The Role of Authentic Leadership in Work Life Balance and Employee Performance with Mediated Employee Engagement
https://doi.org/10.35877/454RI.qems3975
Keywords:
Authentic leadership, work‒life balance, employee performance, employee engagement, public sector, Indonesia
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Abstract
Leadership approaches in public sector organizations face distinct challenges in promoting work‒life balance and performance while maintaining employee engagement. Authentic leadership has emerged as a promising framework for addressing these challenges; however, limited research has examined its effectiveness within Indonesian government institutions. This study examines the influence of authentic leadership on work‒life balance and employee performance, with employee engagement as a mediating variable at the Department of Communication and Information Technology (Diskominfo) in Banjarbaru city, Indonesia. Using a quantitative approach with a causal design, this study surveyed 64 employees through a saturation sampling method. The data were analyzed via structural equation modeling-partial least squares (SEM‒PLS) to evaluate both direct and indirect relationships among the variables. Authentic leadership positively influenced work‒life balance (β=0.618, t=5.934, p<0.001) and employee performance (β=0.683, t=9.439, p<0.001). Employee engagement mediated the relationships between authentic leadership and work-life balance (β=0.656, t=6.112, p<0.001) and between authentic leadership and employee performance (β=0.632, t=4.682, p<0.001). The indirect effects of employee engagement (0.454 for work‒life balance; 0.471 for performance) were stronger than the direct effects (0.147 for work‒life balance; 0.229 for performance), confirming the partial mediating role of employee engagement. Authentic leadership significantly enhances work‒life balance and employee performance in public sector organizations, primarily by strengthening employee engagement. Government institutions should prioritize the development of authentic leadership capabilities and the implementation of policies that support employee engagement to optimize both organizational performance and employee well-being.
References
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Baquero, A. (2023a). Authentic Leadership, Employee Work Engagement, Trust in the Leader, and Workplace Well-Being: A Moderated Mediation Model. Psychology Research and Behavior Management, 16, 1403–1424. https://doi.org/10.2147/PRBM.S407672
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Cortés-Denia, D., Luque-Reca, O., Lopez-Zafra, E., & Pulido-Martos, M. (2023). Does authentic leadership promote higher job satisfaction in public versus private organizations? Exploring the role of vigor and engagement. Heliyon, 9(1), e12906. https://doi.org/10.1016/j.heliyon.2023.e12906
Dartey-Baah, K., Issahaku, L., & Akwetey-Siaw, B. (2025). Authentic leadership and employee engagement: the mediating role of employee work environment. Industrial and Commercial Training, 57(1), 118–134. https://doi.org/10.1108/ICT-06-2024-0045
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Duarte, A. P., Ribeiro, N., Semedo, A. S., & Gomes, D. R. (2021). Authentic Leadership and Improved Individual Performance: Affective Commitment and Individual Creativity’s Sequential Mediation. Frontiers in Psychology, 12, 675749. https://doi.org/10.3389/fpsyg.2021.675749
