Employee performance in the public sector is a crucial factor in determining the effectiveness of government services. However, low levels of motivation and non-participatory bureaucratic communication remain obstacles to improving employee performance. This study aims to analyze the influence of leadership style and communication style on employee performance, considering work motivation as a mediating variable. This study uses a quantitative approach with a survey method on 204 employees. Data analysis was conducted using the Partial Least Squares Structural Equation Modeling (PLS-SEM) technique using the SmartPLS 3 application. The results of the analysis indicate that leadership style and communication style have a positive and significant effect on employee motivation and performance, both directly and indirectly through motivation as a mediating variable. Motivation is proven to be a key factor that bridges the influence of these two variables on performance. This study reinforces the importance of participatory leadership style and open communication in building motivation and improving the performance of public sector employees. The practical implication is the importance of developing leadership capacity and a more inclusive communication system in government organizations.

Human abilities are the primary factors that define the path of the corporation's improvement; these capabilities can be improved via training, experience, education, and innovation. Therefore, the current study delves into the impact of different leadership styles on marketing effectiveness and corporate financial performance through the role of corporate social responsibility as a mediator by utilizing a Partial Least Squares Structural Equation Modeling (PLS-SEM) to research 100 managers in 2023 in Jordanian banking sectors. The result of this study has shown a significant and positive relationship between leadership styles, marketing effectiveness, and financial performance. Furthermore, social responsibility, which is the mediator of the study, shows a significant role in the connection between leadership styles and marketing effectiveness as well as financial performance in banks. Minutely, this study found that transformational style promotes an innovation culture and inspires employees in the banking sector, in other words, this style of leadership emphasizes corporate social responsibility programs that support the bank and society's objectives.

This research conducted testing on the influence of business strategy, leadership style, and internal control system (IC) on implementation of Good Government Governance (GGG) and its implication on organizational performance of Social Security Administrator for Health (known as BPJS Kesehatan). Data analysis was performed using a descriptive method, assisted by a statistical tool Structural Equation Modeling (SEM)-Lisrel. The data was tabulated from distributed and returned questionnaires from 325 deputy offices, branch offices, and service offices. The results showed that business strategy, leadership style, and the effectiveness of IC influenced the implementation of Good Government Governance. The result also provides evidence that leadership style had a positive significant influence on performance. Conversely, the business strategy and effectiveness of IC did not have a positive significant influence on BPJS performance.

There are many leadership styles, which have different impacts on employees' performance. In higher education, faculty performance depends on many factors including Leadership style & Organizational culture. This study aims to examine the effect of leadership styles on faculty performance (FP) and more specifically to examine the moderating effect of Organizational Culture in the association between leadership styles and faculty performance in higher education institutions (MUET, Jamshoro). This study used quantitative methodology to identify the leadership styles which exist in MUET, Jamshoro, and their impact on faculty performance with organizational culture as moderator. It used both the sampling techniques probability and non-probability, and the sample size was 384 and the data was analyzed in SmartPLS 3. For leadership style, Full Range Leadership Model was adopted and for organizational culture, Competing Value Framework (CVF) was used. This study found that Transformational (TF) leadership has a positive significant relation with faculty performance at MUET, Jamshoro. And Organizational Culture (OC) as moderator negatively moderates the relation between Laissez-faire (LF) leadership and faculty performance (FP). According to faculty, transformational leadership is best suited to promote their performance on account of giving them challenging work, autonomy, mutual trust, through supporting subordinates' creativity, improving their confidence, and maintaining collaborations. Laissez-faire leadership also exists in an academic institution and has a positive impact on faculty performance. However, Transactional leadership has a negative impact on faculty performance. The future study could be conducted in other universities, or a comparison of leadership styles can be made between public and private universities with different models of leadership style and with different organizational culture models.

The purpose of this study is to analyze the relationships between project leadership style and performance, innovation work behavior and performance, and openness to experience and performance. A quantitative research method was employed, and the analysis was conducted using Partial Least Squares–Structural Equation Modeling (PLS-SEM) via SmartPLS software version 4.0.9.9. PLS-SEM was chosen for its suitability in analyzing complex models with multiple constructs and pathways, particularly in exploratory research contexts. The study surveyed 430 SME employees, selected through snowball sampling based on the accessibility of reliable participants—those who had already completed the questionnaire. PLS-SEM is especially effective for handling small to medium sample sizes, non-normal data distributions, and both reflective and formative constructs. It also prioritizes maximizing the explained variance of dependent variables and is well-suited for testing relationships between latent constructs. A five-point Likert scale was used to measure respondents’ agreement with statements related to the variable indicators, ranging from 1 (strongly disagree) to 5 (strongly agree). The data analysis included validity testing, reliability testing, significance testing, and hypothesis testing. The results indicate that project leadership style has a positive and significant relationship with performance. Similarly, innovation work behavior and openness to experience both show positive and significant associations with performance.

