The Impact of Leadership Style and Working Motivation for Employee Performance With Job Satisfaction as Intervening Variabel (Case Study at PT

This survey is a quantitative survey that was conducted with a sample of 55 employees from PT Jaya Abadi Denpasar utilizing the total sample/saturated sample/census approach. The goal of this study was to identify and assess the influence of leadership style and job motivation on job satisfaction and performance among employees of PT Jaya Abadi Denpasar. The results of the validity tests are valid, the results of the reliability tests are reliable, the results of the normality tests are the normal distribution of the study data


INTRODUCTION
Intense competition from competitors using the same vendor's products has a significant impact not only on employee performance, but also on sales and corporate profits. There is a need to study the causes of this disease, such as improving management methods and employee motivation.
A company's leadership style, from senior level to middle management, has a significant impact on the performance of teams, especially those responsible for sales and direct customer contact.
All leaders must be able to inspire enthusiasm and motivation in their subordinates. We expect that increased work motivation would boost job satisfaction and staff performance at PT Jaya Abadi Denpasar. According to Fillmore, H. Stanford (1969) on Mangkunegara (2017) defines motivation as a state that moves people toward a particular goal. The leadership of PT Jaya Abadi Denpasar always inspires his subordinates at every opportunity of the meeting to motivate them to work. Each employee of PT Jaya Abadi Denpasar has different motivations at work, so the leadership of PT Jaya Abadi Denpasar needs to reach out to each employee. A successful company requires a leader who can mobilize all employees of PT Jaya Abadi Denpasar and work together to achieve the company's goals, including improving employee performance

RESEARCH METHODE Population and Sample
Population is the set of all individuals who can provide data and information for research purposes. The population in this study were all employees of PT Jaya Abadi Denpasar, totaling 55 employees.
Due to the number of the population is small, then all members of the population are used as samples. The samples taken from this study used a census sample technique/total sampling/saturated sampling because the population size was considered small. According to Sugiyono (2017) census/saturated sampling/total sampling is a sampling technique when all members of the population are used as samples. So that the sample in this study were 55 employees of PT Jaya Abadi Denpasar.

Data Collection Techniques
The data used in this study based on data sources are primary data and secondary data. Data collection techniques used to collect data in this study are:

Interview
According to Sugiyono (2017), an interview is a meeting of two persons who share information and ideas through question and response in order to develop meaning in a certain issue. Interviews are used as a data collecting strategy when the researcher wants to perform a preliminary study to identify problems that need to be investigated, as well as when the researcher wants to learn more in-depth information from respondents when the number of respondents is small.

Questionnaire.
A questionnaire, according to Sugiyono (2017), is a data gathering tool in which respondents are given a set of questions or written statements to answer. Observation. Sugiyono (2017) cites Sutrisno Hadi (1986) in support of the idea that observation is a complicated process made up of a number of biological and psychological processes, the two most significant of which are memory and observation.

RESULT AND DISCUSSION
The number of employees of PT Jaya Abadi Denpasar can be seen in the following

Data Processing and AnalysisTechniques Validity Test
Validity test is a test used to show the extent to which the measuring instrument used in a measure measures what is being measured. Ghozali (2018) states that the validity test is used to measure the legitimacy or validity of a questionnaire.
The measurement results are said to be valid if there are similarities between the data collected and the actual data on the object being measured, there are similarities between the test results and the actual conditions of the person being measured. Based on the processed results of SPSS, it is known that the results of the Validity Test are as follows:

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The Validity Test analysis findings in Table 3 reveal that all study variables (leadership style, work motivation, job satisfaction, and employee performance) have a corrected item total correlation value better than 0.3, indicating that they pass the Validity Test.

Reliability Test
According to Arikunto (2017), "to test the amount of trust in a measuring instrument, a measuring instrument called the Reliability Test is utilized. An instrument when used at different times to measure the same item will yield the same result, which can also be considered to be dependable." The following are the outcomes of data processing using SPSS for Windows: Based on table 4 above, it is known that the data from the questionnaire results have fulfilled the Reliability Test requirements because all research variables, are : leadership style, work motivation, job satisfaction and employee performance have a Cronbach's Alpha value greater than 0.60 so that they are said to be reliable.

