Employee Performance Model through Employee Satisfaction as a Mediating Variable
DOI:
https://doi.org/10.22441/jurnal_mix.2026.v16i3.019Kata Kunci:
Servant Leadership, Compensation, Employee Satisfaction, PerformanceAbstrak
Objective: To conduct an empirical study examining the effects of compensation and servant leadership on employee job satisfaction and performance at Mahaputra Muhammad Yamin University in Solok; in addition, we also examine whether job satisfaction mediates the relationship between compensation and servant leadership and employee performance at Mahaputra Muhammad Yamin University in Solok. Objective: To conduct an empirical study examining the effects of compensation and servant leadership on job satisfaction and employee performance at Mahaputra Muhammad Yamin University in Solok, in addition, we also examined whether job satisfaction mediates the relationship between compensation and servant leadership and employee performance at Mahaputra Muhammad Yamin University in Solok
Methodology: This study involved 138 faculty members from four faculties at Mahaputra Muhammad Yamin University in Solok. This was a quantitative study that used Structural Equation Modeling (SEM) as the analytical tool. During the testing phase, the researcher conducted two initial stages: testing the Measurement Model Assessments and the Structural Model Assessments. Hypothesis testing was performed using the t-test. Data processing was carried out using Partial Least Squares (PLS) software, version 4.19.
Findings: We found that compensation and servant leadership have a direct effect on job satisfaction. Furthermore, we found that compensation does not affect employee performance, whereas servant leadership has a direct and significant effect on employee performance at Mahaputra Muhammad Yamin University in Solok. Additionally, we were unable to demonstrate that job satisfaction has a significant effect on employee performance. We also failed to prove that job satisfaction mediates the relationship between compensation and servant leadership and employee performance at Mahaputra Muhammad Yamin University Solok.,
Conclusion: The adoption of servant leadership is essential for the leadership of Mahaputra Muhammad Yamin University in Solok, because empirical evidence shows that the implementation of servant leadership can foster job satisfaction and improve employee performance; furthermore, empirical evidence indicates that compensation only influences job satisfaction but fails to bring about tangible changes in employee performance.
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