PENGARUH GAYA KEPEMIMPINAN, BUDAYA ORGANISASI ISLAM, DAN DISIPLIN KERJA TERHADAP KINERJA KARYAWAN, DENGAN MOTIVASI SEBAGAI VARIABEL INTERVENING PADA PT SURYA BERKAH UTAMA (SBU)

ABSTRACT
Employee performance is one of the key factors determining an organization's success in achieving its objectives. Efforts to improve employee performance are influenced by various factors, including leadership style, Islamic organizational culture, work discipline, and work motivation. PT Surya Berkah Utama (SBU) Ponorogo, as one of the Muhammadiyah Business Charities (Amal Usaha Muhammadiyah), implements Islamic values in its organizational management, making it a relevant setting for examining the relationships among these variables. This study aims to analyze the influence of leadership style, Islamic organizational culture, and work discipline on employee performance, with work motivation serving as an intervening variable at PT Surya Berkah Utama (SBU) Ponorogo.
This study employed a quantitative approach using a survey method. The research population consisted of all employees of PT Surya Berkah Utama (SBU) Ponorogo, with a total sample of 133 respondents. Data were collected through the distribution of questionnaires using a Likert scale. The data were analyzed using the Structural Equation Modeling–Partial Least Squares (SEM-PLS) method with the assistance of SmartPLS software by evaluating the measurement model (outer model), the structural model (inner model), and testing both direct and indirect (indirect effect) hypotheses. The results indicate that: (1) leadership style has no significant effect on employee performance; (2) Islamic organizational culture has a significant positive effect on employee performance, with a path coefficient of 0.280, a p-value of 0.003 (< 0.005), and a t-statistic of 2.971 (> 1.96); (3) work discipline has no significant effect on employee performance; (4) leadership style has no significant effect on work motivation; (5) Islamic organizational culture has a significant positive effect on work motivation, with a path coefficient of 0.397, a p-value of 0.000 (< 0.005), and a t-statistic of 5.014 (> 1.96); (6) work discipline has a positive and significant effect on work motivation, with a path coefficient of 0.202, a p-value of 0.006, and a t-statistic of 2.743; (7) work motivation has a positive and significant effect on employee performance, with a path coefficient of 0.369, a p-value of 0.000, and a t-statistic of 4.218; (8) the indirect effect of leadership style on employee performance through work motivation is not significant; (9) the indirect effect of Islamic organizational culture on employee performance through work motivation is positive and significant, with an indirect effect of 0.146, a p-value of 0.002, and a t-statistic of 3.047; and (10) the indirect effect of work discipline on employee performance through work motivation is positive and significant, with an indirect effect of 0.075, a p-value of 0.018, and a t-statistic of 2.382.

Keywords: leadership style, Islamic organizational culture, work discipline, work motivation, employee performance.