Abstract

In today's competitive business environment, organizations strive to implement innovative strategies to enhance employee performance. Companies adopt approaches such as job redesign, agile leadership, and fostering intrinsic motivation and job satisfaction to improve workforce productivity. Understanding the relationship between these factors is crucial for developing effective management practices. This study was conducted among First MicroFinance Bank-Afghanistan (FMFB-A) employees, using a convenience sampling technique. A total of 167 responses were collected and analyzed. The study employed Partial Least Squares-Structural Equation Modeling (PLS-SEM) using SmartPLS 4.2 version to test the proposed relationships. Empirical results indicate that job redesign and job satisfaction positively impact employee performance. However, agile leadership does not directly influence performance. Moreover, intrinsic motivation significantly mediates the relationship between job satisfaction and agile leadership with employee performance, highlighting its importance in employee engagement. On the other hand, job redesign does not indirectly affect performance through intrinsic motivation, suggesting that intrinsic motivation does not fully mediate this relationship. The study underscores the importance of job redesign and motivation strategies in enhancing employee performance. Given the operational challenges in the banking sector, managers should focus on employee-centered job designs, fostering job satisfaction, and adopting leadership approaches that enhance intrinsic motivation.