Purpose The purpose of this paper is to obtain empirical evidence, analyze and explain the mediating effect of the quality of work life (QWL), job-retention engagement and organizational citizenship behavior (OCB) on the relationship between transglobal leadership and employee performance. Design/methodology/approach The population in this research is all employees of the most outstanding cooperatives in East Java Province. The method used to analyze the data in this study is generalized structural component analysis. Findings The main findings of this research show that the effects of mediation variables of QWL, job involvement and OCB in transglobal leadership influence employee performance in cooperatives in East Java. These findings are not in line with the Theory of Leadership by Sharkey et al. (2012), and explains the link between behaviors of transglobal leadership and employee performance. The study finds a need for attention in intervening/mediating variables such as QWL, job involvement and OCB as regard the relationship between transglobal leadership and employee performance. Research limitations/implications Transglobal leadership directly affects the QWL, job involvement and OCB: the higher the transglobal leadership, the higher the effect on QWL, job involvement and OCB. However, transglobal leadership has no direct effect on employee performance. Then, QWL, job involvement and OCB are mediating variables between the effects of transglobal leadership on full-mediation employee performance. Social implications To improve the performance of employees of cooperatives, some improvements are needed such as an increase in the quality of a leader’s cooperative approach, especially with transglobal leadership style. However, particularly in the approach, factor of quality of work life, job involvement and OCB cannot be ignored or overriden. Improved leadership capacity, priority for improved business intelligence main factor, while the quality of work-life priorities take precedence in the growth and development factors. Job involvement of preferred priority on self-esteem factor performances, while the main priority organizational citizenship behavior on altruism factor. Employee performance will be improved with the aforementioned ideal conditions, especially on the work factor result. Originality/value Mediation effect of job involvement and OCB, using Sobel test, for assessing the relationship between translgobal leadership and employee performance has not been studied before.

This study aims to determine the impact of the Covid-19 pandemic on the company's financial performance. In this study, the approach used by researchers was quantitative and comparative research. The population of this study is all construction service companies of State-Owned Enterprises listed on the Indonesia Stock Exchange in the period before the Covid-19 pandemic (2018-2019) and during the Covid-19 pandemic (2020-2021), totaling 4 companies. The data source used in this study is secondary data, from annual reports. In this study, the analytical methods used are descriptive quantitative analysis and inferential analysis. Inferential statistical analysis used in this study were paired sample t-test and independent sample t-test. The results of the overall hypothesis test show that there are differences in financial performance between before and during the Covid-19 pandemic, state-owned construction service companies listed on the Indonesia Stock Exchange. Over the past four years, infrastructure development carried out by state-owned construction companies has experienced a good increase. Problems occurred when the spread of the Covid-19 virus began in 2019 which resulted in 2020 infrastructure development being delayed. The delay in the end also affected the financial condition of SOEs. For companies, profits are not only ways and efforts to increase them, but also think about what to do to improve company performance so that they can maintain stability, growth and achievement on profits. The company's performance is related to the company's efforts in managing the resources it has in generating profits that can increase the company's prosperity.

ABSTRACT

This study explains the effect of compensation, competency, and motivation on employee performance directly and indirectly. The method used is quantitative - explanatory. The sample is 33 Financial Administration Officers (PPK) in Pasuruan City. Data analysis using SEM-PLS. The results showed that compensation can increase motivation. However, it has not been able to improve performance. Furthermore, competence can increase motivation and be able to improve performance. On the other hand, motivation can improve performance. Other results, indirectly it is known that motivation has not been able to mediate the relationship between compensation and performance. In addition, motivation is able to mediate the relationship between competence and performance

Tujuan - Penelitian ini untuk menguji pengaruh gaya kepemimpinan transformasional dan motivasi dengan memediasi kepuasan kerja terhadap kinerja. Desain/Methodologi/Pendekatan - Pendekatan penelitian ini menggunakan pendekatan kuantitatif dan termasuk dalam jenis explanatory research. Teknik pengambilan sampel yang digunakan adalah teknik sensus sampling, maka sampel dalam penelitian ini berjumlah 60 responden. Metode analisis data menggunakan statistik deskriptif dan statistik inferensial digunakan untuk menguji hipotesis dalam penelitian ini. Temuan - Hasil yang diperoleh adalah sebagai berikut: 1) kepemimpinan transformasional dan motivasi kerja mampu meningkatkan kepuasan kerja; 2) kepemimpinan transformasional tidak mampu meningkatkan kinerja pegawai; 3) motivasi dan kepuasan kerja mampu meningkatkan kinerja pegawai; 4) kepemimpinan transformasional dengan mediasi kepuasan kerja berpengaruh terhadap kinerja karyawan; dan 5) motivasi dengan memediasi kepuasan kerja berpengaruh terhadap kinerja karyawan.