Els, B., & Jacobs, M. (2023). Unravelling the interplay of authentic leadership, emotional intelligence, cultural intelligence and psychological well-being. SA Journal of Industrial Psychology, 49, 2095. https://doi.org/10.4102/sajip.v49i0.2095
Emur, A. P., Widyasari, M. N., Kinnary, N. R., & Putra, R. N. (2023). The Effect of Authentic Leadership on Organizational Citizenship Behavior: The Role of Psychological Empowerment and Quality of Working Life. Jurnal Manajemen Teori Dan Terapan| Journal of Theory and Applied Management, 16(1), 64–80. https://doi.org/10.20473/jmtt.v16i1.43505
Fabriza, C. A., & Susanty, A. I. (2024). Authentic Leadership and Organizational Commitment Toward the Employee Performance in Automotive Industry in Indonesia. Jurnal Maksipreneur: Manajemen, Koperasi, Dan Entrepreneurship, 14(1), 1–14. https://doi.org/10.30588/jmp.v14i1.1579
Gardner, W. L., Avolio, B. J., Luthans, F., May, D. R., & Walumbwa, F. (2005). “Can you see the real me?” A self-based model of authentic leader and follower development. The Leadership Quarterly, 16(3), 343–372. https://doi.org/10.1016/j.leaqua.2005.03.003
Hadian Nasab, A., & Afshari, L. (2019). Authentic leadership and employee performance: mediating role of organizational commitment. Leadership & Organization Development Journal, 40(5), 548–560. https://doi.org/10.1108/LODJ-01-2019-0026
Hana Meilinda, Agung Wahyu Handaru, & Dewi Susita. (2021). The Effect of Work Engagement and Job Satisfaction on Organizational Commitments at PT. Karya Sakti Sejahtera. JURNAL DINAMIKA MANAJEMEN DAN BISNIS, 5(1), 41–62. https://doi.org/10.21009/JDMB.05.1.3
Koon, S. A., Ciftci, T. O., & Jufri, Y. O. (2023). Impact of Authentic Leadership on Employee Well-Being and Work-Life Balance in Suntory Beverage & Food Limited, Japan. Journal of Human Resource & Leadership, 7(6), 11–20. https://doi.org/10.53819/81018102t5276
Koon, V.-Y., & Ho, T.-S. (2021). Authentic leadership and employee engagement: The role of employee well-being. Human Systems Management, 40(1), 81–92. https://doi.org/10.3233/HSM-200943
Martha Sari Ayu, Bambang Niko Pasla, Fathiyah, F., Lailatul Isnaini, & Novita Erlinda. (2022). Transformational Style of Leadership and Psychological Capital: The Mediating Role of Work Engagement. Jurnal Prajaiswara, 3(2), 147–155. https://doi.org/10.55351/prajaiswara.v3i2.47
Maximo, N., Stander, M. W., & Coxen, L. (2019). Authentic leadership and work engagement: The indirect effects of psychological safety and trust in supervisors. SA Journal of Industrial Psychology, 45, 1612. https://doi.org/10.4102/sajip.v45i0.1612
Nelson, K., Boudrias, J.-S., Brunet, L., Morin, D., De Civita, M., Savoie, A., & Alderson, M. (2014). Authentic leadership and psychological well-being at work of nurses: The mediating role of work climate at the individual level of analysis. Burnout Research, 1(2), 90–101. https://doi.org/10.1016/j.burn.2014.08.001
Oh, J., Cho, D., & Lim, D. H. (2018). Authentic leadership and work engagement: the mediating effect of practicing core values. Leadership & Organization Development Journal, 39(2), 276–290. https://doi.org/10.1108/LODJ-02-2016-0030
Park, J.-H., Shin, J.-J., Gau, L.-S., & Kim, J.-C. (2025). Authentic Leadership and Subjective Career Success: The Mediating Roles of Psychological Safety and Mindfulness in a Sustainable Work Environment. Sustainability, 17(7), 2861. https://doi.org/10.3390/su17072861
Poulose, S., & Susdarsan, N. (2014). Work- Life Balance: A conceptual review. International Journal of Advances in Management and Economics, 3(2), 1–17.
Prabu, M. A. (2005). Manajemen sumber daya manusia perusahaan. In Bandung: PT. Remaja Rosdakarya. PT. Remaja Rosdakarya.
