The Impact of Leadership Style, Employee Engagement, and Organizational Culture on Job Performance

Abstract

This study examines how leadership style, employee engagement, and organizational culture influence job performance in dynamic and competitive work environments. A quantitative research design was employed to investigate the relationships among these factors. Data were collected from 350 employees working in various industries through a structured survey questionnaire. The analysis was conducted using multiple regression techniques and structural equation modeling (SEM) to assess the interactions and direct effects of the variables. The results reveal that transformational leadership has a significant positive impact on job performance. Furthermore, organizational culture, characterized by inclusivity, shared values, and adaptability, strengthens the link between leadership style and employee output. Together, these factors account for 75% of the variance in job performance. The findings suggest that organizations should adopt transformational leadership practices that empower and motivate employees. These efforts can lead to improved job performance, reduced turnover rates, and overall organizational success. The study provides actionable insights for managers and human resource professionals