The Effect of Transformational Leadership and Psychological Contract on Employee Engagement with Employee Satisfaction as A Mediating Variable on Employees of The DPRD Secretariat in West Sumatra Province

DOI

10.2991/978-94-6463-839-4_75How to use a DOI?

Keywords

Transformational Leadership; Psychological Contract; Employee Engagement; Employee Satisfaction

Abstract

The problems encountered are that employees rarely come to the office, come to the office only for assignments or outside services, many employees are facilitated by members of the board so that orders from the leadership are often ignored, employees go to the office only physically but there is no work that can be completed, there are several employees who are not happy with work but still cover up their dislike of their work and there are some employees who are less responsible for the tasks assigned. This type of research is explanatory research. In this study the population in question is all secretariat employees of the DPRD West Sumatra Province, totaling 300 people. In this research, the method used in determining the number of samples refers to the formula proposed by Roscoe, so the researchers determined 300 respondents. Transformational leadership has a positive and significant effect on employee satisfaction. This is indicated by a highly significant p-value, CR = 7.006 > 1.96, and a positive path coefficient of 0.298. Psychological engagement has a positive and significant effect on employee satisfaction, as indicated by a highly significant p-value, CR = 4.933 > 1.96, and a positive path coefficient of 0.433. Transformational leadership has a positive and significant effect on employee engagement. This is indicated by a highly significant p-value, CR = 3.312 > 1.96, and a positive path coefficient of 0.215. Psychological engagement has a positive and significant effect on employee engagement, as shown by a highly significant p-value, CR = 4.918 > 1.96, and a positive path coefficient of 0.307. Employee satisfaction has a positive and significant impact on employee engagement, as shown by a highly significant p-value, CR = 4.342 > 1.96, and a positive path coefficient of 0.288.

Copyright

© 2025 The Author(s)

Open Access

Open Access This chapter is licensed under the terms of the Creative Commons Attribution-NonCommercial 4.0 International License (http://creativecommons.org/licenses/by-nc/4.0/), which permits any noncommercial use, sharing, adaptation, distribution and reproduction in any medium or format, as long as you give appropriate credit to the original author(s) and the source, provide a link to the Creative Commons license and indicate if changes were made.

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TY  - CONF
AU  - Tasnidar Tasnidar
AU  - Erni Masdupi
PY  - 2025
DA  - 2025/09/16
TI  - The Effect of Transformational Leadership and Psychological Contract on Employee Engagement with Employee Satisfaction as A Mediating Variable on Employees of The DPRD Secretariat in West Sumatra Province
BT  - Proceedings of the 10th Padang International Conference on Education, Economics, Business and Accounting (PICEEBA-2 2022)
PB  - Atlantis Press
SP  - 901
EP  - 908
SN  - 2352-5428
UR  - https://doi.org/10.2991/978-94-6463-839-4_75
DO  - 10.2991/978-94-6463-839-4_75
ID  - Tasnidar2025
ER  -