Pratama, D. R., & Suryosukmono, G. (2024). The Influence of Motivation, Authentic Leadership, and Organizational Culture on Employee Performance in the South Bengkulu Health Office. SENTRALISASI, 13(2), 83–96. https://doi.org/10.33506/sl.v13i2.3195
Pratama, N., & Farisi, S. (2024). Peran Organizational Citizenship Behavior (OCB): Authentic Leadership Dan Employee Engagement Terhadap Kinerja Pegawai. Jurnal Ilman: Jurnal Ilmu Manajemen, 12(2), 64–70. https://www.journals.stimsukmamedan.ac.id/index.php/ilman/article/view/684
Purwaningsih, A., & Rahmawati, R. (2024). Work-Life Balance and Its Impact on the Performance Effectiveness of Police and ASN Polri Biddokkes Polda Kalsel: The Role of Employee Engagement. Asian Journal of Management Entrepreneurship and Social Science, 4(3), 860–876. https://ajmesc.com/index.php/ajmesc
Rahul Paul, G., & Khalid Perwez, S. (2023). Influence of quality of work life on psychological capital of organizational leaders using artificial neural networks: a study on learning in hybrid workplace. The Learning Organization, 30(5), 630–647. https://doi.org/10.1108/TLO-11-2022-0137
Rehman, F. U., & Zeb, A. (2023). Investigating the nexus between authentic leadership, employees’ green creativity, and psychological environment: evidence from emerging economy. Environmental Science and Pollution Research, 30(49), 107746–107758. https://doi.org/10.1007/s11356-023-29928-1
Sarstedt, M., Ringle, C. M., & Hair, J. F. (2022). Partial least squares structural equation modeling. In Handbook of Market Research (pp. 587–632). Springer International Publishing. https://doi.org/10.1007/978-3-319-57413-4_15
Schaufeli, W. B., Shimazu, A., Hakanen, J., Salanova, M., & De Witte, H. (2019). An Ultra-Short Measure for Work Engagement. European Journal of Psychological Assessment, 35(4), 577–591. https://doi.org/10.1027/1015-5759/a000430
Schoofs, L. K., Maunz, L. A., & Glaser, J. (2024). Multi-level effects of authentic leadership on self-actualization at work – the mediating roles of authentic followership and basic psychological need satisfaction. Current Psychology, 43(16), 14494–14505. https://doi.org/10.1007/s12144-023-05480-6
Silva, V. H., Duarte, A. P., & Oliveira, J. P. (2023). How Does Authentic Leadership Boost Work Engagement? Exploring the Mediating Role of Work Meaningfulness and Work–Family Enrichment. Administrative Sciences, 13(10), 219. https://doi.org/10.3390/admsci13100219
Singarimbun, A. S., & Suharti, L. (2024). Engaging Millennials: Role of Quality of Work Life, Psychological Safety, Psychological Capital, and Inclusive Leadership (A study of 3-5 star hotel employees in Yogyakarta city). Mix: Jurnal Ilmiah Manajemen, 14(3), 613. https://doi.org/10.22441/jurnal_mix.2024.v14i3.003
Srivastava, U. R., & Mohaley, S. (2022). Role of Trust in the Relationship between Authentic Leadership and Job Satisfaction and Organizational Commitment among Indian Bank Employees. American Journal of Industrial and Business Management, 12(04), 616–664. https://doi.org/10.4236/ajibm.2022.124033
Tak, J., Seo, J., & Roh, T. (2019). The Influence of Authentic Leadership on Authentic Followership, Positive Psychological Capital, and Project Performance: Testing for the Mediation Effects. Sustainability, 11(21), 6028. https://doi.org/10.3390/su11216028
Thoha, M. (2006). Kepemimpinan dalam manajemen (1st ed.). Raja Grafindo Persada.
Turnip, E., & Desiana, P. M. (2023). Pengaruh Kepemimpinan Autentik Terhadap Kinerja Karyawan Melalui Peran Mediasi Work Engagement dan Komitmen Afektif. Syntax Literate; Jurnal Ilmiah Indonesia, 8(7), 17169–17190. https://doi.org/10.36418/syntax-literate.v7i10.13030
Vanesa, V. H., Shanty, D., Triyani, T., Gunawan P, A. W., S Sadana, S. M., & Supriatna, D. (2022). Mediating effect of work-life balance towards leadership style and work engagement. JPPI (Jurnal Penelitian Pendidikan Indonesia), 8(4), 933. https://doi.org/10.29210/020221898
