Influence of Leadership Style to Transfer Knowledge and Culture Organization to Improve Performance of Office Officer

The purpose of this study was to determine and analyze the influence of leadership style, organizational culture on knowledge transfer and employee performance Regent's office. The sample used in this study is t respondents. The collection methods in this study were questionnaires and interviews. The data analysis method used path analysis with the Smart PLS application. The results showed significant effect on knowledge transfer the leadership style to affect employee performance was also insignificant. significant positive effect on know performance. Organizational culture has a significant positive effect on employee performance if it is mediated by knowledge transfer. Transfer knowledge has a positive and significant performance.


INTRODUCTION
Human resource management as a management activity can never be ignored from the management of a government agency. management. Private and government organizations need good human resource management. Likewise, large and small organizations need good human resource management states that human resource management has the meaning of planning, procurement, dev maintenance and use of human resources in an effort to achieve individual or organizational goals.
In the process of developing human resources, good leadership is needed in providing knowledge transfer, shaping organizational culture and improving employee performance. Leadership is the ability to influence a group towards the achievement of a goal. Leadership is a person who is carried out in certain situations, and is directed through towards the achievement of one or several specific goals. Leadership involves the process of social influence that is deliberately carried out by a person on another to structure activities and influence within a group or organization (Robbins, 2006).  in Antoro's namely tacit knowledge and explicit knowledge. Tacit knowledge is knowledge that resides in the human mind in the form of intuition, judgment, skil and share with others. Meanwhile explicit knowledge is knowledge that can be or has been codified purpose of this study was to determine and analyze the influence of leadership style, organizational ansfer and employee performance. This research was conducted at the Boven The sample used in this study is the entire population or saturated sample as many as 90 respondents. The collection methods in this study were questionnaires and interviews. The data analysis method used path analysis with the Smart PLS application. The results showed that significant effect on knowledge transfer and employee performance. When mediated by knowledge transfer, the leadership style to affect employee performance was also insignificant.Organizational culture has a significant positive effect on knowledge transfer, but interestingly has no significant effect on employee Organizational culture has a significant positive effect on employee performance if it is Transfer knowledge has a positive and significant ; organizational culture; knowledge transfer; performance Human resource management as a management activity can never be ignored from the management of a government agency. Profit and non-profit organizations need sound resource management. Private and government organizations need good human resource management. Likewise, large and small organizations need good human resource management urce management has the meaning of planning, procurement, dev maintenance and use of human resources in an effort to achieve individual or organizational goals.
In the process of developing human resources, good leadership is needed in providing nowledge transfer, shaping organizational culture and improving employee performance. Leadership is the ability to influence a group towards the achievement of a goal. Leadership is a person who is carried out in certain situations, and is directed through the communication process of one or several specific goals. Leadership involves the process of social influence that is deliberately carried out by a person on another to structure activities and influence ation (Robbins, 2006).  in Antoro's research, D. (2014) divide namely tacit knowledge and explicit knowledge. Tacit knowledge is knowledge that resides in the human mind in the form of intuition, judgment, skill, values, and belief. very difficult to formulate and share with others. Meanwhile explicit knowledge is knowledge that can be or has been codified in the form of documents or other tangible forms so that it can be easily transferred and distributed using various media. Both types of knowledge can be converted through four types of conversion, namely socialization, externalization, combination, and internalization. Robbins (2006) in Antoro's shared meanings adopted by members who differentiate these organizations from other organizations. Therefore, a system of shared meaning is formed by its citizens which is also a differentiator from other organizations.
The results of research from Anto showed that leadership was not proven to have a significant effect on knowledge transfer . This shows that the transfer of knowledge is more received from other parties such as colleagues than from the leadership. Research results from Sollu, O., Maupa, H., & leadership style has a positive but not significant effect on knowledge transfer.
Based on pre-observation observations, it can be seen that the conditions in which leadership of BovenDigoel Regency empower professional employees with educational backgrounds from government departments to facilitate the process of transferring knowledge to all existing employees. In addition, the leadership of BovenDigoel Regency spends time transferring knowledge to his subordinates to complete work. One of the organizational cultures related to knowledge transfer is the morning coffee culture which is routinely carried out every week when the leader is not on duty out of town.
The organizational culture that is also prominent in the Boven culture of helping each other in completing work and a culture of sharing knowledge from old employees to new employees. In addition, at a certain time period to reduce employee fatigue, especially at the end of the year with the aim of strengthening the relationship between variables while reducing employee work stress before resuming work.
For the phenomena associated with the performance of that da ri results of observations directly on the performance of the employees of the government district Digoel , there are some indications that show the problems of performance, among oth who like to postpone the work, (2) p egawai work work another on hours of work such as playing media social.
The problem issue performance as described above is theoretically influenced by factor factor of internal organization . In addition, other studies have concluded that employee performance is influenced by organizational / company culture (Chen, 2004;Heather et.al, 2001in Syaharuddin (2019. Employee performance is influenced by leadership style (Yammarino Humphreys, 2002;Bass et.al, 2003in Syaharuddin (2019.
The purpose of this study was to determine and analyze the direct influence of leadership style , organizational culture on the transfer of knowledge and employee performance, as well as indirect influence of leadership , organizational culture on employee performa knowledge transfer.

