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This research aims to analyze and look for empirical evidence of the influence of organizational transformation on job satisfaction, the influence of organizational culture on job satisfaction, the influence of employee engagement on job satisfaction, the influence of transformational leadership on job satisfaction, the influence of work environment on job satisfaction, the influence of organizational transformation on employee performance, the influence of employee engagement on employee performance, the influence of leadership. Transformational to employee performance, the influence of organizational transformation on employee performance with job satisfaction as an intervening variable, the influence of employee engagement on employee performance with job satisfaction as an intervening variable, the influence of transformational leadership on employee performance as a varied intervening, the influence of the work environment on employee performance with job satisfaction as an intervening variable. From the results of the tests conducted known transformation. Organizational Culture, Employee Engagement, Transformational Leadership, Work environment have significant effects on Job Satisfaction, as variable intervening employee performance has a significant influence on fixed variables.

This research aims to determine the effect of Islamic leadership, organizational culture, motivation, work environment, and job satisfaction on employee performance. Utilizing a quantitative approach, data was gathered through a survey method using a Likert-type scale with 5 rating options. The population in this study was all the employees of Universitas Muhammadiyah Purwokerto as many as 721 and the sample of 142 respondents was conveniently selected for this research.  In this study the technique of analyzing the data using multiple regression analysis and the coefficient of determination test R2. Research results indicate that while organizational culture has no significant effect on employee performance, Islamic leadership, motivation, the work environment, and job satisfaction all positively and significantly affect employee performance. The findings of this research offer insights that can enhance employee performance within organizations. The independent variables Islamic leadership, organizational culture motivation work environment, and job satisfaction have an impact on 69.6% of the employee performance variable at Universitas Muhammadiyah Purwokerto and factors not covered in this study will have an impact on the remaining 30.4% of the employee performance variable. Organizations should prioritize enhancements in Islamic leadership, organizational culture, motivation, work environment, and job satisfaction to achieve this. Strategies for improvement may include fostering learning and development opportunities for employees, cultivating a positive and supportive workplace atmosphere, and providing competitive compensation and benefits packages.

The Covid-19 pandemic suffocated operations of organizations globally. Individually, employees were affected in the way they executed their daily duties. This paper attempted to assess the effect of occupational health and safety, work environment, organizational culture, transformational leadership and motivation on employee performance in the post Covid-19 pandemic among civil servants in Malawi. It’s a quantitative research method that has used saturation sampling technique to have a sample size of 170 respondents. Data was collected through an on-line structured questionnaire. The analysis technique used was multiple linear regression analysis through Statistical Program for Social Science (SPSS) program version 26. On the one hand, the research results show that occupational health and safety has a positive and significant effect on employee performance, similarly, work environment has a positive and significant effect on employee performance. On the other hand, organizational culture has no effect on employee performance among civil servants in Malawi. In the same vein, transformational leadership has no effect on employee performance and motivation has no effect on civil servants’ performance in the post Covid-19 pandemic Malawi. Most importantly, this study gives treasured insights into the features prompting employee performance in the aftermath of the Covid-19 pandemic Malawi. The outcomes of this study guide organizations to understand the aspects of occupational health and safety, work environment, organizational culture, leadership style and motivation that contribute to improved employee performance during and after the pandemic in the public sector.

This research aims to determine the effect of Islamic leadership, organizational culture, motivation, work environment, and job satisfaction on employee performance. Utilizing a quantitative approach, data was gathered through a survey method using a Likert-type scale with 5 rating options. The population in this study was all the employees of Universitas Muhammadiyah Purwokerto as many as 721 and the sample of 142 respondents was conveniently selected for this research.  In this study the technique of analyzing the data using multiple regression analysis and the coefficient of determination test R2. Research results indicate that while organizational culture has no significant effect on employee performance, Islamic leadership, motivation, the work environment, and job satisfaction all positively and significantly affect employee performance. The findings of this research offer insights that can enhance employee performance within organizations. The independent variables Islamic leadership, organizational culture motivation work environment, and job satisfaction have an impact on 69.6% of the employee performance variable at Universitas Muhammadiyah Purwokerto and factors not covered in this study will have an impact on the remaining 30.4% of the employee performance variable. Organizations should prioritize enhancements in Islamic leadership, organizational culture, motivation, work environment, and job satisfaction to achieve this. Strategies for improvement may include fostering learning and development opportunities for employees, cultivating a positive and supportive workplace atmosphere, and providing competitive compensation and benefits packages.

The Covid-19 pandemic suffocated operations of organizations globally. Individually, employees were affected in the way they executed their daily duties. This paper attempted to assess the effect of occupational health and safety, work environment, organizational culture, transformational leadership and motivation on employee performance in the post Covid-19 pandemic among civil servants in Malawi. It’s a quantitative research method that has used saturation sampling technique to have a sample size of 170 respondents. Data was collected through an on-line structured questionnaire. The analysis technique used was multiple linear regression analysis through Statistical Program for Social Science (SPSS) program version 26. On the one hand, the research results show that occupational health and safety has a positive and significant effect on employee performance, similarly, work environment has a positive and significant effect on employee performance. On the other hand, organizational culture has no effect on employee performance among civil servants in Malawi. In the same vein, transformational leadership has no effect on employee performance and motivation has no effect on civil servants’ performance in the post Covid-19 pandemic Malawi. Most importantly, this study gives treasured insights into the features prompting employee performance in the aftermath of the Covid-19 pandemic Malawi. The outcomes of this study guide organizations to understand the aspects of occupational health and safety, work environment, organizational culture, leadership style and motivation that contribute to improved employee performance during and after the pandemic in the public sector.

This research aims to analyze and look for empirical evidence of the influence of organizational transformation on job satisfaction, the influence of organizational culture on job satisfaction, the influence of employee engagement on job satisfaction, the influence of transformational leadership on job satisfaction, the influence of work environment on job satisfaction, the influence of organizational transformation on employee performance, the influence of employee engagement on employee performance, the influence of leadership. Transformational to employee performance, the influence of organizational transformation on employee performance with job satisfaction as an intervening variable, the influence of employee engagement on employee performance with job satisfaction as an intervening variable, the influence of transformational leadership on employee performance as a varied intervening, the influence of the work environment on employee performance with job satisfaction as an intervening variable. From the results of the tests conducted known transformation. Organizational Culture, Employee Engagement, Transformational Leadership, Work environment have significant effects on Job Satisfaction, as variable intervening employee performance has a significant influence on fixed variables.