Figure 3. Path Coefficient Inner Model
From the results of hypothesis testing in table 4 above, it is known
that the regression coefficient of PS-Fit’s effect on LMX (β= 0.612; t=
10,631; p<0.010) indicates that PS-Fit has a positive effect
on LMX. The results of testing the hypothesis show support for the first
hypothesis, which says that PS-Fit has a positive effect on LMX. This
means that the better the PS-Fit in the Islamic bank, the closer the
leader and subordinates will be.
From the results of hypothesis testing in table 4 above, it is known
that the regression coefficient of the effect of LMX on employee
performance (β= 0.415; t= 5.296; p<0.010) shows that LMX has a
positive effect on employee performance. The results of testing the
hypothesis support the second hypothesis, which says that LMX has a
positive effect on employee performance. This means that the better the
LMX, the better the employee performance of Islamic banks.
From the results of hypothesis testing in table 4 above, it is known
that the regression coefficient of the effect of LMX on work engagement
is (β= 0.387; t= 5.062; p<0.010), which shows that LMX has a
positive effect on work engagement. The results of testing the
hypothesis show support for the third hypothesis, which says that LMX
has a positive effect on work engagement. This means that the better the
LMX, the higher the work engagement of Islamic banks.
From the results of hypothesis testing in table 4 above, it is known
that the regression coefficient of the effect of PS-Fit on employee
performance through LMX is (β= 0.254; t= 4.772; p<0.010),
which indicates that LMX is able to mediate the effect of PS-Fit on
employee performance. These results indicate the role of LMX as a
partial mediation of the effect of PS-Fit on employee performance. This
is because the influence of PS-Fit on employee performance is
significant either directly or through LMX. The results of hypothesis
testing support the fourth hypothesis, which explains that LMX mediates
the effect of PS-Fit on employee performance.
From the results of hypothesis testing in table 4 above, it is known
that the regression coefficient of the influence of PS-Fit on work
engagement through LMX is (β= 0.237; t= 4.656; p<0.010), which
indicates that LMX is able to mediate the effect of PS-Fit on work
engagement. These results indicate the role of LMX as a partial
mediation of the effect of PS-Fit on work engagement. This is because
the influence of PS-Fit on work engagement is significant either
directly or through LMX. The results of testing these hypotheses support
the fifth hypothesis, which explains that LMX mediates the effect of
PS-Fit on work engagement.