##plugins.themes.bootstrap3.article.main##

In the current era of globalization, high organizational performance demands to be able to survive in the midst of a very tight competition level, taking into account various aspects that influence it. The purpose of this study was to determine the effect of leadership style, and compensation on performance through motivation as an intervening variable. Survey method will be applied with causality design based on cross-sectional time dimension with data analysis method using regression. The population in this study was 170 people. The data collection technique is a questionnaire with a measurement scale using a modified Likert scale. It is known that the coefficient of determination or R Square is 0.737 or equal to 73.7%. This figure means that the variable Motivation (Z), Transformational Leadership Style (X1), and Compensation (X2) has an effect on the Performance variable (Y) by 73.7%, while the remaining 26.3% is influenced by other variables not examined by the author. The application of a good transformational leadership style, compensation for hospital commitment, and the strength of employee motivation have a positive effect on employee performance.

Downloads

Download data is not yet available.

References

  1. Bass, B. M., & Avolio, B. J. (1994). Improving Organizational Effectiveness Through Transformational Leadership. London: SAGE Publications.
     Google Scholar
  2. Bass, B. M., Avolio, B. J., Jung, D. I., Berson, Y., et al., (2003). Predicting unit performance by assessing transformational and transactional leadership. Journal of Applied Psychology, 88(2), 207–218. https://doi.org/10.1037/0021-9010.88.2.207.
     Google Scholar
  3. Brown, S. D., & Lent, R. W. (2017). Social Cognitive Career Theory in a Diverse World: Closing Thoughts. Journal of Career Assessment, 25(1), 173–180. https://doi.org/10.1177/1069072716660 061.
     Google Scholar
  4. Coldwell, M. (2017). Exploring the influence of professional development on teacher careers: A path model approach. Teaching and Teacher Education, 61, 189–198. https://doi.org/10.1016/j.tate.2016.10.015.
     Google Scholar
  5. Chong, V., & Leung, S. T. W. (2018). The effect of feedback, assigned goal levels and compensation schemes on task performance. Asian Review of Accounting.
     Google Scholar
  6. Davis, Keith., & Newstrom, J. W., (1993), Perilaku Dalam Organisasi, Erlangga.
     Google Scholar
  7. Deci, E. L & Ryan, R. M., (2000a). The What and Why of Goal Pursuit: Human Needs and the Self -Determination of Behavior. U.S: Lawrence Erlbaum Associates, Inc.
     Google Scholar
  8. Deci, E. L., & Ryan, R. M. (2000b). Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. American Psychologist, 55(1), 68–78. https://doi.org /10.1037/0003-066X.55.1.68.
     Google Scholar
  9. Deci, E. L., & Ryan, R. M. (2008). Self-determination theory: A macrotheory of human motivation, development, and health. Canadian Psychology/Psychologie canadienne, 49(3), 182–185. https://doi.org/10.1037/a0012801.
     Google Scholar
  10. Lakein. (2007). Manajemen Waktu. Jakarta: PT: Buku Kita.
     Google Scholar
  11. PM Counseling, (2011). Kepemimpinan Transformasional (Transformational leadership).
     Google Scholar
  12. Robbins, S. P., & Coulter, M. (2010). Managemen (Edisi kesepuluh). Jakarta: Erlangga.
     Google Scholar
  13. Roslan, N. S., Yusoff, M. S. B., Asrenee, A. R., & Morgan, K. (2021, January 17). Burnout Prevalence and Its Associated Factors among Malaysian Healthcare Workers during COVID-19 Pandemic: An Embedded Mixed-Method Study. Healthcare, 9(1), 90. https://doi.org/10.3390/healthcare9010090.
     Google Scholar
  14. Stewart, A. J., & Ostrove, J. M. (1998). Women’s personality in middle age: Gender, history, and midcourse corrections. American Psychologist, 53, 1185-1194.
     Google Scholar