The Role of Empowerment and Commitment in Mediating the Effect of Leadership on Employee Satisfaction and Performance of Konawe District Government Employees

The purpose of this study is to measure and analyze: (1) The effect of leadership on empowering human resources, (2). Effect of leadership on organizational commitment, (3). The influence of leadership on employee satisfaction, (4). The effect of empowering human resources on satisfaction, (5). The effect of empowering human resources on commitment, (6). Influence of satisfaction on employee performance, (7). Influence of commitment to employee satisfaction, (8). The influence of leadership on employee satisfaction through empowering human resources, (9). The influence of leadership on employee satisfaction through organizational commitment. This research approach is an explanatory method with data collection techniques through a questionnaire. The population in this study was Konawe Regency Government Employees with the characteristics of Civil Servants (PNS) in all OPDs within the Konawes Regency Government as many as 6,196 people. The sampling technique is stratified random sampling with a sample of 152 people. Data analysis technique to answer the problem in this research hypothesis is a quantitative analysis that is supported by Qualitative through two stages, namely statistical descriptive analysis and Structural Equation Modeling (SEM) analysis. The results showed that the relationship between leadership and human resource empowerment in this study was directly proportional; leadership had a positive and significant effect on organizational commitment and employee satisfaction while Human Resources empowerment had a positive but not significant effect on job satisfaction. Empowerment of human resources has a positive and significant effect on organizational commitment. Job satisfaction has a positive and significant effect on employee performance and organizational commitment has a positive but not significant effect on job satisfaction. Furthermore the empowerment variable does not significantly mediate the relationship between the leadership variable and job satisfaction variable while the organizational commitment variable in mediating the relationship between the leadership variable and the value satisfaction variable is smaller than the t-statistic commitment variable does not significantly mediate the relationship between the leadership variable and the job satisfaction variable.