LITERATURE REVIEW Leadership Style
According to VeitzhalRivai (2012: 53) leadership is the ability of a leader to influence others by provoking positive feelings in the people he leads to achieve the desired goals. Meanwhile, according to Terry George R, which is translated by Kartini activity to influence people so that they like to try to achieve gro Miftah Thoha (2011: 9) leadership is an activity to influence the behavior of others, or the art of influencing human behavior, both individually and in groups. leadership indicators according to Thoha (201 a) The function of leadership as an innovator  Antoro's research , D. (2014) defines organizational culture as a system o shared meanings adopted by members who differentiate these organizations from other organizations. Therefore, a system of shared meaning is formed by its citizens which is also a differentiator from other organizations.
The results of research from Antoro, D. (2014) found that leadership and knowledge transfer showed that leadership was not proven to have a significant effect on knowledge transfer . This shows that the transfer of knowledge is more received from other parties such as colleagues than the leadership. Research results from Sollu, O., Maupa, H., & Taba, M. I (2019) found leadership style has a positive but not significant effect on knowledge transfer. observation observations, it can be seen that the conditions in which leadership of BovenDigoel Regency empower professional employees with educational backgrounds from government departments to facilitate the process of transferring knowledge to all existing employees. In addition, the leadership of BovenDigoel Regency, in this case, the Regent often spends time transferring knowledge to his subordinates to complete work. One of the organizational cultures related to knowledge transfer is the morning coffee culture which is routinely carried out er is not on duty out of town. The organizational culture that is also prominent in the Boven Digoel Regent's office is a culture of helping each other in completing work and a culture of sharing knowledge from old employees to new employees. In addition, the leadership of BovenDigoel also held family gatherings at a certain time period to reduce employee fatigue, especially at the end of the year with the aim of strengthening the relationship between variables while reducing employee work stress before For the phenomena associated with the performance of that da ri results of observations directly on the performance of the employees of the government district Digoel , there are some indications that show the problems of performance, among others: (1) There is no visible employees who like to postpone the work, (2) p egawai work work another on hours of work such as playing issue performance as described above is theoretically influenced by factor organization . In addition, other studies have concluded that employee performance is influenced by organizational / company culture (Chen, 2004;Heather et.al, 2001in Syaharuddin (2019. Employee performance is influenced by leadership style (Yammarino Humphreys, 2002;Bass et.al, 2003in Syaharuddin (2019.
The purpose of this study was to determine and analyze the direct influence of leadership style , organizational culture on the transfer of knowledge and employee performance, as well as indirect influence of leadership , organizational culture on employee performa According to VeitzhalRivai (2012: 53) leadership is the ability of a leader to influence others provoking positive feelings in the people he leads to achieve the desired goals. Meanwhile, according to Terry George R, which is translated by Kartini Kartono (2011: 57) leadership is an activity to influence people so that they like to try to achieve group goals. In addition, according to Thoha (2011: 9) leadership is an activity to influence the behavior of others, or the art of influencing human behavior, both individually and in groups. leadership indicators according to Thoha (2011: 52) are as follows: a) The function of leadership as an innovator  research , D. (2014) defines organizational culture as a system of shared meanings adopted by members who differentiate these organizations from other organizations. Therefore, a system of shared meaning is formed by its citizens which is also a ro, D. (2014) found that leadership and knowledge transfer showed that leadership was not proven to have a significant effect on knowledge transfer . This shows that the transfer of knowledge is more received from other parties such as colleagues than  found that leadership style has a positive but not significant effect on knowledge transfer. observation observations, it can be seen that the conditions in which the leadership of BovenDigoel Regency empower professional employees with educational backgrounds from government departments to facilitate the process of transferring knowledge to all existing , in this case, the Regent often spends time transferring knowledge to his subordinates to complete work. One of the organizational cultures related to knowledge transfer is the morning coffee culture which is routinely carried out Digoel Regent's office is a culture of helping each other in completing work and a culture of sharing knowledge from old the leadership of BovenDigoel also held family gatherings at a certain time period to reduce employee fatigue, especially at the end of the year with the aim of strengthening the relationship between variables while reducing employee work stress before For the phenomena associated with the performance of that da ri results of observations directly on the performance of the employees of the government district Digoel , there are some ers: (1) There is no visible employees who like to postpone the work, (2) p egawai work work another on hours of work such as playing issue performance as described above is theoretically influenced by factororganization . In addition, other studies have concluded that employee performance is influenced by organizational / company culture (Chen, 2004;Heather et.al, 2001in Syaharuddin (2019. Employee performance is influenced by leadership style (Yammarino et.al, 1993; The purpose of this study was to determine and analyze the direct influence of leadership style , organizational culture on the transfer of knowledge and employee performance, as well as the indirect influence of leadership , organizational culture on employee performance through According to VeitzhalRivai (2012: 53) leadership is the ability of a leader to influence others provoking positive feelings in the people he leads to achieve the desired goals. Meanwhile, Kartono (2011: 57) leadership is an up goals. In addition, according to Thoha (2011: 9) leadership is an activity to influence the behavior of others, or the art of b) The function of leadership as a communicator c) The function of leadership as a motivator d) The leadership function as a controller Organizational culture Tika (2010 ) suggests that deal with external problems and adjustments to the organization, so that each member of the organization must understand the values The indicators of organizational culture raised by Tika (2010: 10 1 . Individual initiative 2 . Tolerance for risky actions 3 . Briefing 4 . Integration 5 . Management Support