Vermeulen, T., & Scheepers, C. B. (2020). Mediating effect of perceived organisational support on authentic leadership and work engagement. SA Journal of Human Resource Management, 18, e1212. https://doi.org/10.4102/sajhrm.v18i0.1212
Walumbwa, F. O., Avolio, B. J., Gardner, W. L., Wernsing, T. S., & Peterson, S. J. (2008). Authentic leadership: Development and validation of a theory-based measure. Journal of Management, 34(1), 89–126. https://doi.org/10.1177/0149206307308913
Wang, D.-S., & Hsieh, C.-C. (2013). The effect of authentic leadership on employee trust and employee engagement. Social Behavior and Personality: An International Journal, 41(4), 613–624. https://doi.org/10.2224/sbp.2013.41.4.613
Alshurideh, M. T., Al Kurdi, B., Alzoubi, H. M., Akour, I., Obeidat, Z. M., & Hamadneh, S. (2023). Factors affecting employee social relations and happiness: SM-PLUS approach. Journal of Open Innovation: Technology, Market, and Complexity, 9(2), 100033. https://doi.org/10.1016/j.joitmc.2023.100033
Bakotić, D. (2016). Relationship between job satisfaction and organisational performance. Economic Research-Ekonomska Istraživanja, 29(1), 118–130. https://doi.org/10.1080/1331677X.2016.1163946
Baquero, A. (2023a). Authentic Leadership, Employee Work Engagement, Trust in the Leader, and Workplace Well-Being: A Moderated Mediation Model. Psychology Research and Behavior Management, 16, 1403–1424. https://doi.org/10.2147/PRBM.S407672
Baquero, A. (2023b). Authentic Leadership, Employee Work Engagement, Trust in the Leader, and Workplace Well-Being: A Moderated Mediation Model. Psychology Research and Behavior Management, Volume 16, 1403–1424. https://doi.org/10.2147/PRBM.S407672
Brough, P., Timms, C., Chan, X. W., Hawkes, A., & Rasmussen, L. (2020). Work–Life Balance: Definitions, Causes, and Consequences. In N. Anderson, D. S., O. Sinangil, H. Kepir, & C. Viswesvaran (Eds.), Handbook of Socioeconomic Determinants of Occupational Health (2nd ed., pp. 1–15). Springer International Publishing. https://doi.org/10.1007/978-3-030-05031-3_20-1
Cao, V. Q., & Dong, C. N. T. (2024). The mediating role of work engagement in the impact of authentic leadership and organizational justice on employee mental health. Cogent Psychology, 11(1), 2432740. https://doi.org/10.1080/23311908.2024.2432740
Cortés-Denia, D., Luque-Reca, O., Lopez-Zafra, E., & Pulido-Martos, M. (2023). Does authentic leadership promote higher job satisfaction in public versus private organizations? Exploring the role of vigor and engagement. Heliyon, 9(1), e12906. https://doi.org/10.1016/j.heliyon.2023.e12906
Dartey-Baah, K., Issahaku, L., & Akwetey-Siaw, B. (2025). Authentic leadership and employee engagement: the mediating role of employee work environment. Industrial and Commercial Training, 57(1), 118–134. https://doi.org/10.1108/ICT-06-2024-0045
Darwin, M., Mamondol, M. R., Sormin, S. A., Nurhayati, Y., Tambunan, H., Sylvia, D., Adnyana, I. M. D. M., Prasetiyo, B., Vianitati, P., & Gebang, A. A. (2021). Quantitative approach research method (T. S. Tambunan, Ed.; 1st ed.). CV Media Sains Indonesia.
Duarte, A. P., Ribeiro, N., Semedo, A. S., & Gomes, D. R. (2021). Authentic Leadership and Improved Individual Performance: Affective Commitment and Individual Creativity’s Sequential Mediation. Frontiers in Psychology, 12, 675749. https://doi.org/10.3389/fpsyg.2021.675749
Els, B., & Jacobs, M. (2023). Unravelling the interplay of authentic leadership, emotional intelligence, cultural intelligence and psychological well-being. SA Journal of Industrial Psychology, 49, 2095. https://doi.org/10.4102/sajip.v49i0.2095
Emur, A. P., Widyasari, M. N., Kinnary, N. R., & Putra, R. N. (2023). The Effect of Authentic Leadership on Organizational Citizenship Behavior: The Role of Psychological Empowerment and Quality of Working Life. Jurnal Manajemen Teori Dan Terapan| Journal of Theory and Applied Management, 16(1), 64–80. https://doi.org/10.20473/jmtt.v16i1.43505
Fabriza, C. A., & Susanty, A. I. (2024). Authentic Leadership and Organizational Commitment Toward the Employee Performance in Automotive Industry in Indonesia. Jurnal Maksipreneur: Manajemen, Koperasi, Dan Entrepreneurship, 14(1), 1–14. https://doi.org/10.30588/jmp.v14i1.1579
