Servant Leadership, Organizational Values, and Civil Servant Performance: The Moderating Role of Religiosity
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Limited research has examined the combined effects of servant leadership and institutional work culture on civil servant performance in religious public organizations facing budget efficiency constraints. This study analyzes the roles of servant leadership and the work culture of Indonesia’s Ministry of Religious Affairs in influencing employee performance, with religiosity considered as a moderating factor. The Ministry has demonstrated improved organizational performance, as reflected in higher SAKIP and Bureaucratic Reform Index scores; however, civil servants continue to face significant operational challenges following the 2025 budget efficiency policy. A survey was conducted among 404 civil servants from the Regional Office of the Ministry of Religious Affairs of Central Sulawesi, the Ministry of Religious Affairs Office of Palu City, and UIN Datokarama Palu. Using the Slovin formula and proportional stratified random sampling, 201 respondents were selected. Data were collected through a questionnaire and analyzed using PLS-SEM with SmartPLS. The findings show that servant leadership has no significant effect on employee performance, whereas institutional work culture has a positive and significant effect. Religiosity does not strengthen the relationship between servant leadership and employee performance but significantly strengthens the relationship between work culture and employee performance. These findings suggest that improving institutional work culture while considering employees’ religiosity is essential for enhancing performance in religious public institutions.
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