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This study investigates the correlation between visionary-participative leadership style, digital technology literacy, employee involvement, and civil servant performance within the digital transformation context of the Semarang City Regional Revenue Agency. Employing a quantitative methodology, a survey of 105 staff members is conducted. The investigation in this research utilized Structural Equation Modeling methodologies employing the Partial Least Squares (PLS-SEM) framework. This study underscores the significance of adopting a holistic method toward advancing human capital by combining the improvement of digital competencies with tactics to enhance employee involvement. Study findings indicate that digital technology literacy skills substantially and constructively influence employee engagement and performance. Visionary-participative leadership positively impacts employee engagement, yet its direct effect on performance is deemed insignificant. Employee involvement is demonstrated to have a significant and favorable impact on performance. Theoretical and practical implications emphasize the necessity of crafting a more tailored digital transformation framework for the public sector and the importance of revamping leadership development initiatives to address the intricacies of bureaucracy in the digital age.    

This research aims to determine the effect of leadership style on employee performance with motivation as a moderating variable. This research used a sample of 195 employees of the Public Works Department in Bandar Lampung City. This research uses simple linear regression analysis and descriptive statistics which are processed using the SPSS version 23 statistical application. The results of this research show that the leadership style variable is proven to have a significant positive effect on employee performance variables and supports the first hypothesis. The motivation variable as a moderating variable in this study was proven to have no effect on the influence of the leadership style variable on employee performance and did not support the second hypothesis. Based on this, it can be concluded that this research supports the first hypothesis, but does not support the second hypothesis in this research.

This research aims to determine the influence of Leadership Style, Work Environment, and Work Motivation on the Performance of Wonogiri District Dispora Office Employees, both partially and simultaneously. This research is quantitative using primary and secondary data. Data quality analysis testing uses validity tests and reliability tests. This research uses a survey method by distributing questionnaires. From a population of 32 people, all were sampled using saturated sampling techniques. The analysis used is multiple linear regression. This research shows that Leadership Style partially influences employee performance by 35.1%. The work environment partially influences employee performance by 14.7%. And Work Motivation partially influences employee performance by 20.2%. Leadership style, work environment, and work motivation simultaneously or together also have an influence on employee performance, shown by a significant value of 0.000 < 0.05. Meanwhile, the coefficient of determination test results have an Adjusted R Square value of 92.80%, which means that employee performance variables are influenced by leadership style variables, work environment, work motivation and the remaining 7.208% are influenced by other variables.

Human Resources (HR) is a crucial asset for every organization, including CV Wahyu Artha Technic. Effective HR management through good leadership and proper training is essential to achieve company goals. This study aims to explore the relationship between leadership style and job training on employee performance at CV. Wahyu Artha Technic, West Java. Data were obtained through questionnaires completed by 65 respondents in May 2024, with a 100% response rate. The results showed that participative leadership style and timely job training have a positive and significant influence on employee performance. Sales data shows fluctuations from year to year, which is closely related to the lack of training and ineffective leadership style. A survey of respondents showed that employee performance can be improved through opportunities provided by leadership to convey feedback and complaints. Training that is relevant to operational needs and technological developments is proven to improve employee competence and productivity. The conclusion of this study is that good leadership style and structured job training significantly improve employee performance at CV. Wahyu Artha Technic. The recommendations of this study include the importance of effective communication between management and employees as well as the development of continuous training programs to maintain employee competence and motivation. Implementation of these strategies is expected to optimize overall organizational performance.

The evolution of global virtual firms in the post-pandemic era has transformed the dynamics of leadership, collaboration, and team performance. This study investigates the influence of digital leadership styles-particularly transformational, transactional, and adaptive-on the effectiveness of collaboration among remote teams operating in multinational virtual environments. Using a mixed-methods approach that integrates quantitative surveys and qualitative interviews, data were collected from managers and team leaders of multinational corporations who lead geographically dispersed teams. Quantitative findings reveal that adaptive and transformational digital leadership styles significantly enhance communication, coordination, trust, and motivation within remote teams, while transactional leadership proves less effective in sustaining engagement across time zones and cultural boundaries. Qualitative insights highlight that flexibility, empathy, and digital literacy are central to building trust and cohesion in diverse virtual settings. Moreover, the use of advanced collaboration tools such as Slack, Microsoft Teams, and Zoom amplifies leadership effectiveness when aligned with inclusive communication practices. The study underscores that successful digital leadership depends on balancing human-centered empathy with technological competence to foster team cohesion and innovation. Managerial implications emphasize the need to develop leaders’ digital competencies and cross-cultural communication skills, along with fostering adaptive strategies to sustain engagement in virtual work environments. Future research should explore the longitudinal effects of digital leadership development programs across industries to assess their sustained impact on productivity, innovation, and organizational resilience in digital ecosystems.