Knowledge transfer
Knowledge transfer is a process or or spreads new knowledge (Profetto, 2004(Profetto, ). (2004, knowledge transfer is the exchange, synthesis and ethical application of knowledge in a complex system of relationships between researchers and users. Another indicator of knowledge transfer put forward by Martin Difficulty (difficulty) ,namely difficulties or obstacles Extent (extent) , is the extent of the variety of knowledge transferred; Intensity (intensity) , the power level of knowledge transfer; Quality (quality) , is the quality or superiority of the knowledge transferred. Employee Performance Edison, et al (2016: 190) state that performance is the result of a process that is referred to and measured over a certain period of time based on predetermined terms or agreements.
The indicators used to measure employee performance according to Gomes (2003: 142) can be described as follows: Quality of workers ( Quality of work Work knowledge ( Job Knowledge Cooperation ( Cooperation ) Firmness ( Dependability )

Conceptual Model
The framework in this research can be seen in the following: .

Location and Research Design
This research was conducted at the Boven quantitative approach which aims to explain the position of the variables under study and the HJBS Volume 2 No 3 July DOI: http://doi.org/ b) The function of leadership as a communicator c) The function of leadership as a motivator as a controller suggests that organizational culture is a value that guides human resources to deal with external problems and adjustments to the organization, so that each member of the organization must understand the values that exist and how brands should act and behave.
indicators of organizational culture raised by Tika (2010: 10-11) are described as follows Knowledge transfer is a process or way in which a person disseminates evidence of a theory or spreads new knowledge (Profetto, 2004). According to Jacobson et.
is the exchange, synthesis and ethical application of knowledge in a em of relationships between researchers and users. Another indicator of knowledge transfer put forward by Martin Kenaite (2012: 172), namely namely difficulties or obstacles faced in the process of transferring , is the extent of the variety of knowledge transferred; , the power level of knowledge transfer; and , is the quality or superiority of the knowledge transferred.
190) state that performance is the result of a process that is referred to and measured over a certain period of time based on predetermined terms or agreements.
The indicators used to measure employee performance according to Gomes (2003: 142) can The framework in this research can be seen in the following: 12 organizational culture is a value that guides human resources to deal with external problems and adjustments to the organization, so that each member of the that exist and how brands should act and behave. 11) are described as follows disseminates evidence of a theory al (2004) in Profetto is the exchange, synthesis and ethical application of knowledge in a Kenaite (2012: 172), namely faced in the process of transferring knowledge; 190) state that performance is the result of a process that is referred to and measured over a certain period of time based on predetermined terms or agreements.
The indicators used to measure employee performance according to Gomes (2003: 142) can Digoel Regent's office. This study uses a quantitative approach which aims to explain the position of the variables under study and the relationship between one variable and another.

Population or Samples
The population in this study were all employees of the Regent of BovenDigoel Regency as many as 90 people. The sample used in this study is the entire population or saturated sample so that the sample in this study was determined as many as 90 respondents.

Data Collection Method
The collection method in this research is 1) means of direct question and answer with authorized officials who are research. 2) Questionnaires, namely data collection techniques by distributing a list of questions to obtain written answers about problems the problems faced Data Analysis Method The analytical methods used in this research is used to analyze data by describing or describing the collected data as it is without intending to make generalized conclusions or generalizations. testing the validity and reliability testing using the Smart Partial Least Square (PLS) 3.2.8 software. The data validity test is used to measure valid o path analysis with four relationships. This method is common for and Aswan, 2020).

