Analysis of Transformational Leadership, Personality, and Work Commitment on Employee Performance at PT Pelabuhan Indonesia (Persero) Kuala Tanjung Branch

Abstract

This research was conducted with the objective of examining in depth the effect of transformational leadership, personality, and work commitment on employee performance at PT Pelabuhan Indonesia (Persero) Kuala Tanjung Branch. The research employed a quantitative approach with an associative research design, focusing on testing the relationships and effects among variables. The population of this study consisted of 207 employees, while the sample was determined using the Slovin formula, resulting in 68 permanent employees selected as respondents. The sampling technique applied was purposive sampling, based on specific criteria established by the researcher. Primary data were collected through the distribution of questionnaires to respondents, and the collected data were then processed and analyzed using SPSS version 26. The analytical method used was multiple linear regression, which aimed to determine the influence of transformational leadership, personality, and work commitment as independent variables on employee performance as the dependent variable. The results of the analysis indicated that the three independent variables, both individually and simultaneously, had a positive and significant effect on employee performance. Transformational leadership showed a regression coefficient of 0.401 with a t-value of 3.647 and a significance level of 0.001. The personality variable had a regression coefficient of 0.464, a t-value of 3.629, and a significance value of 0.001. Meanwhile, work commitment had a regression coefficient of 0.564 with a t-value of 4.543 and a significance value of 0.000. Simultaneously, the test results showed an F-value of 173.499 with a significance value of 0.000. Work commitment was identified as the most dominant variable influencing employee performance because it had the highest regression coefficient and t-value. The coefficient of determination (adjusted R²) of 0.885 indicated that 88.5% of the variation in employee performance could be explained by the three variables, while the remaining percentage was influenced by other factors outside the research model. The relationship between the independent variables and the dependent variable was also classified as very strong, as indicated by a correlation coefficient (R) of 0.944.