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Teacher performance is one of the key factors in determining the quality of education and the achievement of school objectives. Several factors that are assumed to influence teacher performance include transformational leadership style, work motivation, and work discipline. This study aims to analyze the effect of transformational leadership style, work motivation, and work discipline on teacher performance at SMK Negeri 1 Musuk Boyolali. The research employed a quantitative method with descriptive and verificative approaches. The population consisted of 50 teachers, and all members of the population were selected as respondents using a saturated sampling technique. Data were collected through questionnaires and analyzed using multiple linear regression with the assistance of SPSS version 25. The results revealed that work motivation had a positive and significant effect on teacher performance. In contrast, transformational leadership style and work discipline did not have a significant partial effect on teacher performance. However, simultaneously, transformational leadership style, work motivation, and work discipline significantly affected teacher performance. The Adjusted R Square value of 0.324 indicates that these three variables explain 32.4% of the variation in teacher performance, while the remaining 67.6% is influenced by other factors outside the scope of this study. The findings imply that enhancing work motivation should be prioritized in efforts to improve teacher performance, while leadership and work discipline should continue to be strengthened to support a more effective working environment.

This study aims to analyze the influence of organizational culture and leadership on work discipline in employees of the Woja District Office, both partially and simultaneously. Using a saturated sample, all employees in the agency were directly involved as respondents as many as 45 respondents. Primary data were collected through a structured questionnaire and analyzed using multiple linear regression analysis techniques. The results of the study showed that partially, organizational culture had a positive and significant effect on employee work discipline, while leadership did not have a significant influence independently. However, simultaneous testing proves that organizational culture and leadership together have a positive and significant influence on shaping employee work discipline. These findings indicate that although personal leadership style is not the primary determinant of discipline that has been bound by bureaucratic regulations, the synergy between internalizing strong work culture values and leadership support remains an important combination for an orderly work ecosystem. This research provides practical implications for government organizations in strengthening work culture, increasing leadership effectiveness, and creating a work environment that is able to encourage employee compliance, responsibility, and productivity in a sustainable manner.

This study aims to analyze the influence of work motivation, transformational leadership style, and career development on employee performance through job satisfaction at the Dinas PUPR Kabupaten Kutai Timur. This research uses quantitative explanatory method with SEM-PLS (Structural Equation Modeling - Partial Least Squares) analysis. The population consists of 120 employees with a sample of 93 respondents determined using the Slovin formula with 5% margin of error and simple random sampling technique. Data were collected using a Likert scale questionnaire (1-5). The results show that career development has a significant positive effect on job satisfaction (original sample 0.574, p-value 0.000), and transformational leadership style has a significant positive effect on employee performance (original sample 0.540, p-value 0.000). However, work motivation and transformational leadership style do not significantly affect job satisfaction, and work motivation and career development do not directly affect employee performance. Furthermore, job satisfaction fails to mediate the relationship between work motivation, transformational leadership style, and career development on employee performance. The R-Square values indicate that the predictor variables explain 40.4% of job satisfaction variance and 40.1% of employee performance variance.

The rapid development of digital technology has transformed the way organizations conduct business activities and manage human resources. These changes require organizations to have employees who are not only competent but also possess a high level of employee engagement to adapt effectively to the dynamic work environment. This study aims to analyze the role of transformational leadership in enhancing employee engagement among employees of Ranch Market in the digital era. Transformational leadership is regarded as a leadership style that inspires, motivates, and encourages employees to develop their potential through a clear vision, effective communication, and individualized consideration. This research employed a quantitative approach by collecting data through questionnaires distributed to Ranch Market employees. Data analysis was conducted to examine the relationship between transformational leadership dimensions and employee engagement, which includes vigor, dedication, and employee involvement in their work. The findings indicate that transformational leadership plays a positive and significant role in improving employee engagement. Leaders who are able to inspire, build trust, encourage innovation, and support employee development have been proven to strengthen employees’ attachment to the organization. Furthermore, transformational leadership fosters a supportive and adaptive work environment, enabling employees to respond effectively to technological changes and evolving work systems. The results suggest that the implementation of transformational leadership can serve as an effective strategy for organizations in addressing the challenges of the digital era while promoting productivity, employee commitment, and sustainable organizational performance. Therefore, transformational leadership remains a crucial factor in maintaining a highly engaged workforce and achieving long-term competitive advantage.