StatistikDeskriptif
Based on the research data that has been collected, data regarding the amount is obtained As many as 90 questionnaires have been distributed, the descriptions of be described as follows Based on the above table can be seen if the average respondents to the variable of leadership style of 3. 77 categorized as high or better. This shows that the leadership in this agency is in the good category. The highest response score is in the very high category (very good) with a score of 3.80 on the statement "The leadership supervises employees well good category so it is important to be maintained . The statement with the lowest score is 3.7e in the statement " Leaders have good communication skills ". Although it is the lowest response value, it is in the high (good) category. The population in this study were all employees of the Regent of BovenDigoel Regency as The sample used in this study is the entire population or saturated sample so that sample in this study was determined as many as 90 respondents.
in this research is 1) Interview, which is a data collection technique by means of direct question and answer with authorized officials who are related Questionnaires, namely data collection techniques by distributing a list of questions to out problems the problems faced.
The analytical methods used in this research are: 1) Descriptive analysis. is used to analyze data by describing or describing the collected data as it is without intending to make generalized conclusions or generalizations. 2) To achieve the quality of the data, it is done by sting the validity and reliability testing using the Smart Partial Least Square (PLS) 3.2.8 The data validity test is used to measure valid of data. The method used in this study is path analysis with four relationships. This method is common for researchers (e.g.
Based on the research data that has been collected, data regarding the amount is obtained As many as 90 questionnaires have been distributed, the descriptions of respondents' responses can

Statement
Leaders always provide work innovation during their tenure Leaders have good communication skills often provide motivation for employees

Leadership Style
Smart PLS Based on the above table can be seen if the average respondents to the variable of leadership 3. 77 categorized as high or better. This shows that the leadership in this agency is in the good category. The highest response score is in the very high category (very good) with a score of 3.80 on the statement "The leadership supervises employees well " which is in the high or already good category so it is important to be maintained . The statement with the lowest score is 3.7e in the statement " Leaders have good communication skills ". Although it is the lowest response value, it is

Employees have individual initiative to get work done Leaders tolerate risky actions in completing work
There is integration between employees in completing work Employees provide support to each other to complete work Smart PLS Volume 2 No 3 July 2020 http://doi.org/10.26487/hjbs.v2i3.354

13
The population in this study were all employees of the Regent of BovenDigoel Regency as The sample used in this study is the entire population or saturated sample so that Interview, which is a data collection technique by related to the object of Questionnaires, namely data collection techniques by distributing a list of questions to are: 1) Descriptive analysis. Descriptive analysis is used to analyze data by describing or describing the collected data as it is without intending to 2) To achieve the quality of the data, it is done by sting the validity and reliability testing using the Smart Partial Least Square (PLS)  Based on the above table can be seen if the average respondents to the variable of leadership 3. 77 categorized as high or better. This shows that the leadership in this agency is in the good category. The highest response score is in the very high category (very good) with a score of " which is in the high or already good category so it is important to be maintained . The statement with the lowest score is 3.7e in the statement " Leaders have good communication skills ". Although it is the lowest response value, it is Description of Respondents' Responses About Organizational Culture Based on the table above, it can be seen that organizational culture variable is 3.85 which is in the high or good category. general the organizational culture prevailing in this agency is in the good category. response score is in the very high category (very good) with a score of 3.97 on the statement "Employees have individual initiative to complete the job" which is in the good category. statement with the lowest score is 3.80 in the statement "The briefing is carried out r shows that the routine direction carried out by the leadership is in the good category according to the respondents' assessment. Although it is the lowest response value, it is in the high (good) category. Based on the table above, it can be seen that the average respondent's response to the organizational culture variable is 3.85 which is in the high or good category. general the organizational culture prevailing in this agency is in the good category.
n the very high category (very good) with a score of 3.97 on the statement "Employees have individual initiative to complete the job" which is in the good category. statement with the lowest score is 3.80 in the statement "The briefing is carried out r shows that the routine direction carried out by the leadership is in the good category according to the Although it is the lowest response value, it is in the high (good) category.

Description of Respondents' Responses About Knowledge Transfer
Statement have no difficulty in sharing knowledge with others knowledge that can support the work process Leaders often provide direction to employees from the knowledge transfer process

Knowledge transfer
Smart PLS Based on the above table can be seen if the average respondents to the variable categorized as high or better. This shows that the transfer of knowledge has and has entered the good category. The highest response score is in the very high category (very good) with a score of 3.95 on the statement " Leaders have no difficulty sharing knowledge with subordinates ". The statement with the lowest score is 3.
Leaders often give directions to employees " . Although it is the lowest response score, it

Statement
Employees have knowledge that supports work Good cooperation is done to get the job done Employees carry out work to completion Employee Performance

Smart PLS
Based on the table above, it can be seen that the average respondent's response to the performance variable is 3.87 that is in the high or good category. performance of employees in this agency is in the good category. score is in the very high category (very good) with a score of 4.00 on the statement " The statement with the lowest score is 3.7 7 in the statement Although it is the lowest response score, it is in the the average respondent's response to the organizational culture variable is 3.85 which is in the high or good category. This shows that in general the organizational culture prevailing in this agency is in the good category. The highest n the very high category (very good) with a score of 3.97 on the statement "Employees have individual initiative to complete the job" which is in the good category. The statement with the lowest score is 3.80 in the statement "The briefing is carried out routinely". This shows that the routine direction carried out by the leadership is in the good category according to the Although it is the lowest response value, it is in the high (good)  Based on the table above, it can be seen that the average respondent's response to the in the high or good category. This shows that in in this agency is in the good category. The highest response on the statement " I can complete 7 in the statement " Employees Although it is the lowest response score, it is in the good category.

