Integrasi Gaya Kepemimpinan Path Goal, Work Engagement, Work Life Balance, dan Self Efficacy terhadap Komitmen Organisasi melalui Job Satisfaction sebagai Variabel Mediasi di SMK Swasta yang Tergabung pada MKKS Kab. Pemalang

Dian Nur Aisyiah; Tri Handayani

doi:10.61132/lokawati.v4i6.2941

Authors

Dian Nur Aisyiah Institut Teknologi dan Bisnis ADIAS Pemalang
Tri Handayani Institut Teknologi dan Bisnis ADIAS Pemalang

DOI:

https://doi.org/10.61132/lokawati.v4i6.2941

Keywords:

Job Satisfaction, Organizational Commitment, Path Goal Leadership, Self Efficacy, SEM-PLS

Abstract

This study examines the mediating role of job satisfaction in the relationships between path goal leadership, work engagement, work life balance, and self efficacy on the organizational commitment of private vocational school (SMK) teachers affiliated with MKKS Pemalang Regency. Grounded in Social Exchange Theory (Blau, 1964), this quantitative explanatory study employed survey data from 159 teachers selected through purposive sampling from five accredited-A private SMKs under MKKS Pemalang. Data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS 4.0. The measurement model satisfied all validity and reliability criteria. The structural model demonstrated strong explanatory power, with R-square values of 0.686 for job satisfaction and 0.771 for organizational commitment. Results show that path goal leadership, work engagement, work life balance, and self efficacy all significantly and positively influence job satisfaction. Only path goal leadership does not directly influence organizational commitment (β = 0.094; p = 0.126), while work engagement, work life balance, and self efficacy each show significant direct effects, with self efficacy being the strongest predictor (β = 0.546). Job satisfaction significantly influences organizational commitment (β = 0.326). Job satisfaction fully mediates the effect of path goal leadership and partially mediates the effects of work engagement, work life balance, and self efficacy on organizational commitment. In total, 12 of 13 hypotheses were empirically supported. These findings highlight job satisfaction as a central psychological mechanism that bridges antecedent factors and organizational commitment in private vocational school settings.

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