This study aims to determine the effect of assertive leadership and self-actualization on the performance of nurses at Dr. Soekardjo Regional General Hospital in Tasikmalaya. The research design used in this study is a quantitative approach using a survey method. Research subjects: All 40 nurses working in the Melati ward were included as respondents. Research data were collected through the distribution of questionnaires to all respondents. The collected data were analyzed using a series of multiple linear regression tests, along with instrument validation and hypothesis testing. The results of the data analysis yielded the regression equation Y = 0.743 + 0.482X1 + 0.521X2 + e. Furthermore, the analysis indicated that assertive leadership positively contributes to improved nursing performance. Additionally, self-actualization also plays a role in supporting performance improvement. Simultaneously, both variables exert a significant influence on nursing performance. The coefficient of determination of 68.2% indicates that 68.2% of the variation in nurses’ performance can be explained by the two independent variables—assertive leadership and self-actualization—while the remainder is influenced by other factors outside the research model. These findings suggest that strengthening a more assertive and clear leadership style and fostering nurses’ self-actualization can serve as strategies for improving the quality of nursing care.

As the oldest Islamic educational institutions in Indonesia, Islamic boarding schools (pesantren) play a crucial role in shaping the character, morals, and intellect of the community, thus ensuring leadership is a key factor in maintaining the institution's sustainability and development. This study aims to analyze the characteristics and development of Islamic educational leadership in the history of Islamic boarding schools in the archipelago. The method used is qualitative research with a literature study approach through the review of various books, journals, and relevant scientific sources. The results of the study indicate that Islamic boarding school leadership was initially dominated by the charismatic, religious, and exemplary leadership style of the kiai. Over time, this style has transformed into a more adaptive and professional leadership style without abandoning Islamic values, such as trustworthiness, deliberation, sincerity, and exemplary behavior. The leadership of the kiai remains a central element in the management of Islamic boarding schools and plays a role in maintaining the balance between tradition and modernization. The implications of this study indicate that the pesantren leadership model, which integrates religious, social, and managerial values, is highly relevant in facing contemporary educational challenges and supporting the sustainable development of Islamic educational institutions.

Having employees with OCB attitudes will have a positive impact on the ease of achieving organizational goals. OCB is the attitude of employees doing many things outside of their duties voluntarily. In contrast, OCB will influence each other with organizational commitment. Organizational commitment is a person's sense of comfort in being part of the organization. The growth of these two things is influenced by the leadership style, in this case, the transformational leadership style. Based on the preliminary survey results, it has been shown that OCB attitudes and organizational commitment are both influenced by leadership style. So, the researcher wants to see the effect of the three. This study uses multiple linear regression research with quantitative research and a questionnaire with a Likert scale. After the analysis had been conducted, the results were H1: Transformational Leadership had a significant effect on Organizational Citizenship Behavior (OCB) in X Hospital nurses, H2: Transformational Leadership has a substantial impact on organizational commitment in X Hospital nurses, and H3: Organizational Commitment had a significant effect on Organizational Citizenship Behavior (OCB) on nurses at Hospital X.

The rubber processing manufacturing company PT Darmasindo Intikaret Tebing Tinggi is encountering more and more intense competition. So, managing human resources, the company's most valuable asset, is a top priority alongside meeting financial and operational goals. In human resource management, employee happiness is a key performance measure. Leadership style, discipline, and K3 are all variables that this study hopes to identify and examine in some detail. This research falls under the category of development studies and employs a quantitative methodology. This research makes use of both primary and secondary sources for its data. Findings from both primary and secondary sources are used into this research. People who work in production at PT. Darmasindo Intikaret were the subjects of this research. According to the results of the complete sampling method, the milling production staff consists of 34 individuals. In this study, the entire population is employed as a sample. The data analysis techniques utilised in this study included reliability and validity tests, tests for classical assumptions like normality and multicollinearity and heteroscedasticity, and tests for multiple regression, determination coefficients, and hypotheses like the F and T tests. Leadership style significantly and positively affects employee job satisfaction, according to the study's results. There is a favourable and statistically significant relationship between discipline and employee job satisfaction, and K3 is no exception. Employees' happiness on the job is influenced by a number of factors, including leadership style, discipline, and K3. The significance of enhancing the quality of leadership style, discipline, and 3 in boosting employee job satisfaction in a firm, particularly manufacturing companies, can be demonstrated by doing this study.

