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The research aims to analyze and explain the effect of Superleader on Employee Engagement; the effect of Superleader on work satisfaction; the effect of Superleader on work performance; the effect of Perceived Organizational Support on Employee Engagement, the effect of Perceived Organizational Support on work satisfaction; the effect of job satisfaction on Employee Engagement; the effect of job satisfaction on work performance and the effect of Employee Engagement on work performance. The number of samples used in this research was 240 people. The data was analyzed by using Generalized Structured Component Analysis (GSCA). The result shows that Superleader had both positive and significant effect on work performance, Superleader led significantly to Employee Engagement, Superleader had positive effect but insignificant on work performance, Perceived Organizational Support had a positive and significant relationship on job satisfaction, Perceived Organizational Support had positive and significant effect on Employee Engagement, Perceived Organizational Support led positively but insignificantly to work performance, Job Satisfaction led to Employee Engagement both positively and significantly, Job Satisfaction had a positive and significant effect as well on work performance. While the indirect relationship between Superleader and Performance mediated by Satisfaction based on Sobel test showed insignificant effect. The insignificant effect of Perceived Organizational Support variable on Performance mediated by Satisfaction showed significant result. Moreover, the indirect effect between Perceived Organizational Support variable on Performance mediated by Employee Engagement also indicateed a significant result.
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