The Impact of Inclusive Leadership and Job Satisfaction on Employee Performance: The Mediating Role of Affective Commitment at Perum Bulog Aceh Regional Office
Downloads
The purpose of this study is to determine the extent to which inclusive leadership and job satisfaction influence employee performance, with affective commitment serving as a mediating factor, among employees of Perum Bulog Kanwil Aceh. This research employs a quantitative methodology. The sample consists of all 141 employees of Perum Bulog Kanwil Aceh. Data analysis was conducted using the Partial Least Squares Structural Equation Modeling (PLS-SEM) technique. The results indicate that inclusive leadership has a positive and significant effect on affective commitment at the Bulog Regional Office of Aceh. Conversely, job satisfaction does not have a significant impact on employees' affective commitment at the same office. Inclusive leadership does not significantly influence employee performance at the Bulog Regional Office of Aceh. However, job satisfaction has a positive and significant effect on employee performance. Affective commitment also positively and significantly affects employee performance. Furthermore, inclusive leadership significantly influences employee performance through the mediating role of affective commitment. Similarly, job satisfaction significantly affects employee performance via affective commitment mediation at the Bulog Regional Office of Aceh
Downloads
1. Alqudah, I. H. A., Carballo-Penela, A., & Ruzo-Sanmartín, E. (2022). High-performance human resource management practices and readiness for change: An integrative model including affective commitment, employees’ performance, and the moderating role of hierarchy culture. European Research on Management and Business Economics, 28(1), 100177. https://doi.org/10.1016/j.iedeen.2021.100177
2. Atturrizky, M. S., & Muhammad Ekhsan. (2024). Pengaruh Organizational Commitment Terhadap Employee Performance Melalui Mediasi Job. Jurnal Muara Ilmu Ekonomi Dan Bisnis, 8(1), 164–176.
3. Birkenmeier, B. J., & Sanséau, P. Y. (2016). The relationships between perceptions of supervisor, trust in supervisor and job performance: A study in the banking industry. Journal of Applied Business Research, 32(1), 161–172. https://doi.org/10.19030/jabr.v32i1.9530
4. Hermanto, Y. B., Srimulyani, V. A., & Pitoyo, D. J. (2024). The mediating role of quality of work life and organizational commitment in the link between transformational leadership and organizational citizenship behavior. Heliyon, 10(6), e27664. https://doi.org/10.1016/j.heliyon.2024.e27664
5. Liu, X., & Ren, X. (2022). Analysis of the Mediating Role of Psychological Empowerment between Perceived Leader Trust and Employee Work Performance. International Journal of Environmental Research and Public Health, 19(11). https://doi.org/10.3390/ijerph19116712
6. Maarif, H., Japroni, Fitria, Y., & Haryadi, D. (2024). Perception of job satisfaction and organizational commitment in improving employee performance. The Journal of Management Science, 7(1), 523–530. https://doi.org/https://doi.org/10.35335/jmas.v7i1.442
7. Nazliben, K. K., Renneboog, L., & Uduwalage, E. (2023). CEO social power, board inclusiveness, and corporate performance after ethnic conflicts. Emerging Markets Review, 56(August), 101056. https://doi.org/10.1016/j.ememar.2023.101056
8. Setiadi, B. (2023). The Determination of Psychological Safety , Resilience , and Transformational Leadership on Employee Performance Travel Company. 1(4), 160–172.
9. Siyal, S., Liu, J., Ma, L., Kumari, K., Saeed, M., Xin, C., & Hussain, S. N. (2023). Does inclusive leadership influence task performance of hospitality industry employees? Role of psychological empowerment and trust in leader. Heliyon, 9(5), e15507. https://doi.org/10.1016/j.heliyon.2023.e15507
10. Srimulyani, V. A., Rustiyaningsih, S., Farida, F. A., & Hermanto, Y. B. (2023). Mediation of “AKHLAK” corporate culture and affective commitment on the effect of inclusive leadership on employee performance. Sustainable Futures, 6, 100138. https://doi.org/https://doi.org/10.1016/j.sftr.2023.100138
11. Suleman, Q., & Hussain, I. (2018). Job satisfaction among secondary-school-heads: A gender based-comparative study. Education Sciences, 8(1). https://doi.org/10.3390/educsci8010028
12. Tafese Keltu, T. (2024). The effect of human resource development practice on employee performance with the mediating role of job satisfaction among Mizan Tepi University’s academic staff in Southwestern Ethiopia. Heliyon, 10(8), e29821. https://doi.org/10.1016/j.heliyon.2024.e29821
13. Thao, P. K., Phuong, N. N. D., Phuc, V. T., & Huan, N. H. (2024). Organizational commitment and its impact on employee performance in the water supply industry: Dataset from Vietnamese state-owned enterprises. Data in Brief, 52. https://doi.org/10.1016/j.dib.2024.110029
14. Wang, Q., Wang, J., Zhou, X., Li, F., & Wang, M. (2020). How inclusive leadership enhances follower taking charge: The mediating role of affective commitment and the moderating role of traditionality. Psychology Research and Behavior Management, 13, 1103–1114. https://doi.org/10.2147/PRBM.S280911
Copyright (c) 2025 Erlita Nova Feryna, Said Musnadi
This work is licensed under a Creative Commons Attribution 4.0 International License.