This research aims to determine the influence of leadership style, workload and work discipline on employee performance at the Corintek Inti Sejahtera Pondok Pekayon Bekasi sub-branch. The research method used in this research is quantitative research. The sampling technique used a saturated sampling technique through a questionnaire created via Google Form with the criteria for all employees of the Corintek Inti Sejahtera Pondok Pekayon Bekasi sub-branch, totaling 56 employees. The data analysis method uses statistical methods with SmartPLS 4.0 software. The results of this research show that: (1) Leadership style has a positive and significant effect on the performance of employees of the Corintek Inti Sejahtera Pondok Pekayon Bekasi sub-branch, (2) Work load has no partial effect on employee performance of the Corintek Inti Sejahtera Pondok Pekayon Bekasi sub-branch, (3) ) Work discipline has a positive and significant effect on employee performance at the Corintek Inti Sejahtera Pondok Pekayon Bekasi sub-branch, and (4) Leadership style and work discipline have a simultaneous effect on employee performance, but workload does not partially affect employee performance at the Corintek Inti Sejahtera sub-branch. Pondok Pekayon Bekasi.    

This research aims to find out how much influence leadership style and work discipline have on teacher performance at SMA Negeri 81 East Jakarta. The population in this study were all students in classes X1.1, X1.3, X1.7. The sampling method uses a Slovin sample, namely the entire population is used as a sample in distributing the questionnaire. The sample used in this research was 85 students. This research uses quantitative methods with multiple linear regression analysis, and hypothesis testing uses the t test and f test with a significance level of 5%. Based on the t test, Leadership Style has a significant effect on Teacher Performance and Work Discipline has a significant effect on Teacher Performance. And based on the f test, Leadership Style and Work Discipline influence Teacher Performance.

This research aims to test how much influence effective leadership style and diversity inclusivity have on employee performance with employee development as an intervening variable in the education and culture office of Padang City. The data collection method is through surveys and distributing questionnaires, with a sample of 94 respondents. The analytical method used is structural equation modeling using smartpls. The research results showed that there was a significant influence of effective leadership style on employee development. There is a significant influence of diversity inclusivity on employee development. There is a significant influence of effective leadership style on employee performance. There is an insignificant effect of diversity inclusivity on employee performance. There is a significant influence of employee development on employee performance. Employee development mediates the influence of effective leadership style on employee performance. Employee development mediates the effect of diversity inclusiveness on employee performance.

This research aims to (1). To find out whether work discipline has a significant effect on the performance of PT employees. Darma Henwa (ACP) Tanah Laut Regency. (2). To find out whether leadership style has a significant effect on the performance of PT employees. Darma Henwa (ACP) Tanah Laut Regency. (3). To find out whether discipline and leadership style simultaneously have a significant effect on the performance of PT employees. Darma Henwa (ACP) Tanah Laut Regency. The method in this research uses quantitative methods and data analysis techniques use multiple linear regression. The sample for this research consisted of 74 employees in the PT operator sector. Darma Henwa (ACP) Tanah Laut Regency and the data collection techniques used in this research were direct observation and distribution of questionnaires at PT. Darma Henwa (ACP) Tanah Laut Regency.The research results show that work discipline has a significant effect on the performance of PT. Darma Henwa (ACP) Tanah Laut Regency, as well as leadership style have a significant influence on the performance of PT. Darma Henwa (ACP) Tanah Laut Regency. Discipline and leadership style greatly influence employee performance at PT. Darma Henwa Asam-Asam Coal Project (ACP). Good discipline and effective leadership are proven to increase efficiency, productivity and job satisfaction. These two factors explain 59.4% of the variation in employee performance, indicating the importance of discipline and leadership in improving performance.    

