Rina Handayani

Sisingamangaraja XII University Tapanuli South Sumatra Indonesia

The purpose of this study was to find out how the influence of leadership style on the performance of the Customs and Excise Supervision and Customs Service Office Employees Type C Kuala Tanjung and to find out how the influence of the leadership style on the performance of the Customs and Excise Supervision and Customs Service Office Employees Type C Kuala Tanjung. with Work Motivation as the intervening variable, this research was conducted at the Customs and Excise Supervision and Service Office Type C, Kuala Tanjung, Jalan Acess Road PT. Inalum Kuala Tanjung, Sei Suka District, Batu Bara Regency and the results of this study show. (1) It can be seen that the magnitude of the adjusted R square value is 0.679 or 67.9%. This shows that work motivation (Z) and leadership style (X) can explain employee performance (Y) by 67.9%, the remaining 32.1% (100% - 67.9%) is explained by other variables outside the model. this research. (2) The results of the t-test (partial) can be seen that the value of tcount (1.478) < ttable (2.045), as well as the significance value of 0.150> 0.05, it can be concluded that the first hypothesis is rejected, meaning that the leadership style variable (X) is not positive and significant effect on work motivation (Z). (3) The results of the t-test (partial) can be seen that the value of tcount (7.772) > ttable (2.045), and the significance value of 0.00 <0.05, it can be concluded that the second hypothesis is accepted, meaning that leadership style (X) has a significant effect on employee performance (Y). (4) The results of the path analysis show that the direct influence of leadership style (X) on employee performance (Y) is 0.849. Meanwhile, the indirect effect through work motivation (Z) is 0.269 x 0.407 = 0.109. From the calculation results obtained, it shows that the indirect effect through work motivation (Z) is smaller than the direct effect on employee performance (Y).

Leadership Style, Work Motivation, and Employee Performance

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VOLUME 04 ISSUE 09 SEPTEMBER 2021