Purpose

This study aims to determine the relationship between transformational leadership, self-efficacy, gender, intrinsic motivation and employee performance in mediating and moderating roles.

Design/methodology/approach

Respondents in this study were 531 hotel employees (human resources development staff, financial, relationship) in Yogyakarta who were led by women. Structural equation modeling was used to test the hypotheses using AMOS 22.0.

Findings

The results show that transformational leadership has a positive and significant effect on employee performance, self-efficacy acts as a mediating variable on the relationship between transformational leadership and employee performance. The results also indicate that gender acts as a moderating variable by strengthening the relationship between transformational leadership and employee performance and intrinsic motivation acts as a moderating variable by strengthening the relationship between self-efficacy and employee performance.

Research limitations/implications

This study has two limitations. First, the research results cannot conclude the company in general because the sampling of this study is limited to the hotel business which is led by women only. Future research is needed to explore more deeply to compare the performance of employees in companies led by women and those led by men. Second, this study uses only one independent variable. Future research needs to be done to explore the effect of other variables on company performance, such as work culture, work environment and job satisfaction.

Practical implications

The main managerial contribution of this study is directed to companies that are interested in developing employee performance. First, self-efficacy is able to mediate transformational leadership in achieving employee performance. Besides this research offers a clear strategy for companies to stimulate their employees to strengthen leadership individually so as to improve the quality of their work. Thus, companies can carry out leadership training that is focused on being able to recognize employees who have low self-efficacy. If this is done, the company can reduce expenses that are not small but can make a significant contribution.

Originality/value

To the best of the authors’ knowledge, this study is the first to examine the mediating and moderating role of transformational leadership, employee performance, self-efficacy, gender and intrinsic motivation, especially in a hotel business led by women in Yogyakarta, Indonesia.

中文翻译：

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对员工绩效考核的中介和调节作用

目的

本研究旨在确定变革型领导、自我效能、性别、内在动机和员工在中介和调节角色中的表现之间的关系。

设计/方法/方法

本研究的受访者是 531 名由女性领导的日惹酒店员工（人力资源开发人员、财务人员、人际关系）。结构方程模型用于使用 AMOS 22.0 测试假设。

发现

结果表明，变革型领导对员工绩效有显着的正向影响，自我效能感在变革型领导与员工绩效的关系中起中介作用。结果还表明，性别通过加强变革型领导与员工绩效之间的关系作为调节变量，内在动机通过加强自我效能与员工绩效之间的关系作为调节变量。

研究限制/影响

这项研究有两个局限性。首先，研究结果不能概括公司，因为本研究的抽样仅限于仅由女性领导的酒店业务。未来的研究需要更深入地探索，以比较女性领导的公司和男性领导的公司员工的绩效。其次，本研究仅使用一个自变量。未来的研究需要探索其他变量对公司绩效的影响，如工作文化、工作环境和工作满意度。

实际影响

本研究的主要管理贡献是针对有兴趣发展员工绩效的公司。首先，自我效能能够在实现员工绩效的过程中调节变革型领导。此外，这项研究为公司提供了一个明确的策略来激励员工加强个人领导力，从而提高他们的工作质量。因此，企业可以开展领导力培训，重点是能够识别自我效能感低的员工。如果这样做，公司可以减少费用不小但可以做出重大贡献。

原创性/价值

据作者所知，这项研究是第一个研究变革型领导、员工绩效、自我效能、性别和内在动机的中介和调节作用，特别是在印度尼西亚日惹由女性领导的酒店业务中。