The human resources aspect is the most important thing for companies, especially to achieve organizational goals, because the success or failure of an organization is greatly influenced by human factors as people who carry out the work. One of the targets of human resource management in the organizational management function concerns employee performance issues. Employees at the Sewing Department PT. Pan Brothers Tbk Boyolali has an unstable level of performance, which can affect the achievement of company goals. This research aims to explain the factors that can influence a person's performance, such as leadership style, work culture and physical work environment which can influence employee performance. The sample was obtained using a purposive sampling method, and 47 civil servant respondents were selected as the sample. Meanwhile, the data analysis used in this research includes: data quality testing, classical assumption testing, hypothesis testing and multiple regression analysis. The results of the partial significant test (t statistical test) from the research analysis and discussion show that; transactional leadership style, with a t value of 1,555, this value is smaller than t table 1,669. This explains that the Transactional Leadership variable has no effect on the Employee Performance variable. Work Culture, with a t value of 3,033, this value is greater than t table 1,669. This explains that the Work Culture variable has an influence on the Employee Performance variable. Physical Work Environment, with a t value of 2,467, this value is greater than t table 1,669. This explains that the Physical Work Environment variable has an influence on the Employee Performance variable. Meanwhile, the results of the simultaneous significant test (f test) show that Fcount 5,600 > Ftable 2,751 with a significance value of 0.002. So it can be concluded that the two independent variables, namely Transactional Leadership (X1), Work Culture (X2) and Physical Work Environment (X3) greatly influence the dependent variable, namely Employee Performance (Y) at PT. Pan Brothers, Tbk Boyolali.

This research tries to test whether transformational leadership style, competence and teamwork partially or simultaneously have an influence on the performance of BUMDes employees in Gemilang Village Ketajen Gedangan Sidoarjo. The sample of respondents in this research was 41 people. The data collection method used was through distributing questionnaires. Multiple linear regression analysis is a technique used to analyze data. These findings explain that there is a partially significant relationship between the transformational leadership style variable and employee performance, the competency variable and employee performance, and the teamwork variable. Employee performance is influenced by the variables of transformational leadership style, competence, and teamwork simultaneously. Furthermore, looking at the analysis of the R2 coefficient of determination, the R2 value (or R square) has an influence of 49.8%, and the remaining 51.2% is influenced by other variables.

The purpose of this research is to analyze the influence of leadership style and compensation on employee performance with job satisfaction as an intervening variable at Budiman Swalayan with a sample of 100 respondents. This type of research is explanatory research. The method used is data collection using a questionnaire. smart PLS analysis method    

This research examines the influence of transactional and transformational leadership on honesty, effective leadership, integrity. Transactional leadership focuses on rewards and punishments to achieve goals, whereas transformational leadership inspires and motivates followers to go beyond personal interests. Through surveys and statistical analysis, the results show that transformational leadership more significantly increases performance, job satisfaction, and organizational commitment than transactional leadership. However, transactional leadership remains relevant in situations that require structure and tight control. A combination of these two styles is recommended for optimal results in various organizational contexts.

This research aims to identify and analyze the leadership style of school principals in improving teacher performance in MAN 1 Sukabumi City. This research uses a qualitative approach with a case study method. Data was collected through in-depth interviews, observation and document analysis. Research participants consisted of school principals, teachers and administrative staff. The research results show that the transformational leadership style applied by school principals plays a significant role in increasing teacher motivation, involvement and performance. The principal also uses a participative leadership approach by involving teachers in decision making, which has a positive impact on teachers' sense of ownership and responsibility for their duties. In addition, the emotional and professional support provided by the principal creates a conducive and collaborative work environment. The conclusion of this research confirms that the principal's effective leadership style is a key factor in improving teacher performance, which in turn has a positive impact on the quality of education at MAN 1 Sukabumi City.

This article discusses a literature review that has an impact on employee performance as the dependent variable, leadership style and work motivation as the independent variable and job satisfaction as the intervening variable. This literature review aims to determine hypotheses that impact each variable so that they can be used for further research. This literature review provides an explanation that: 1) Leadership style has a relationship and influences employee performance. 2) Work motivation has a relationship and influences employee performance. 3) Leadership style has a relationship and influences job satisfaction. 4) Work motivation has a relationship and influences job satisfaction. 5) Job satisfaction has a relationship and influences employee performance. 6) Leadership style has a relationship and influences employee performance through job satisfaction as an intervening variable. 7) Work motivation has a relationship and influences employee performance through job satisfaction as an intervening variable. 8) Leadership style and work motivation have a relationship and influence employee performance through job satisfaction as an intervening variable.  

The purpose of this research is to determine: (1) The partial influence of leadership style and work environment on employee performance at PT. Color Warni Investama with an Fcount value of 57.061 in Sig. (P) = 0.000.  or Fcount > Ftable (57.061 > 3.14); (2) To determine the influence of leadership style and work environment simultaneously on employee performance at PT. Colorful Investama; (3) The leadership style variable is the dominant variable that influences employee performance. The sample used in this research was 65 people. In this research, data analysis uses multiple linear regression statistics with the help of the SPSS program. The results of the research show that: (1) leadership style and work environment variables simultaneously have a significant effect on employee performance, (2) leadership style and work environment variables partially have a significant effect on employee performance, (2) leadership style variables have a significant effect on employee performance with a tcount value of 6.346 in Sig. (P) = 0.001 or tcount > ttable (6.3469>1.998); (3) that work environment variables have a significant effect on employee performance; (4) The leadership style variable is the dominant variable that influences employee performance. This can be seen from the standard leadership style beta coefficient of 0.551 > the work environment beta coefficient of 0.374.