This study was conducted to examine, from an organizational behavior perspective, how leadership styles influence employee work behavior at the Population and Civil Registration Service (Dukcapil) of Magelang Regency. This study utilized various reference sources, including books, scientific journals, and previous research on leadership, organizational behavior, and employee work behavior. The results showed that certain leadership styles have a significant impact on employee work behavior, particularly in terms of improving discipline, motivation, responsibility, and the quality of public services. Transformational, democratic, and authentic leadership styles are considered more effective because they can create a good work environment, build trust, and encourage positive behaviors such as cooperation and initiative. Conversely, ineffective leadership can lead to low work motivation, decreased organizational commitment, and decreased quality of public services. Furthermore, this study shows that organizational systems are not the only factor influencing the success of public services; leaders also have the necessary expertise to direct and change employee work behavior. Therefore, a flexible and engaging leadership style is an important component in improving the quality of public services at Dukcapil of Magelang Regency.

This article examines the leadership of Bu Nyai at Al-Azhar Azzayadiyah Islamic Boarding School as a representation of gender equality within traditional Islamic educational institutions. This study employs a descriptive qualitative approach using in-depth interviews, participatory observation, and documentation studies as data collection techniques. The research focuses on how Bu Nyai exercises leadership authority within a pesantren environment that has long been influenced by patriarchal values.\n\nThe findings reveal that Bu Nyai’s leadership is not only cultural and spiritual in nature, but also reflects the transformation of women’s roles within Islamic boarding schools. In carrying out her leadership, Bu Nyai applies charismatic, transformational, and value-based leadership styles grounded in Islamic teachings on justice and equality. This leadership is reflected in her ability to guide students, manage educational activities, build harmonious social relationships, and motivate members of the pesantren community.\n\nFurthermore, the presence of Bu Nyai as a leader demonstrates that women possess equal capabilities in developing Islamic educational institutions. The findings of this study provide important contributions to the development of gender studies in Islamic education in Indonesia, particularly regarding the strategic role of women in pesantren leadership.

This study aims to determine the influence of leadership style and organizational culture on the loyalty of the HIPMI Parepare Commissariat, Makassar State University (UNM) administrators. The research variables consist of leadership style as the first independent variable (X₁), organizational culture as the second independent variable (X₂), and administrator loyalty as the dependent variable (Y). The study population was all 40 active HIPMI Parepare Commissariat administrators at UNM during the study period. The sampling technique used was saturated sampling (census), thus the entire population was included as respondents. Data were obtained through questionnaires and analyzed using multiple linear regression with the help of SPSS. The results show that leadership style has a positive and significant effect on administrator loyalty, organizational culture has a positive and significant effect on administrator loyalty, and simultaneously, both leadership style and organizational culture have a significant effect on administrator loyalty. These findings indicate that the more effective the leadership style implemented and the stronger the organizational culture developed, the higher the level of administrator loyalty to the organization. The synergy between participatory leadership and a healthy organizational culture can create a conducive organizational environment, increase commitment, and strengthen organizational sustainability.

 Employee organizational commitment at the Central Bureau of Statistics (BPS) of Jambi City refers to the level of psychological attachment, loyalty, and willingness of employees to remain part of the organization and contribute optimally to achieving institutional goals. This commitment reflects the extent to which employees possess a sense of belonging, accept organizational values, and demonstrate seriousness in carrying out their duties and responsibilities as public servants. This study aims to determine and analyze the influence of organizational culture and employee motivation on employee organizational commitment at the Central Bureau of Statistics of Jambi City. The research method used is a descriptive quantitative approach with data collection techniques through observation and questionnaire distribution to respondents. The data analysis method used is multiple linear regression analysis with the assistance of SPSS version 25 software. The results of the study indicate that, based on the t-test, organizational culture and employee motivation partially have a positive and significant effect on employee organizational commitment at the Central Bureau of Statistics of Jambi City. In addition, based on the F-test, organizational culture and employee motivation simultaneously have a significant effect on employee organizational commitment at the Central Bureau of Statistics of Jambi City.