DISCUSSION
The Effect of Leadersip Style on the Knowledge Transfer Based on table 5, leadership style has a positive effect with the original sample value (coefficient) of 0.031 or 3.1% on the transfer of knowledge with the t statistic, namely 1.505 which is smaller than 1.96 and a p value of 0.133 which is greater than 0.05 so that the l significant effect on knowledge transfer. will not significantly affect the transfer of knowledge by looking at the large number of employees, namely 90 people.
Based on the results of the study, it was found that the condition of the leadership style had no significant positive effect on knowledge transfer at the BovenDigoel Regent's Office. the leadership style in this agency is good, as well as the transfer of knowl leadership style with the transfer of knowledge, it does not have a significant effect because the transfer of knowledge that takes place in this government agency does not only come from the leadership but also from fellow em directly involved in the process of transferring knowledge when there are conditions where employees cannot complete work or at work meetings, but the intensity is not done often.
Leadership is the ability to influence a group towards the achievement of a goal. is a person who is carried out in certain situations, and is directed through the communication process towards the achievement of one or several specific goals. social influence that is deliberately carried out by a person on another to structure activities and influence within a group or organization (Robbins, 2006).
Trang (2013) in his research suggests that leaders are one of the critical indi in achieving organizational goals. what are the weaknesses and strengths of both his internal and external organizations, so that they are able to solve the problems faced performance. In all situations the leader has a very important role. drivers as well as sources of influence, which can direct various activities and resources their goals. The ability to unify human aspects is a difficulty in itself, and it is one of the duties of a leader The test results on the leadership variables and knowledge transfer that have been carried out by Antoro (2014) show that leadersh transfer so that the results of this study support the results of previous studies. Based on table 5.7, organizational (coefficient) of 0.966 or 96.6% on the transfer of knowledge with the t statistic which is 0.596 which is smaller than 1.96 and a p value of 0.000 which is smaller than 0.05 so that organizationa has a significant effect on the transfer. knowledge. increases, the transfer of knowledge from employees will increase significantly.
Based on the research results, it was found that organizational positive effect on knowledge transfer at the BovenDigoel Regent's Office. process, it was seen that several employees shared knowledge in completing work.  The Effect of Leadersip Style on the Knowledge Transfer leadership style has a positive effect with the original sample value (coefficient) of 0.031 or 3.1% on the transfer of knowledge with the t statistic, namely 1.505 which is smaller than 1.96 and a p value of 0.133 which is greater than 0.05 so that the l significant effect on knowledge transfer. This shows that when the leadership style is improved, it will not significantly affect the transfer of knowledge by looking at the large number of employees, esults of the study, it was found that the condition of the leadership style had no significant positive effect on knowledge transfer at the BovenDigoel Regent's Office. the leadership style in this agency is good, as well as the transfer of knowledge, if it is related to the leadership style with the transfer of knowledge, it does not have a significant effect because the transfer of knowledge that takes place in this government agency does not only come from the leadership but also from fellow employees who share knowledge. Leaders in this agency will be directly involved in the process of transferring knowledge when there are conditions where employees cannot complete work or at work meetings, but the intensity is not done often. e ability to influence a group towards the achievement of a goal. is a person who is carried out in certain situations, and is directed through the communication process towards the achievement of one or several specific goals. Leadership involv social influence that is deliberately carried out by a person on another to structure activities and influence within a group or organization (Robbins, 2006).
Trang (2013) in his research suggests that leaders are one of the critical indi in achieving organizational goals. A reformist leader must be sensitive to change, be able to analyze what are the weaknesses and strengths of both his internal and external organizations, so that they are able to solve the problems faced, and further improve employee performance and organizational In all situations the leader has a very important role. Leaders are symbols, role models, drivers as well as sources of influence, which can direct various activities and resources The ability to unify human aspects is a difficulty in itself, and it is one of the duties of a The test results on the leadership variables and knowledge transfer that have been carried out by Antoro (2014) show that leadership has not been shown to have a significant effect on knowledge transfer so that the results of this study support the results of previous studies. results of research conducted by Otto Sollu, et al. (2019) found that leadership style has and significant effect on knowledge transfer, so the results of this study are different from the results

