Abusive Supervision, Agile Leadership to Improve Employee Performance through Knowledge Sharing as a Mediating Variable and Self-Efficacy as a Moderating Variable in Employees of the General Bureau of the Secretariat of East Java Province

This study aims to examine and analyze the effects of abusive supervision and agile leadership on employee performance, with knowledge sharing serving as a mediating variable and self-efficacy as a moderating variable. The research employed a quantitative method with a causal-explanatory approach. The study population consisted of employees at the General Bureau of the East Java Provincial Secretariat, with a total sampling technique applied, resulting in 198 respondents. Data were collected via Google Forms and assessed using a Likert scale. The data analysis was conducted using the Structural Equation Modeling (SEM) technique with the Partial Least Squares (PLS) software. The findings of the study reveal the following: 1). Abusive supervision has a significant negative effect on knowledge sharing, 2). Agile leadership has a significant positive effect on knowledge sharing, 3). Knowledge sharing has a significant positive effect on employee performance, 4). Self-efficacy does not significantly moderate the relationship between abusive supervision and knowledge sharing, 5). Self-efficacy strengthens the influence of agile leadership on knowledge sharing, 6). Mediating knowledge sharing significantly negative influence of abusive supervision on employee performance, 7). Mediating knowledge sharing significantly positive influence of agile leadership on employee performance.