This study aims to analyze the influence of work discipline, professionalism, and organizational culture on organizational commitment among employees in the Public Service Sector. Organizational commitment is an important factor that reflects employee loyalty and attachment to the institution, while the three independent variables are considered as internal factors that can strengthen this commitment. The method used in this study is associative quantitative with a multiple linear regression approach. Data were collected through distributing questionnaires to 46 respondents based on probability sampling techniques. Data processing and analysis in this study used SPSS software version 27. Based on the results of the study, it was found that there is a significant influence of work discipline on organizational commitment. In addition, professionalism has a significant effect on organizational commitment, organizational culture has a significant effect on organizational commitment. Based on simultaneous hypothesis testing, it is proven that work discipline, organizational culture, and professionalism jointly influence organizational commitment. While the amount of contribution is 54% to organizational commitment, while the remaining 46% of organizational commitment is influenced by other factors such as leadership style, motivation, competence, rewards, job satisfaction, and employee performance. Thus, this study confirms that to increase organizational commitment, government agencies need to strengthen a healthy work culture, enforce discipline, and encourage a professional attitude in the work environment.

Digital transformation has intensified scholarly interest in leadership; however, existing research predominantly emphasises leadership styles and strategic orientations, leaving the role of micro-level leadership behaviours underexplored. This qualitative systematic literature review synthesises prior studies to examine how everyday leadership behaviours function as behavioural antecedents of organisational performance in digital transformation contexts. Drawing on a structured review of interdisciplinary literature, the study identifies cognitive, relational, and adaptive leadership behaviours as central mechanisms through which digital initiatives are translated into performance outcomes. The findings reveal that micro-level behaviours—such as sensemaking, empowering communication, psychological safety cultivation, and behavioural flexibility—indirectly shape organisational performance by fostering digital capabilities, innovative work behaviour, and employee resilience. By shifting the analytical focus from abstract leadership constructs to observable behavioural micro-foundations, this review contributes to digital leadership and organisational performance literature and offers integrative insights for future empirical research and managerial practice

Modern urban churches, specifically Gereja Bethel Indonesia (GBI) PRJ Jakarta, face challenges in bridging the intergenerational gap in leadership regeneration. This research aims to reformulate the paradigm of church leadership towards the next generation by exploring the theological meaning of Jesus' act of washing His disciples' feet based on the text of John 13:12-17. Using a qualitative method through a library research approach as well as textual and contextual biblical analysis, this study deconstructs the concept of worldly elitist power into a servant leadership model. The results of the expository analysis show that Jesus validated His historical and political authority not through social status distance, but through incarnational ministry, relational proximity, and role modeling. As a practical implication for the quality of ministry at GBI PRJ Jakarta, these findings recommend a strategic transition from a one-way communication leadership style to relational mentoring, the empowerment of the younger generation through the delegation of authority, and the tangible modeling of integrity. In conclusion, the improvement of shared ministry quality highly depends on the willingness of church leaders to lay aside structural egos and disciple the younger generation through the example of humility centered on the work of the cross of Christ.

This study explores the impact of Green Servant Leadership (GSL) on the Sustainable Business Performance of small and medium-sized enterprises (SMEs), with a focus on its influence through two mediating variables: Green Work Engagement (GWE) and Green Self-Efficacy (GSE). Conducted in Pamekasan, Indonesia, the research seeks to examine how Green Servant Leadership can promote organizational sustainability by fostering employee engagement in environmentally friendly practices and enhancing individual self-efficacy in performing green behaviors. A quantitative approach, using surveys from 199 SME managers in Pamekasan, was employed to collect data, which was analyzed through Partial Least Squares Structural Equation Modeling (PLS-SEM) using WarpPLS software. This study investigates the relationships between GSL, GWE, GSE, Employees' Workplace Green Behavior (EWGB), and Sustainable Business Performance to provide insights into how leadership and employee engagement can drive sustainable business practices in SMEs. The findings reveal that Green Servant Leadership positively influences Green Work Engagement and Employees' Workplace Green Behavior but does not significantly impact Green Self-Efficacy or Sustainable Business Performance. The research highlights the complex interplay between leadership styles, employee engagement, and environmental behaviors, offering valuable guidance for SME leaders aiming to integrate sustainability into their business strategies.