Gardner, W. L., Avolio, B. J., Luthans, F., May, D. R., & Walumbwa, F. (2005). “Can you see the real me?” A self-based model of authentic leader and follower development. The Leadership Quarterly, 16(3), 343–372. https://doi.org/10.1016/j.leaqua.2005.03.003
Hadian Nasab, A., & Afshari, L. (2019). Authentic leadership and employee performance: mediating role of organizational commitment. Leadership & Organization Development Journal, 40(5), 548–560. https://doi.org/10.1108/LODJ-01-2019-0026
Hana Meilinda, Agung Wahyu Handaru, & Dewi Susita. (2021). The Effect of Work Engagement and Job Satisfaction on Organizational Commitments at PT. Karya Sakti Sejahtera. JURNAL DINAMIKA MANAJEMEN DAN BISNIS, 5(1), 41–62. https://doi.org/10.21009/JDMB.05.1.3
Koon, S. A., Ciftci, T. O., & Jufri, Y. O. (2023). Impact of Authentic Leadership on Employee Well-Being and Work-Life Balance in Suntory Beverage & Food Limited, Japan. Journal of Human Resource & Leadership, 7(6), 11–20. https://doi.org/10.53819/81018102t5276
Koon, V.-Y., & Ho, T.-S. (2021). Authentic leadership and employee engagement: The role of employee well-being. Human Systems Management, 40(1), 81–92. https://doi.org/10.3233/HSM-200943
Martha Sari Ayu, Bambang Niko Pasla, Fathiyah, F., Lailatul Isnaini, & Novita Erlinda. (2022). Transformational Style of Leadership and Psychological Capital: The Mediating Role of Work Engagement. Jurnal Prajaiswara, 3(2), 147–155. https://doi.org/10.55351/prajaiswara.v3i2.47
Maximo, N., Stander, M. W., & Coxen, L. (2019). Authentic leadership and work engagement: The indirect effects of psychological safety and trust in supervisors. SA Journal of Industrial Psychology, 45, 1612. https://doi.org/10.4102/sajip.v45i0.1612
Nelson, K., Boudrias, J.-S., Brunet, L., Morin, D., De Civita, M., Savoie, A., & Alderson, M. (2014). Authentic leadership and psychological well-being at work of nurses: The mediating role of work climate at the individual level of analysis. Burnout Research, 1(2), 90–101. https://doi.org/10.1016/j.burn.2014.08.001
Oh, J., Cho, D., & Lim, D. H. (2018). Authentic leadership and work engagement: the mediating effect of practicing core values. Leadership & Organization Development Journal, 39(2), 276–290. https://doi.org/10.1108/LODJ-02-2016-0030
Park, J.-H., Shin, J.-J., Gau, L.-S., & Kim, J.-C. (2025). Authentic Leadership and Subjective Career Success: The Mediating Roles of Psychological Safety and Mindfulness in a Sustainable Work Environment. Sustainability, 17(7), 2861. https://doi.org/10.3390/su17072861
Poulose, S., & Susdarsan, N. (2014). Work- Life Balance: A conceptual review. International Journal of Advances in Management and Economics, 3(2), 1–17.
Prabu, M. A. (2005). Manajemen sumber daya manusia perusahaan. In Bandung: PT. Remaja Rosdakarya. PT. Remaja Rosdakarya.
Pratama, D. R., & Suryosukmono, G. (2024). The Influence of Motivation, Authentic Leadership, and Organizational Culture on Employee Performance in the South Bengkulu Health Office. SENTRALISASI, 13(2), 83–96. https://doi.org/10.33506/sl.v13i2.3195
Pratama, N., & Farisi, S. (2024). Peran Organizational Citizenship Behavior (OCB): Authentic Leadership Dan Employee Engagement Terhadap Kinerja Pegawai. Jurnal Ilman: Jurnal Ilmu Manajemen, 12(2), 64–70. https://www.journals.stimsukmamedan.ac.id/index.php/ilman/article/view/684
Purwaningsih, A., & Rahmawati, R. (2024). Work-Life Balance and Its Impact on the Performance Effectiveness of Police and ASN Polri Biddokkes Polda Kalsel: The Role of Employee Engagement. Asian Journal of Management Entrepreneurship and Social Science, 4(3), 860–876. https://ajmesc.com/index.php/ajmesc
Rahul Paul, G., & Khalid Perwez, S. (2023). Influence of quality of work life on psychological capital of organizational leaders using artificial neural networks: a study on learning in hybrid workplace. The Learning Organization, 30(5), 630–647. https://doi.org/10.1108/TLO-11-2022-0137
