The Influence of Transformational Leadership, Job Satisfaction and Employee Organizational Trust on Work Performance

Aulia  Indra; Fadzil Hanafi  Asnora; Christine Herawati  Limbong; Zufrie Zufrie

doi:10.35877/454RI.daengku1342

Authors

Aulia Indra Labuhanbatu University, Jalan Sisingamangaraja No.126 A KM 3.5, 21418, Indonesia
Fadzil Hanafi Asnora Labuhanbatu University, Jalan Sisingamangaraja No.126 A KM 3.5, 21418, Indonesia
Christine Herawati Limbong Labuhanbatu University, Jalan Sisingamangaraja No.126 A KM 3.5, 21418, Indonesia
Zufrie Labuhanbatu University, Jalan Sisingamangaraja No.126 A KM 3.5, 21418, Indonesia

DOI:

https://doi.org/10.35877/454RI.daengku1342

Keywords:

Leadership, Transformational Leadership, Job Satisfaction, Trust, Performance.

Abstract

This study aims to examine the factors that influence employee performance in the company. Human resources are the most important asset owned by the company, because it is human labor and human contribution that runs the company. In this study, researchers wanted to see the effect of transformational leadership variables, job satisfaction and employees' organizational trust on work performance. Performance is everything that is done by employees in their work in accordance with the goals and ideals of the organization. We suspect that when employees are concerned about the welfare of their organization, they are more likely to exert greater effort to work towards their organizational goals. From this, it is reasonable to suggest that if an employee acts based on the motivations of the leader and other factors, this may also facilitate his or her own individual level of performance. Since work performance has a vital role in the success of a company, many studies have been conducted on the factors that influence employee performance, including the researchers in this study who wanted to examine factors that are thought to have a significant influence on employee performance. In this study, we design a research model that explains how transformational leadership, job satisfaction and employee trust affect company performance. We provide theoretical and literature support for our argument that use of these variables is positively related to performance. The results of the study show that there is a positive and significant effect of the independent variables on employee performance, which means that these independent variables can be used as predictors for achieving high levels of employee performance.

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