The rapid development of digital media, particularly YouTube, has encouraged personal branding practices among content creators in the gaming sector. This study analyzes how Tobias Justin constructs his personal branding through the Jess No Limit YouTube channel using Montoya's (2002) eight-component personal branding theory, namely specialization, leadership, personality, distinctiveness, visibility, unity, persistence, and goodwill. Employing a qualitative descriptive approach with a case study design, data were collected through online observation of 15 videos published between 2023 and 2025, digital documentation, and digital footprint analysis. Data were analyzed using Miles and Huberman's (1994) interactive model. Findings reveal that Tobias Justin's personal branding is built through consistent specialization in Mobile Legends gameplay, an authentic and humble personal narrative, a relaxed yet persuasive communication style, and sustained positive audience engagement. Audiences actively reinforce his image as a professional, inspiring figure, demonstrating that personal branding is a dialectical process involving creator presentation and collective audience validation. This study concludes that effective digital creator branding is shaped by value consistency, technical competence, and strategic audience relationship management, not mere popularity. Comparative research across gaming creators or platforms is recommended to extend generalizability.

This study aims to investigate the influence of Work Environment, Workload, and Leadership Style on Job Satisfaction among Non -Medical Employees at Daya Medika Clinic in West Jakarta. This study used a Likert-scale questionnaire and involved a sample of 43 employees using a non-probability sampling method and saturated sampling technique. The results of a multiple linear regression analysis using SPSS version 26 indicate that Work Environment has a positive and significant effect on Employee Job Satisfaction, Workload has no significant effect on Employee Job Satisfaction, while Leadership Style has a positive and significant effect on Employee Job Satisfaction. These findings provide insights for Daya Medika Clinic management in improving the quality of the work environment and implementing appropriate leadership styles to enhance employee job satisfaction. These findings have practical implications for improving employee performance and organizational effectiveness, and serve as a reference for further research in the field of human resource management.

This quantitative study examines the influence of information quality, work engagement, and leadership style on decision making effectiveness among employees of a manufacturing company. Data were collected from 100 respondents using accidental sampling technique. Multiple linear regression analysis revealed that all three independent variables simultaneously affect decision making effectiveness. Partially, information quality, work engagement, and leadership style each have significant positive effects on decision making effectiveness. Leadership style demonstrates the strongest influence, followed by information quality and work engagement. The regression equation indicates positive contributions from all predictors. The coefficient of determination shows that the three predictors collectively explain a substantial portion of variance in decision making effectiveness. Findings suggest manufacturing companies should prioritize transformational leadership development programs, conduct information system audits, and implement work engagement initiatives to enhance decision making effectiveness. Future research should expand to other industries, add organizational culture variables, and employ longitudinal designs.

This study investigates the role of motivation and leadership in shaping employee performance, drawing on synthesized findings from prior scholarly research. A qualitative approach employing systematic literature review was adopted. Source materials were gathered from credible academic repositories including national and international journals covering topics of motivation, leadership, and workforce performance. Data were gathered through identification, screening, and critical appraisal of relevant literature, followed by content analysis to surface recurring patterns and relationships. Findings confirm that motivation both intrinsic and extrinsic consistently strengthens employees' work ethic, productivity, and organizational commitment. Effective leadership, meanwhile, fosters a conducive work climate, supplies clear direction, and cultivates employee engagement toward organizational objectives. The two variables function as mutually reinforcing drivers: strong leadership amplifies motivational forces, while a highly motivated workforce is more responsive to quality leadership. Together, they serve as pivotal pillars for sustained performance improvement. This study contributes a comprehensive synthesis of existing evidence that may guide organizations in crafting more effective human resource management strategies.