INTERPLAY OF SUPERVISOR SUPPORT, TRANSFORMATIONAL LEADERSHIP, JOB SATISFACTION, WORK ENGAGEMENT, AND EMPLOYEE PERFORMANCE IN REMOTE WORK SETTINGS: EXPLORATION THROUGH STRUCTURAL EQUATION MODELING

Abstract

Remote work is increasingly becoming a permanent feature of organizational design, especially in developing countries like Pakistan. Therefore, there is a need to understand how leadership contributes to such working models to create desired employee outcomes. This research explores how transformational leadership (TL) influences job satisfaction, work engagement, and employee performance in remote settings, taking perceived supervisor support as a potential mediator. This quantitative cross-sectional study used the lens of Transformational Leadership Theory. The study collected responses from 321 IT professionals who were working in remote settings. Data was collected through standardized scales. Covariance-based Structural Equation Modeling was used to examine the relationships among study constructs. Findings have shown that employees who worked with a transformational leader experienced a higher level of job satisfaction, greater engagement at work, and enhanced performance. It was also found that perceived supervisor support partially plays a mediating role, emphasizing its importance in translating leadership into positive employee outcomes. This study tries to extend the existing models of leadership in remote settings and provides actionable recommendations that organizations can use to promote both employee engagement and enhanced job performance. It makes clear that having people supporting each other works better in virtual settings. The results respond quickly to the shifts happening in today’s digital workplace.

Keywords: Transformational Leadership, Perceived Supervisor Support, Employee Performance, Remote Settings, Digital Era, SEM