KEPEMIMPINAN, MOTIVASI KERJA, DAN KINERJA PEGAWAI DALAM PERSPEKTIF NILAI-NILAI KEISLAMAN DI UNIVERSITAS CENDEKIA ABDITAMA KABUPATEN TANGERANG

Dinafian Noor

doi:10.33853/istighna.v9i1.1059

Authors

Dinafian Noor Universitas Cendekia Abditama

DOI:

https://doi.org/10.33853/istighna.v9i1.1059

Keywords:

leadership, work motivation, employee performance, Islamic values, higher education

Abstract

This study examines the relationship between leadership and employee performance through work motivation as a mediating variable at Universitas Cendekia Abditama (UCA), Tangerang Regency. A quantitative explanatory research design was applied to 65 permanent employees from a population of 153. Data were collected using a five-point Likert questionnaire and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS 4.0. Leadership had a positive and significant effect on work motivation (β=0.376; p=0.001; f²=0.217), but no significant direct effect on employee performance (β=0.055; p=0.810; f²=0.003). Work motivation had a positive but statistically non-significant effect on performance (β=0.224; p=0.112; f²=0.035). The indirect effect of leadership through work motivation was positive but non-significant (β=0.083; p=0.148; Upsilon V=0.010). These findings indicate that leadership at UCA is more consistently associated with employees' motivational conditions than with measurable performance outcomes. The discussion is strengthened through Self-Determination Theory, Goal-Setting Theory, the Job Demands-Resources Model, and ethical leadership and Islamic work ethics perspectives. Islamic values are treated as an interpretive framework through amanah, justice, communication, responsibility, and accountability. The contribution lies in critically explaining why leadership can improve motivation without necessarily producing a measurable performance effect in an Islamic-value-oriented higher education context.

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