Employee Engagement As A Mediator Affecting Transformational Leadership And Job Satisfaction For Job Performance Of The Employee In The Office Of Sub-District Administrative Organization (S.A.O.) In Samut Sakhon Province, Thailand

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Khemaree Rugchoochip , Suttipong Kiartivich , Poonsak Sangsunt , Yanapol Sangsunt , Ekkawit Maneethorn , Rungradit Kongyoungyune , Sumalee Ramanust


The purposes of this research were to study the levels of transformational leadership, job satisfaction, employee engagement, and job performance, and to study the levels of employee engagement as a mediator between transformational leadership, and job performance, and between employee satisfaction and job performance. It was a quantitative research with 320 samples of office personnel in Sub-district Administrative Organization in Samut Sakhon Province. The statistics used were frequency, percentage, mean, standard deviation and the structural equation model analyzed by Smart PLS 3.0. As results, overall mean of transformational leadership was at a high level of 4.13, followed by job performance of 4.13, employee engagement of 3.83, and job satisfaction of 3.68 respectively. The results of structural equation model analysis of factors affecting job performance revealed that transformational leadership, employee job satisfaction, and employee engagement directly influenced job performance of 0.101, 0.567, and 0.125 respectively. Trans-formational leadership, and job satisfaction also indirectly influenced job performance of 0.001, and 0.039, respectively. Meanwhile, leadership of change, and job satisfaction directly influenced employee engagement of 0.005, and 0.259, respectively. This showed that transformational leadership, job satisfaction, and employee engagement directly influenced job performance. Moreover, employee engagement was a key factor of enhancing job performance.

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