Normality test
The results of research data processing using SPSS for Windows:

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From Picture 1 the results of the SPSS processing it can be said that the questionnaire data after being processed using SPSS produces data that meets the normal distribution requirements, because the residual points in the image follow/around a straight diagonal line . Heteroscedasticity Test

Picture 2. Heteroscedasticity Test
Based on Picture 2 the data from the questionnaire results show that they are free from heteroscedasticity, this is because in the Scatterplot image there is no clear pattern, and the points spread above and below zero on the Y axis, Ghozali (2018: 134).  Table 5, all independent variables (leadership style, work motivation, and job satisfaction) have a variance inflation factor (VIF) value less than 10 and a tolerance value larger than 0.1, indicating that the questionnaire result data is free of multi-collinearity.  The t-test hypothesis / partial test used in this study is as follows:

Multicollinearity Test
• H0: Leadership style has no significant effect on employee performance. • H1: Leadership style has a significant effect on employee performance.
In this study using the confidence level α of 5%. From table 8 it is known that the leadership style variable has a Sig value of 0.043 (smaller than 5%) so that reject H0 and accept H1 means that leadership style has a significant effect on employee performance.

Work Motivation Variable (X2).
The t-test hypothesis/partial test used in this study is as follows: • H0 : Work motivation has no significant effect on employee performance.
• H1 : Work motivation has a significant effect on employee performance. Use of a 5% confidence level was made in this research. Given that work motivation has a sig value of 0.005 (less than 5%), which can be determined from table 7, we may reject H0 and accept H1, which indicates that work motivation significantly affects employee performance.

Variable Job Satisfaction (Z).
The t-test hypothesis / partial test used in this study is as follows: • H0: Job satisfaction has no significant effect on employee performance.
• H1: Job satisfaction has a significant effect on employee performance. In this research, a confidence level of 5% was used. According to table 8, the variable job satisfaction has a Sig value of 0.000 (less than 5%), implying that rejecting H0 and accepting H1 indicates that job contentment has a substantial influence on employee performance. Because 2.951 > 1.96 (which is the value of the Z table and in this study uses a confidence level of 5%), so it can be said that the results of the Sobel test for the indirect effect are significant, meaning that work motivation has a significant effect on employee performance through job satisfaction.
So that the total magnitude of the influence of work motivation on employee performance is direct influence + indirect effect = 11.02% + 27.85% = 38.88%.
The Magnitude of the Effect of Job Satisfaction Variables on Employee Performance From table 8 it is known that the magnitude of the influence of job satisfaction on employee performance (directly), are : ρyz 2 . 100 % = 0.450 X 0.450 X 100 % = 20.25 %.

Coefficient of Determination/ Adjusted R Square Sub Structure 2
Adjusted R 2 value is 0.936, meaning that the variables of leadership style, work motivation and job satisfaction are jointly contribute to employee performance by 0.936 or 93.6% while the remaining 100% -93.6% = 6.4% is influenced by other variables that are not involved in this study.

DISCUSSION
After conducting data analysis, the discussion in this study is as follows: Leadership style has a significant effect on job satisfaction Based on the results of the Partial Test, leadership style has a Sig value of 0.042 (smaller than 0.05) so that reject H0 and accept H1 means that leadership style has a significant effect on job satisfaction. The results of this study indicate that leaders have harmonious cooperation with their subordinates so that the work environment supports respondents to complete the job well. Collaboration between leaders and subordinates who are compatible in solving various problems faced by employees of PT Jaya Abadi Denpasar so that respondents feel satisfied with their work environment, this shows that the leadership style applied by a leader will affect the level of job satisfaction of his subordinates. Job satisfaction is one of the most important things for leaders and employees of PT Jaya Abadi Denpasar, because with job satisfaction employees will be loyal, will not feel hatred, will not experience frustration at work, will not arise feelings of anxiety and can finish work well because Therefore, the leader applies a leadership style that is in accordance with the characteristics of his subordinates so that his leadership is successful.

Work motivation has a significant effect on job satisfaction
Based on the results of the Partial Test, the work motivation variable has a Sig value of 0.001 (smaller than 0.05) so that reject H0 and accept H1 means that work motivation has a significant effect on job satisfaction. The results of this study indicate that respondents are motivated to work because they want to get a bigger salary so that the compensation received by respondents is in accordance with their responsibilities at work. This means that employees of PT Jaya Abadi Denpasar feel satisfied at work because the desire to get a bigger salary as motivation to work has been fulfilled with the compensation received by respondents according to their responsibilities in their work, this shows that employee motivation can affect the level of job satisfaction that employee.

