ISSN: 2222-6990
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Work Performance is a crucial element in the success of an organization. Work Performance is important for an organization because it can contribute to the achievement of organizational goals and vision. Good Work Performance not only contributes to productivity but also affects various other aspects including work results achieved, work attitudes and ethics and the ability to collaborate with coworkers. This study aims to examine, analyze and empirically demonstrate the effect of Transformational Leadership, Transactional Leadership and Democratic Leadership on Work Performance in the Riau Islands Provincial Government Environment with Job Satisfaction as a Mediating variable. Data collection techniques using accidental sampling. The sampling technique is based on coincidence, namely anyone who accidentally meets the researcher can be used as a sample if the person met is suitable as a data source with a total of 386 employees. Data collection was carried out by distributing questionnaires online using Smart PLS 3.0. The results of this study indicate that Transformational Leadership does not have a significant effect on Work Performance but has a significant effect on Job Satisfaction. Transactional Leadership has a significant effect on Work Performance but does not have a significant effect on Job Satisfaction. Democratic Leadership does not have a significant effect on Work Performance but has a significant effect on Job Satisfaction. Meanwhile, Job Satisfaction has a significant influence on Work Performance. In this study, it can be concluded that Transactional Leadership is the most important factor on Work Performance and Transformational Leadership and Democratic Leadership are the most important factors on Job Satisfaction. Factors that can affect Work Performance must always be considered and evaluated periodically so that employee productivity in working continues to increase. Organizations must also implement optimal human resource management to maintain employee loyalty and integrity.
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