Transformational Leadership, Perceived Organizational Support Sharing, Organizational Commitment and Employee Performance: the Role of Religiosity

Objective: The purpose of this study is to examine how transformational leadership, knowledge sharing, and perceived organizational support affect organizational commitment and how their effects on performance are influenced by religiosity at Nahdlatul Ulama University in East Java. This kind of study is known as explanatory research. Method: Purposive sampling is the kind of sample strategy that should be applied. 345 samples were successfully obtained for this study. A Likert scale questionnaire was employed as the data gathering method in this investigation. The Partial Least Square (PLS) method was used to analyze the data, and SmartPLS version 3 PLS software was used. Research Findingsand Discussions: The following factors have been found to have a positive and significant impact on organizational commitment: 1) Transformational Leadership; 2) Perceived Organizational Support; 3) Knowledge Sharing; 4) Organizational Commitment has a positive and significant impact on performance; and 5) Religiosity strengthens the relationship between organizational commitment and employee performance. Research Implications: Research implicates poor lecturer performance with low-quality tertiary institutions. Studies must expand focus to include knowledge sharing, organizational support, and leadership to enhance relationships and improve organizational commitment and performance. Originality/Value: The poor performance of lecturers as members of the teaching staff in higher education is inextricably linked to the low quality of tertiary institutions. Numerous studies that have been done only look at a few variables and ignore the importance of knowledge sharing, perceived organizational support, and transformational leadership in maximizing the potential for relationships that are mediated by organizational commitment and moderated by religiosity to improve company performance.