Employee Performance Improvement Model through Field Leadership and Work-Life Balance with Employee Engagement as a Mediating Variable (Study on Intensive Shrimp Farms in Cilacap Regency)

Sigit Eko Praptono

Abstract


This study aims to analyze and examine the effects of field leadership and work-life balance on employee performance, with employee engagement as a mediating variable, in intensive shrimp farming operations in Cilacap Regency. The study employs a quantitative approach with an explanatory research design. The population consists of 145 employees, all of whom were included as respondents using a census method. Data were collected through a five-point Likert scale questionnaire that has met validity and reliability requirements. Data analysis was conducted using Structural Equation Modeling–Partial Least Squares (SEM-PLS) with the assistance of SmartPLS 4. The results indicate that field leadership and work-life balance have a positive and significant effect on employee engagement. Furthermore, employee engagement is found to have a positive and significant effect on employee performance. However, field leadership and work-life balance do not have a significant direct effect on employee performance. Mediation analysis reveals that employee engagement acts as a full mediator in the relationship between field leadership, work-life balance, and employee performance. The coefficient of determination indicates that the model has a moderate explanatory power for both employee engagement and employee performance. The novelty of this study lies in the examination of an integrative model that links field leadership and work-life balance as job resources within the Job Demands–Resources framework in the context of the intensive shrimp farming industry, which remains underexplored in the human resource management literature in the aquaculture sector. The practical implications highlight the importance of strengthening operational leadership and implementing work-life balance policies to enhance employee engagement as a key mechanism for achieving sustainable performance.


Keywords


Employee Engagement; Employee Performance; Field Leadership; SEM-PLS; Work-Life Balance.

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DOI: https://dx.doi.org/10.30659/jrbi.v23i2.52882

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