Transactional Leadership: Employee Performance and Organizational Performance (Literature Review)

The purpose of this scientific article is to search for literature in support of the variables in this scientific article and given results for consideration in future research as research gaps or with different research objects. The research method used is qualitative with literature reviews to get results.  The results were obtained Most of the scientific articles of the review literature had a significant effect on the transactional leadership  variable with employee performance ,  as well as the employee  performance variable with organizational performance.


INTRODUCTION
Leaders in an organization will direct and run the company, lead employees, and provide targets to be achieved what has been declared by the top or top leaders in an organization or company.There are various styles in leading, one of which is transactional leadership, according to (Burns & Leadership, 1978) transactional leaders recognize and respond to the expectations of their followers by making a close relationship between effort and reward, while according to (Couto, 2007) states in transactional leadership that where the performance of subordinates requires improvement, supervisors have the authority to evaluate, correct, and train they.They are also empowered to recognize excellence when the desired result has been achieved.So as a leader with this style, it can be seen how to lead towards employees.In an organization, employees must have a leadership spirit to manage their members to achieve organizational goals (Susanto & Sawitri, 2022) Employees must be directly monitored in relation to their performance in an organization or company, based on the results of research from (Brahim et al., 2015) stating that Transactional leadership styles are generally positively and significantly related to the performance associated with offering positive rewards in case of achieving the goals set or offering negative rewards when the offender does not achieve the desired goal, with the results of research that states About the transactional leadership style shows that there is a strong positive influence on the performance of employees in the organization in which they work.The manager must strengthen the role of transactional leadership styles in the organizations he leads to improve and develop leadership styles (Buil, I., Martínez, E., & Matute, 2019), in this study there are transformational leadership variables in other variables.
Employee performance is related to organizational performance, the organization needs employees, employees work as directed by the leadership, whether managers, supervisors or even directors.Organizational performance is formed by the running of employees with ideas and thoughts, achievements, as well as seeing external competitors outside the organization.These two variables according to the results of research from (Muwardi et al., 2020) state that organizations with higher Intellectual Capital (IC), Employee Performance (EP) and Job Performance (JP) are important, research results.Furthermore, research from (Samwel, 2018) states that it shows the existence of a significant positive relationship between employee relations and employee performance and between employee relations and company performance, furthermore there are research results from (Utrilla et al., 2015) that training affects individual performance and organizational performance indicators.Employee performance can be formed if employees have good competence and are motivated to work (Susanto, 2022) So that in this scientific article from the description above the goal is to see from the literature side the review between the variables found and used to make a view or New reference insights for researchers and their results for other researchers are used for future research in the field of human resources either by quantitative or qualitative methods.

THEORETICAL REVIEW Transactional Leadership
By emphasizing the interaction between leader and follower, transactional leadership shows how the relationship between leader and follower is based on self-interest (Alrowwad et al., 2020).Still according to (Alrowwad et al., 2020) states that the exchange of employee benefits (psychological or material rewards given by the president to his followers) serves as a guiding principle of business (in its most basic definition) and that this principle can be strengthened by the threat of punishment.According to (Bass, 1995) states that there are three types of transactional leadership in contingency cases, passive management in exceptional cases and active management in exceptional cases.

Employee Performance
Employee performance is an individual's ability to efficiently achieve their own goals (Kreitner & Kinicki, 2007).Employee performance is an individual advantage to efficiently achieve independent goals (Robins et al., 2013).Employee performance determines the direction of organizational success today, so employee performance is very vital in a company (Setyawati et al., 2022)

Organizational Performance
According to (Smriti & Das, 2017) organizational Performance is organizational effectiveness is seen as the ability of the organization to use and process various organizational resources to achieve its goals, while according to (Masa'deh et al., 2018) organization performance is e The effectiveness of all organizational functions together can be a clear definition of organizational effectiveness.Coupled with the accumulation of multidimensional structures influenced by different organizational strategies and functions.The "fit" between the strategic direction of the organization and its resource base determines superior performance.To achieve management performance, a mentoring program is needed in carrying out organizational performance programs (AR, Muhammad Thamrin Saribanon et al., 2023)

METHODOLOGY
This scientific article is used qualitative method by using the review literature of dozens of articles related to the variables in this scientific article, after which it is spelled out Then it is concluded by the author in the form of a perspective in this scientific article.The description of scientific articles as literature in the form of two tables as below:

RESULTS
It can be seen that from the description above, there are several scientific articles related to this scientific article where, according to the article (Kitta & Salim, 2022) states Transactional Leadership significant with employee performance, furthermore from the scientific article owned (Mahfouz et al., 2022) states that transactional leadership style is found to be insignificant in predicting employee performance, furthermore there are research results from scientific articles belonging to (Abdelwahed et al., 2022) which state that Positive influence between Transactional Leadership and Entrepreneurial Spirit with Employee Performance.In addition, there are research results that state Transformational Leadership, with Employee Performance insignificant, and Transactional Leadership with Employee performance significant (Buil, I., Martínez, E., & Matute, 2019), further stating the results of the study that Transactional Leadership with employee performance is positive with other variables organizational commitment (Tan et al., 2021).
Furthermore, the results of research from (Alrowwad et al., 2020) state that transformational and transactional leadership is positively related to organizational performance, then there are research results stating Transactional leadership positively influences employee performance with other variables that follow such as organizational culture and work motivation (Wahyuni et al., 2019), there are also states from the results of the study that transactional management style is not significant to employee performance (Hoxha & Heimerer, 2019); (Candra Susanto & Henokh Parmenas, 2021); (Nuraeni et al., 2022).
Related to organizational performance variables, there are research results that state that empirical organizational and employee performance studies have a negative effect through employee withdrawal (Tian et al., 2021), then from the results of the study (Muwardi et al., 2020) stated that Employee Performance is positive with organization performance, as well as with other variables, then the results of research that states transactional leadership with positive organizational performance, as well as knowledge management variables, and transformational leadership (Birasnav, 2014).Also stated from the results of the study that training with organizational performance variables has a positive effect and positive employee performance with organization performance (Utrilla et al., 2015), as well as research results that state positive employee performance with organizational performance, also with employee relationships have a positive effect.

DISCUSSION
There are several research results that state that are insignificant such as from the article owned (Abdelwahed et al., 2022) leadership style is not significant to employee performance and also from (Hoxha & Heimerer, 2019) states that transactional management style is not significant to employee performance, furthermore (Buil, I., Martínez, E., &Matute, 2019) and(Tan et al., 2021) stated that Transactional Leadership has a significant effect on Employee performance.
Organizational and employee performance have a negative effect through employee withdrawal (Tian et al., 2021); (Buda Prasada & Sawitri, 2019), subsequently (Birasnav, 2014), (Utrilla et al., 2015) and (Muwardi et al., 2020) stated that employee performance is positive and significant to organizational performance.Then Most of the above descriptions state positive and significant for transactional leadership variables with employee performance, and employee performance with organizational performance.

CONCLUSIONS
This study aims to find literature in support of variables in this scientific article and given results for consideration in future research as research gaps or with objects different research.The recommendations in this study can be used to broaden horizons, especially in the field of human resources related to the variables featured in this article.

FURTHER STUDY
Need continuity after this article with the same variables or with other variables and objects to be used

Table 1 .
Distribution of Journals and Publishers

Table 2 .
Article Categories by Subject