This research aims to determine the influence of Leadership style and Work Discipline on Employee Performance at PT. Wita Kharisma Jaya Bersama Bekasi West Java. The method used is a quantitative method with a descriptive approach. The sampling technique used was Non Probability sampling with a sample of 65 respondents. In collecting data using observation techniques and distributing questionnaires. Data analysis uses validity tests, reliability tests, classical assumption tests, regression analysis, correlation coefficient analysis, coefficient of determination analysis, and hypothesis testing. The results of this research are that leadership style  has a significant effect on employee performance with the regression equation Y = 10,933 + 0.744 X1. The correlation coefficient value for the Leadership style variable is 0.829, meaning that the two variables have a very  strong level of relationship with a coefficient of determination of 68.7%. Hypothesis testing obtained a value of tcount > ttable or (11.751 > 0.244). Thus Ho1 is rejected and Ha1 is accepted. This means that there is a significant influence between Leadership style and Employee Performance. Work Discipline has a significant effect on Employee Performance with the regression equation Y = 5.933 + 0.841 X2. The Work Discipline correlation coefficient value is 0.878, meaning that the two variables have a very strong level of relationship with a coefficient of determination of 77.1%. Hypothesis testing obtained a value of tcount > ttable or (14.549 > 0.244). Thus, H02 is rejected and Ha2 is accepted, meaning that there is a significant influence between Work Discipline on Employee Performance. Leadership style and Work Discipline have a significant effect on employee performance with the regression equation Y= 4.939 + 0.291 X1 + 0.583 X2. The correlation coefficient value is 0.897, meaning that the independent variable and the related variables have a very strong level of relationship with a coefficient of determination of 80.4%. Hypothesis testing obtained a value of fcount > ftable or (127.119 > 3.14). Thus, Ho3 is rejected and Ha3 is accepted, meaning that there is a significant simultaneous influence between Leadership style and Work Discipline on Employee Performance at PT. Wita Kharisma Jaya Bersama Bekasi West Java.

This study aims to analyze the effect of Key Performance Indicator (KPI)-based performance appraisal system, leadership style, and work motivation on employee productivity. The research method used is a quantitative approach with multiple linear regression analysis techniques. The results of the study indicate that simultaneously, the implementation of KPI, leadership style, and work motivation have a significant effect on employee productivity. Partially, the implementation of KPI and leadership style have a positive and significant effect on employee productivity, indicating that an effective KPI system and good leadership can improve individual performance. However, the results of the study also show that work motivation does not have a significant effect on employee productivity, indicating that there are other factors that may play a greater role in improving productivity. The implication of this study is that organizations need to focus more on optimizing the KPI system and developing a leadership style that can support the achievement of employee productivity.

This study explores the important role of leadership style, competence, and emotional intelligence in shaping teacher motivation and performance in Madrasah. An effective leadership style, solid competence in the field of education, and good emotional intelligence are considered key factors in increasing teacher motivation and performance. This research uses an analytical approach to understand how the interaction between these three elements affects teachers' work environments, as well as their impact on their achievements and professional development. It is hoped that the results of this research will provide deeper insight for Madrasah managers and educational practitioners to improve human resource management and effective staff development strategies.    

Leadership style and work discipline play an important role in improving employee performance. This study aims to examine the influence of leadership style and work discipline on employee performance at UPTD roads and bridges in the service area of ​​1 SPPJJ unit in Depok City, Bogor City and Bogor Regency 1. The population in this study is all SPPJJ employees in Depok City, Bogor City and Bogor Regency. 1 as many as 31 people. By using quantitative methods and collecting data using questionnaires. Data analysis uses data quality tests, namely validity tests and reliability tests, and classical assumption test analysis, namely: normality test, heteroscedasticity test, multicollinearity test, linearity test, hypothesis testing and coefficient of determination. The research results show that simultaneously leadership style and work discipline have a significant effect on employee performance. The coefficient of determination value is 0.341 which explains that the influence of leadership style and work discipline on employee performance variables is 34.1%. It is hoped that the results of this research will lead leaders in the UPTD roads and bridges service area 1 of the SPPJJ unit of Depok City, Bogor City and Bogor Regency 1 to develop a leadership style and continue to improve their work discipline to obtain maximum performance.