Transformational Leadership, Flexible Work, and Engagement: Key Drivers of Employee Performance in a Waterpark

This study aims to analyze the influence of transformational leadership, flexible working arrangements, work engagement, and job satisfaction on employee performance at Owabong Waterpark Purbalingga. The research is grounded in Herzberg’s Two-Factor Theory. The research design employed was associative quantitative using a survey approach. Data were collected using questionnaires distributed to the entire population of permanent employees, totaling 130 respondents, and selected using a saturation sampling technique. Data analysis was conducted through multiple linear regression analysis utilizing SPSS software, preceded by validity testing, reliability testing, and classical assumption tests. The results of this study indicate that transformational leadership had a positive and significant partial effect on employee performance, whereas flexible working arrangements, work engagement, and job satisfaction did not show significant effects.