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This paper aims to determine to extend to which leadership and communication influence employee performance in the KOTAKU Bandung program. Employees who are able to work well are the company’s most desirable resources in order to achieve company goals. Employee performance can be improved from a leader by setting a good example, paying attention to employees and always communicating well with employees at work, especially employees who behave less well. In this paper, it is also describe about leadership, communication and employee performance in the KOTAKU Bandung program. We employed a hybrid analytics method for descriptive and verification methods with qualitative and quantitative approaches. Questionnaires were used to collect data. Inferential statistics were used to analyze the data, data analysis made use of multiple regressions and Pearson’s correlation. The Statistical Package for Social Science was used to aid the analysis. A dataset of 57 respondents from employee in KOTAKU Bandung program. Data processing was carried out by analyzing correlation coefficients, coefficients of determination, and hypothesis testing. Main findings study demonstrate that (i) employee responses regarding leadership and communication were stated to be quiet good, (ii) employee reponses regarding employee performance are stated to be quite high, and finally (iii) leadership and communication have influence employee performance both partially and simultaneously in the KOTAKU Bandung program.

The increasingly rapid development of education in Indonesia requires strong involvement and engagement of lecturers, including in West Java. In reality, there are still some lecturers who have low involvement and engagement in education at their universities. This study examines the influence of proactive personality and emotional regulation on employee engagement, by considering the moderation of religiosity in this relationship pattern. expertise and knowledge in their field make them not focus on developing the quality of the campus they hold. The population of this study were Muslim lecturers who taught at universities in Bandung City, selected using the purposive sampling method, with 100 respondents. The data obtained was processed using Structural Equation Modeling with Partial Least Square (SEM-PLS). The results of this study show that employee engagement can be influenced by proactive personality and emotional regulation, and this influence is stronger when the lecturer's level of religiosity is high. These findings provide important insights for understanding factors that influence employee engagement in academic contexts.