Rehman, F. U., & Zeb, A. (2023). Investigating the nexus between authentic leadership, employees’ green creativity, and psychological environment: evidence from emerging economy. Environmental Science and Pollution Research, 30(49), 107746–107758. https://doi.org/10.1007/s11356-023-29928-1
Sarstedt, M., Ringle, C. M., & Hair, J. F. (2022). Partial least squares structural equation modeling. In Handbook of Market Research (pp. 587–632). Springer International Publishing. https://doi.org/10.1007/978-3-319-57413-4_15
Schaufeli, W. B., Shimazu, A., Hakanen, J., Salanova, M., & De Witte, H. (2019). An Ultra-Short Measure for Work Engagement. European Journal of Psychological Assessment, 35(4), 577–591. https://doi.org/10.1027/1015-5759/a000430
Schoofs, L. K., Maunz, L. A., & Glaser, J. (2024). Multi-level effects of authentic leadership on self-actualization at work – the mediating roles of authentic followership and basic psychological need satisfaction. Current Psychology, 43(16), 14494–14505. https://doi.org/10.1007/s12144-023-05480-6
Silva, V. H., Duarte, A. P., & Oliveira, J. P. (2023). How Does Authentic Leadership Boost Work Engagement? Exploring the Mediating Role of Work Meaningfulness and Work–Family Enrichment. Administrative Sciences, 13(10), 219. https://doi.org/10.3390/admsci13100219
Singarimbun, A. S., & Suharti, L. (2024). Engaging Millennials: Role of Quality of Work Life, Psychological Safety, Psychological Capital, and Inclusive Leadership (A study of 3-5 star hotel employees in Yogyakarta city). Mix: Jurnal Ilmiah Manajemen, 14(3), 613. https://doi.org/10.22441/jurnal_mix.2024.v14i3.003
Srivastava, U. R., & Mohaley, S. (2022). Role of Trust in the Relationship between Authentic Leadership and Job Satisfaction and Organizational Commitment among Indian Bank Employees. American Journal of Industrial and Business Management, 12(04), 616–664. https://doi.org/10.4236/ajibm.2022.124033
Tak, J., Seo, J., & Roh, T. (2019). The Influence of Authentic Leadership on Authentic Followership, Positive Psychological Capital, and Project Performance: Testing for the Mediation Effects. Sustainability, 11(21), 6028. https://doi.org/10.3390/su11216028
Thoha, M. (2006). Kepemimpinan dalam manajemen (1st ed.). Raja Grafindo Persada.
Turnip, E., & Desiana, P. M. (2023). Pengaruh Kepemimpinan Autentik Terhadap Kinerja Karyawan Melalui Peran Mediasi Work Engagement dan Komitmen Afektif. Syntax Literate; Jurnal Ilmiah Indonesia, 8(7), 17169–17190. https://doi.org/10.36418/syntax-literate.v7i10.13030
Vanesa, V. H., Shanty, D., Triyani, T., Gunawan P, A. W., S Sadana, S. M., & Supriatna, D. (2022). Mediating effect of work-life balance towards leadership style and work engagement. JPPI (Jurnal Penelitian Pendidikan Indonesia), 8(4), 933. https://doi.org/10.29210/020221898
Vermeulen, T., & Scheepers, C. B. (2020). Mediating effect of perceived organisational support on authentic leadership and work engagement. SA Journal of Human Resource Management, 18, e1212. https://doi.org/10.4102/sajhrm.v18i0.1212
Walumbwa, F. O., Avolio, B. J., Gardner, W. L., Wernsing, T. S., & Peterson, S. J. (2008). Authentic leadership: Development and validation of a theory-based measure. Journal of Management, 34(1), 89–126. https://doi.org/10.1177/0149206307308913
Wang, D.-S., & Hsieh, C.-C. (2013). The effect of authentic leadership on employee trust and employee engagement. Social Behavior and Personality: An International Journal, 41(4), 613–624. https://doi.org/10.2224/sbp.2013.41.4.613
Published
2025-08-31
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How to Cite
Yasmin, H. P., & Rahmawati, R. (2025). The Role of Authentic Leadership in Work Life Balance and Employee Performance with Mediated Employee Engagement. Quantitative Economics and Management Studies, 6(4), 623-637. https://doi.org/10.35877/454RI.qems3975
Copyright (c) 2025 Humaira Putri Yasmin, Rini Rahmawati
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