The Influence of Organizational Culture on Knowledge Transfer
Based on table 5.7, organizational culture has a positive effect with the original sample value (coefficient) of 0.966 or 96.6% on the transfer of knowledge with the t statistic which is 0.596 which is smaller than 1.96 and a p value of 0.000 which is smaller than 0.05 so that organizationa has a significant effect on the transfer. knowledge. This shows that when the organizational culture increases, the transfer of knowledge from employees will increase significantly.
Based on the research results, it was found that organizational culture had a significant positive effect on knowledge transfer at the BovenDigoel Regent's Office. process, it was seen that several employees shared knowledge in completing work. leadership style has a positive effect with the original sample value (coefficient) of 0.031 or 3.1% on the transfer of knowledge with the t statistic, namely 1.505 which is smaller than 1.96 and a p value of 0.133 which is greater than 0.05 so that the leadership style has no This shows that when the leadership style is improved, it will not significantly affect the transfer of knowledge by looking at the large number of employees, esults of the study, it was found that the condition of the leadership style had no significant positive effect on knowledge transfer at the BovenDigoel Regent's Office. Although edge, if it is related to the leadership style with the transfer of knowledge, it does not have a significant effect because the transfer of knowledge that takes place in this government agency does not only come from the Leaders in this agency will be directly involved in the process of transferring knowledge when there are conditions where employees cannot complete work or at work meetings, but the intensity is not done often. e ability to influence a group towards the achievement of a goal. Leadership is a person who is carried out in certain situations, and is directed through the communication Leadership involves the process of social influence that is deliberately carried out by a person on another to structure activities and Trang (2013) in his research suggests that leaders are one of the critical indicators of success be sensitive to change, be able to analyze what are the weaknesses and strengths of both his internal and external organizations, so that they are , and further improve employee performance and organizational Leaders are symbols, role models, drivers as well as sources of influence, which can direct various activities and resources to achieve The ability to unify human aspects is a difficulty in itself, and it is one of the duties of a The test results on the leadership variables and knowledge transfer that have been carried out ip has not been shown to have a significant effect on knowledge transfer so that the results of this study support the results of previous studies. Furthermore, the that leadership style has a positive and significant effect on knowledge transfer, so the results of this study are different from the results culture has a positive effect with the original sample value (coefficient) of 0.966 or 96.6% on the transfer of knowledge with the t statistic which is 0.596 which is smaller than 1.96 and a p value of 0.000 which is smaller than 0.05 so that organizational culture This shows that when the organizational culture increases, the transfer of knowledge from employees will increase significantly. culture had a significant positive effect on knowledge transfer at the BovenDigoel Regent's Office. During the research process, it was seen that several employees shared knowledge in completing work. This is an organizational culture that can have a signi organization.
Leadership is the ability to influence a group towards the achievement of a goal. is a person who is carried out in certain situations, and is directed through the communication process towards the achievement of one or several specific goals. social influence that is deliberately carried out by a person on another to structure activities and influence within a group or organization (Robbins, 20 Trang (2013) in his research suggests that leaders in achieving organizational goals. what are the weaknesses and strengths of both his in able to solve the problems faced, and further improve employee performance and organizational performance. In all situations the leader has a very important role. drivers as well as sources of influence, which can direct various activities and resources to achieve their goals. The ability to unify human aspects is a difficulty in itself, and it is one of the duties of a leader  in their research found positive effect on knowledge sharing so that the results of this study support the results of previous research. As for the opinion of assumptions, beliefs, philosophy, organizational habits, etc. (the content of organizational culture) developed for a long time by the founders, leaders, and members of the socialized organization. and taught to new members and applied in organizational organizational ac mindset, attitudes and behavior of the organization in producing products, serving consumers and achieving organizational goals. Furthermore Darmawan (2013: 143) organizational culture is a series of main belief values and attitudes that are enforced among organizational members so that knowledge sharing habits in this organization become a constructive organizational culture for employees and for achieving organizational goals.

The Effect of Leadership Style on Employee Pe
Based on table 5, leadership style has a positive effect with the original sample value (coefficient) of 0.006 or 0.6% on employee performance with a t statistic of 0.478 which is smaller than 1.96 and a p value of 0.633 which significant to employee performance. not significantly affect employee performance improvement.
Based on the results of the stud no significant positive effect on employee performance at the BovenDigoel Regent's Office. though the leadership style in this agency does not have a significant impact on employee performance, it does not mean that employee performance in this agency is bad because from the start, employees have been provided with the ability to complete work and the knowledge gained in the learning process before working so that even though the leadership significant impact , employee performance is still good in this agency.
As it is known that leadership is the ability to influence a group towards the achievement of a goal. Leadership involves the process of social influence that is on another to structure activities and influence within a group or organization (Robbins, 2006). Ogobonna & Haris (2000) in their research found that research shows that leadership style is not directly related to performance but only indirectly so that the results of this study support the results of previous studies. The results of this study do not support the results of previous research conducted by Otto Sollu et al (2019) where had no significant effect on performance.

