From Green Transformational Leadership to Green Employee Performance: An Engagement-Based Pathway among Frontline Managers

This study examines whether Green Employee Engagement (GEE) functions as the employee-level mechanism linking Green Transformational Leadership (GTL) to Green Employee Performance (GEP) in a nationwide Indonesian non-formal education organisation. Green organisational culture and sustainability-oriented innovation are considered as parallel contextual predictors. A cross-sectional survey was administered to frontline managers across a geographically dispersed education service network. Proportionate stratified random sampling was used, and the measurement and structural models were assessed through covariance-based structural equation modelling in LISREL. GTL remained positively associated with GEE after the contextual predictors were considered. GEE was strongly associated with GEP, producing a positive indirect GTL-GEE-GEP association. Green organisational culture and sustainability-oriented innovation were also positively associated with GEE. The strong engagement-performance relationship is interpreted cautiously because the cross-sectional, single-source design may have inflated its magnitude and cannot establish temporal ordering. Non-formal education organisations can strengthen environmental performance by aligning supervisor development with employee participation, environmental learning, and branch-level improvement routines. The study extends green leadership research beyond carbon-intensive industries and universities into a dispersed non-formal education setting. It distinguishes supervisors' proximal relational contribution from broader cultural and innovation conditions and positions engagement as the employee-level mechanism connecting those conditions with green performance.