21+07:00

Family-owned firms often face managerial challenges related to family management conflict, work stress, and employee engagement. Prior findings on their effects on organizational performance are inconsistent and seldom consider these factors simultaneously with affective commitment as a mediator. This study examines relationships among family management conflict, work stress, work engagement, affective commitment, and superior company performance in a family-owned coal mining firm. Superior performance refers to achieving strategic objectives through productivity, operational efficiency, employee contributions, and sustainable competitive advantage. A sequential explanatory mixed-methods design provided statistical and contextual insights. Quantitative data were collected through structured questionnaires from 70 head-office employees and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). In-depth interviews with selected managers then enhanced interpretation and validated the quantitative results. Family management conflict and work engagement significantly affected affective commitment, whereas work stress did not. Work engagement and affective commitment positively affected superior company performance, whereas family management conflict and work stress had no direct effects. Affective commitment also mediated relationships of family management conflict and work engagement with performance. The study demonstrates how affective commitment can operate as a strategic mechanism for sustaining mining-firm performance