Job satisfaction has a significant effect on employee performance
Based on the results of the Partial Test, job satisfaction has a Sig value of 0.000 (smaller than 5%) so reject H0 and accept H1, meaning that job satisfaction has a significant effect on employee performance. The results of this study indicate that the work environment supports the respondent to complete the job well so that the amount of work that the respondent produces is always in accordance with the quantity standards set by the company. This shows that respondents are satisfied with the working environment conditions of PT Jaya Abadi Denpasar so that respondents are able to produce work that is in accordance with the quantity standards set by the company, this means that job satisfaction can influence employee performance levels, Leadership style has a significant effect on employee performance Based on the results of the Partial Test, leadership style has a Sig value of 0.043 (smaller than 5%) so reject H0 and accept H1, meaning that leadership style has a significant effect on employee performance. cooperate with colleagues in completing a job. The leadership of PT Jaya Abadi Denpasar always invites their subordinates to always participate in solving problems faced by the company, whether solved individually or by working together in groups so that their subordinates have the ability to cooperate with colleagues in completing a job, this shows that leadership style has an influence on the performance of their subordinates.

Work motivation has a significant effect on employee performance
Based on the results of the Partial Test, work motivation has a Sig value of 0.000 (smaller than 5%) so reject H0 and accept H1, meaning that work motivation has a significant effect on employee performance. The results of this study indicate that respondents are motivated to work because they want to get good work performance so that the quality of the work they produce is always in accordance with the quality standards set by the company. Employee motivation of PT Jaya Abadi Denpasar to be able to excel so as to be able to produce work is always in accordance with the quality standards set by the company so this shows that work motivation has an influence on employee performance.

Leadership style has a significant effect on employee performance through job satisfaction
Based on the Sobel test, Z count is 2.17 > 1.96 (which is the Z table value and in this study uses a confidence level of 5%), so it can be said that the Sobel test results for the indirect effect are significant, meaning that leadership style has a significant effect on employee performance. through job satisfaction. The results of this study indicate that the leadership conveys their ideas/ideas in a persuasive manner, so that the work environment supports the respondent to complete the job well and the respondent always completes the work on time in accordance with the time standard set by the company. The leaders of PT Jaya Abadi Denpasar in conveying their ideas and ideas are conveyed in a persuasive way of communication, communication is important in the work environment because with good communication employees will be able to complete work on time in accordance with the time standards set by the company. With the increase in job satisfaction of employees of PT Jaya Abadi Denpasar on their work environment, it will affect the increase in employee performance, while employee job satisfaction cannot be separated from the participation of the leadership of PT Jaya Abadi Denpasar in creating job satisfaction for their subordinates to be able to improve the performance of their subordinates, so this shows that the style leadership influences employee performance through job satisfaction. Work motivation has a significant effect on employee performance through job satisfaction Based on the Sobel test, Z count is 2.951 > 1.96 (which is the Z table value and in this study uses a confidence level of 5%), so it can be said that the Sobel test results for the indirect effect are significant, meaning that work motivation has a significant effect on employee performance through satisfaction Work. The results of this study indicate that respondents are motivated to work because they want to establish better interpersonal relationships, so that respondents feel at ease at work and respondents have the ability to work together with colleagues in completing a job. The importance of work motivation with the aim of establishing better relations between employees of PT Jaya Abadi Denpasar, this is intended so that there is no hostility between one employee and another employee so that employees feel satisfied with peaceful working conditions at work and have the ability to collaborate with colleagues in completing a job because to be able to improve performance, all work must be completed immediately, both work that can be completed by individuals/individuals and work that can be completed as a team work so that it can be said that motivation has an influence on employee performance through job satisfaction.

CONCLUSION
In accordance with the data analysis and discussion, the conclusions from this research are as follows: 1) In PT Jaya Abadi Denpasar, the leadership style has a big impact on how satisfied employees are with their jobs. 2) Work motivation significantly affects how happy PT Jaya Abadi Denpasar employees are with their jobs.
3) The performance of PT Jaya Abadi Denpasar personnel is significantly impacted by job satisfaction. 4) The effectiveness of the staff of PT Jaya Abadi Denpasar is significantly influenced by the leadership style.