This study aims to determine the effect of leadership style, organizational culture and motivation partially on the performance of permanent lecturers at Universitas Maarif Hasyim Sidoarjo. The object of this research is associated with the development of the world of education, while the scope of research concentrates on the area of Ngelom, Megare Sepajang Taman, Indonesia. The type of research is descriptive with explanatory research. Sampling is conducted by proportional stratified random sampling method. The population of this study includes all lecturers at Maarif Hasyim Latif University. Data analysis uses multiple linear re-gression analysis. The results show that Leadership Style, Organizational Culture, and Motivation simultaneously influence on the Performance of Permanent Lecturers.

The purpose of this paper is to assess the impact of performance appraisal on job performance focusing on the role of Motivation in the governmental sector in Qatar. While many organiza-tions consider performance appraisal (PA) an important tool to measure and evaluate employees’ performance, PA can be used as an effective tool to maintain the capabilities and effectiveness of the workforce. In general, PA can be a crucial tool to motivate employees and leverage their job performance and thus can be considered as a competitive advantage over rivals. This paper has identified main factors of PA from the previous pieces of literature and prioritized the most influencing factors affecting PA such as purpose (PAP), criteria (PAC), leadership (PAL), and methods of evaluations (PAE) on employee’s motivation as well as their relationships with job performance. Besides, the study sought to fill the literature gap on the performance management field in the context of Qatar for future research. In the course of this study, descriptive research design was adopted in the form of a survey. The survey was distributed, and 294 responses were collected. The conclusion of the finding was that the PAP and PAE had impacts on employee’s motivation and job performance, while PAC and PAL did not. In addition, the findings illustrate a positive correlation between employee’s motivation and performance. Human Resource managers of organizations may use findings to better support employees’ motivation and performance.

This paper offers an empirical study of the role of work motivation in mediating the effect of education-training and leadership style on the performance of Ministry of Education employees in Timor-Leste. Data were obtained from 86 employees as samples through questionnaires. We applied the SEM-PLS to analyze the proposed relationship model. Empirical results show that work motivation mediated the influence of leadership style on employee performance, but not for education-training. The results can provide valuable insight for public service management.

The aim of this research is to analyze leadership style, work-life balance, and employee engagement on the ship crew’s work effectiveness of 290 ship crews. The study is performed using a sample technique through Proportionate Stratified Random Sampling taken from the population of 1050 ship crew of passengers of vessel at Port of Tanjung Priok, Jakarta, Indonesia. The study uses quantitative approach with Structural Equation Modeling, with the help of the Lisrel program. The result of this study shows that leadership style, work-life balance and employee engagement directly and positively influence the work effectiveness. The benefit for Indonesia National Shipping is that through the improvement of leadership style of the officers, work-life bal-ance, and employee engagement, the Indonesia National Shipping may improve the work effectiveness of eve-ry ship crew. The findings provide a model for employee engagement and work effectiveness of national shipping ship crew. The output of this study states that every change in the quality of ship officer’s leadership style, quality of work-life balance and employee engagement directly and positively influenced the ship crew’s work effectiveness of Indonesia National Shipping.

The transformational leadership style as practiced by the organization leaders was examined in their role to enhance employees’ competency for organization performance. A quantitative approach is used in this study using a survey approach through the distribution of a set of questionnaires. In this study, the sample comprised of 232 supervisors from three food manufacturing industries in various supervisory levels, departments, and sections within the production line. The hypotheses were analyzed using IBM Statistical Package for the Social Sciences (SPSS) and partial least squares (PLS-SEM) SmartPLS version 3.0. The statistical analysis results confirm that there was a significant relationship between transformational leadership styles, employees’ competency with organizational performance. The study also confirmed that the transformational leadership styles as practiced substantially contributed to employee competency. Based on the PLS-SEM’s results, this study provides evidence that transformational leadership styles also substantially contributed to organization performance. The study also found that employee competency has contributed to organization performance. Based on the mediation analysis results, the study finds that employee competency mediates the relationship between transformational leadership style and organization performance. These results add to an understanding of the role of transformational leadership style and employee competency in contributing to a higher productivity and organization performance.