The Effect of Transformational Leadership on Employee Performance Through Job Satisfaction, Organizational Commitment and the Use of Social Media in Public Organization (Case Study of Financial Services Authority Employees)

Abstract

This study aimed to analyze the effect of transformational leadership on employee performance by considering the mediating role of job satisfaction, organizational commitment and the use of social media in public organization. This was quantitative study. The data were analyzed using the Partial Least Squares (PLS) Structural Equation Model (SEM). This study involved employees of the Financial Services Authority, who were taken using proportional random sampling techniques so that 346 employees were selected as research respondents. The results of the study showed that transformational leadership has a positive and significant effect on employee performance, job satisfaction and organizational commitment, but not on the use of social media. Although job satisfaction, organizational commitment, and social media use do not have a direct effect on employee performance, through full mediation, these variables act as mediators in the relationship between transformational leadership and employee performance. The practical implications of these findings underscored the importance of developing transformational leadership and optimizing mediating variables as strategies for improving employee performance in public organizational environments. These implications could help organizations design more effective human resource development policies and programs.