The Influence of Organizational Culture on Employee Performance
Based on table 5, organizational culture has a positive effect with the original sample value (coefficient) of 0.044 or 4.4% on employee performance with a t statistic of 65,552 which is smaller HJBS Volume 2 No 3 July DOI: http://doi.org/ organizational culture that can have a significant effect on the knowledge Leadership is the ability to influence a group towards the achievement of a goal. is a person who is carried out in certain situations, and is directed through the communication process towards the achievement of one or several specific goals. Leadership involves the process of social influence that is deliberately carried out by a person on another to structure activities and influence within a group or organization (Robbins, 2006). Trang (2013) in his research suggests that leaders are one of the critical indicators of success in achieving organizational goals. A reformist leader must be sensitive to change, be able to analyze what are the weaknesses and strengths of both his internal and external organizations, so that they are able to solve the problems faced, and further improve employee performance and organizational In all situations the leader has a very important role. Leaders are symbols, role models, of influence, which can direct various activities and resources to achieve The ability to unify human aspects is a difficulty in itself, and it is one of the duties of a  in their research found that organizational culture has a significant positive effect on knowledge sharing so that the results of this study support the results of previous As for the opinion of  organizational culture liefs, philosophy, organizational habits, etc. (the content of organizational culture) developed for a long time by the founders, leaders, and members of the socialized organization. and taught to new members and applied in organizational organizational activities so as to influence the mindset, attitudes and behavior of the organization in producing products, serving consumers and Furthermore Darmawan (2013: 143) organizational culture is a series attitudes that are enforced among organizational members so that knowledge sharing habits in this organization become a constructive organizational culture for employees and for achieving organizational goals.

The Effect of Leadership Style on Employee Performance
, leadership style has a positive effect with the original sample value (coefficient) of 0.006 or 0.6% on employee performance with a t statistic of 0.478 which is smaller than 1.96 and a p value of 0.633 which is greater than 0.05 so that the leadership style has no effect. significant to employee performance. This shows that when the leadership style is improved, it will not significantly affect employee performance improvement.
Based on the results of the study, it was found that the condition of the leadership style had no significant positive effect on employee performance at the BovenDigoel Regent's Office. though the leadership style in this agency does not have a significant impact on employee ance, it does not mean that employee performance in this agency is bad because from the start, employees have been provided with the ability to complete work and the knowledge gained in the learning process before working so that even though the leadership significant impact , employee performance is still good in this agency.
As it is known that leadership is the ability to influence a group towards the achievement of a Leadership involves the process of social influence that is deliberately carried out by a person on another to structure activities and influence within a group or organization (Robbins, 2006). Ogobonna & Haris (2000) in their research found that research shows that leadership style is ormance but only indirectly so that the results of this study support the The results of this study do not support the results of previous research conducted by Otto Sollu et al (2019) where the results of their research found had no significant effect on performance.

The Influence of Organizational Culture on Employee Performance
, organizational culture has a positive effect with the original sample value 0.044 or 4.4% on employee performance with a t statistic of 65,552 which is smaller Leadership is the ability to influence a group towards the achievement of a goal. Leadership is a person who is carried out in certain situations, and is directed through the communication Leadership involves the process of social influence that is deliberately carried out by a person on another to structure activities and are one of the critical indicators of success A reformist leader must be sensitive to change, be able to analyze ternal and external organizations, so that they are able to solve the problems faced, and further improve employee performance and organizational Leaders are symbols, role models, of influence, which can direct various activities and resources to achieve The ability to unify human aspects is a difficulty in itself, and it is one of the duties of a that organizational culture has a significant positive effect on knowledge sharing so that the results of this study support the results of previous is the norms, values, liefs, philosophy, organizational habits, etc. (the content of organizational culture) developed for a long time by the founders, leaders, and members of the socialized organization. and tivities so as to influence the mindset, attitudes and behavior of the organization in producing products, serving consumers and Furthermore Darmawan (2013: 143) organizational culture is a series attitudes that are enforced among organizational members so that knowledge sharing habits in this organization become a constructive organizational culture for , leadership style has a positive effect with the original sample value (coefficient) of 0.006 or 0.6% on employee performance with a t statistic of 0.478 which is smaller is greater than 0.05 so that the leadership style has no effect. This shows that when the leadership style is improved, it will y, it was found that the condition of the leadership style had no significant positive effect on employee performance at the BovenDigoel Regent's Office. Even though the leadership style in this agency does not have a significant impact on employee ance, it does not mean that employee performance in this agency is bad because from the start, employees have been provided with the ability to complete work and the knowledge gained in style does not have a As it is known that leadership is the ability to influence a group towards the achievement of a deliberately carried out by a person on another to structure activities and influence within a group or organization (Robbins, 2006). Ogobonna & Haris (2000) in their research found that research shows that leadership style is ormance but only indirectly so that the results of this study support the The results of this study do not support the results of previous research the results of their research found that leadership style , organizational culture has a positive effect with the original sample value 0.044 or 4.4% on employee performance with a t statistic of 65,552 which is smaller than 1.96 and a p value of 0.551 which is greater than 0.05 so that organizational culture has no significant effect on the performance of employees in this government age the organizational culture increases, the performance of employees will not increase significantly.
Based on the results of the study, it was found that organizational culture had no significant positive effect on employee perform distributing questionnaires show that the condition of organizational culture and employee performance is in the good category, but organizational culture is not the main variable that makes the performance of these government agencies maximized. Darodjat (2015: 238) suggests that organizational culture is a value that resources to deal with external problems and adjustments to the organization, so that each member of the organization must understand the values behave. Managing culture means that we seek to understand deeply how the forces of culture exist and their effects on organizational goals. behavior and work climate an integral part of the culture itself. identification. Managing an effective culture must engender and sustain behaviors that serve in a pleasant work climate.
Research that has been conducted by De no significant effect on performance. This shows that the results of this study support the results of previous studies. Different things examined by  and Trang (2013) found that organizational culture has a significant positive effect on employee performance so that the results of this study do not support the results of previous studies.

The Effect of Knowledge Transfer on Employee Performance
Based on table 5, knowledge transfer has a positive effect with the original sample value (coefficient) of 0.939 or 93.9% on employee performance with a t statistic of 11,843 which is greater than 1.96 and a p value of 0.000 which is smaller than 0.05 so that the transfer of k significant effect on performance. employees in this government agency. knowledge transfer process is improved, the performance of the employees will not increase significantly.
Based on the research results, it is f significant positive effect on the performance of employees at the BovenDigoel Regent's Office. results of distributing questionnaires indicate that the condition of knowledge transfer and employee performance is in good category. knowledge transfer in the work environment and this in this study showed good correlation so that a significant effect was achieved from the transfer of knowledge agency.  explain that knowledge tacit knowledge and explicit knowledge. humans in the form of intuitio formulate and share with others. been codified in the form of documents or other tangible forms so that it can be easily transfe distributed using various media. conversion, namely socialization, externalization, combination, and internalization. Ilmaniar, H., & Djastuti, I. (2018) in their research found that k positive and significant effect on employee performance.  found that knowledge sharing has a significant positive effect on employee or employee performance so that the resul contrast to the results of research by Marina Ulfa (2018), it is found that knowledge transfer does not have a significant effect on performance so that the results of previous studies.

HJBS Volume 2 No 3 July
DOI: http://doi.org/ than 1.96 and a p value of 0.551 which is greater than 0.05 so that organizational culture has no significant effect on the performance of employees in this government agency. the organizational culture increases, the performance of employees will not increase significantly.
Based on the results of the study, it was found that organizational culture had no significant positive effect on employee performance at the BovenDigoel Regent's Office. distributing questionnaires show that the condition of organizational culture and employee performance is in the good category, but organizational culture is not the main variable that makes rmance of these government agencies maximized. Darodjat (2015: 238) suggests that organizational culture is a value that resources to deal with external problems and adjustments to the organization, so that each member of understand the values that exist and how the brand should be. act and Managing culture means that we seek to understand deeply how the forces of culture exist and their effects on organizational goals. Failure in managing culture because it cons behavior and work climate an integral part of the culture itself.
Managing an effective culture must engender and sustain behaviors that serve in a Research that has been conducted by Dewi  found that organizational culture has nt effect on performance. This shows that the results of this study support the results of Different things examined by  and Trang (2013) found that anizational culture has a significant positive effect on employee performance so that the results of this study do not support the results of previous studies. The Effect of Knowledge Transfer on Employee Performance wledge transfer has a positive effect with the original sample value (coefficient) of 0.939 or 93.9% on employee performance with a t statistic of 11,843 which is greater than 1.96 and a p value of 0.000 which is smaller than 0.05 so that the transfer of k significant effect on performance. employees in this government agency. This shows that when the knowledge transfer process is improved, the performance of the employees will not increase Based on the research results, it is found that the condition that knowledge transfer has a significant positive effect on the performance of employees at the BovenDigoel Regent's Office. results of distributing questionnaires indicate that the condition of knowledge transfer and employee performance is in good category. At the time of the study, it was seen that the conditions of knowledge transfer in the work environment and this in this study showed good correlation so that a significant effect was achieved from the transfer of knowledge on employee performance in this  explain that knowledge transfer is divided into two, namely tacit knowledge and explicit knowledge. Tacit knowledge is knowledge that resides in the minds of humans in the form of intuition, judgment, skill, values, and belief which is very difficult to formulate and share with others. Meanwhile, explicit knowledge is knowledge that can be or has been codified in the form of documents or other tangible forms so that it can be easily transfe distributed using various media. Both types of knowledge can be converted through four types of conversion, namely socialization, externalization, combination, and internalization. Ilmaniar, H., & Djastuti, I. (2018) in their research found that knowledge management has a positive and significant effect on employee performance. Furthermore, research conducted by  found that knowledge sharing has a significant positive effect on employee or employee performance so that the results of this study support the results of previous research. contrast to the results of research by Marina Ulfa (2018), it is found that knowledge transfer does not have a significant effect on performance so that the results of this study do not support than 1.96 and a p value of 0.551 which is greater than 0.05 so that organizational culture has no ncy. This shows that when the organizational culture increases, the performance of employees will not increase significantly.
Based on the results of the study, it was found that organizational culture had no significant ance at the BovenDigoel Regent's Office. The results of distributing questionnaires show that the condition of organizational culture and employee performance is in the good category, but organizational culture is not the main variable that makes Darodjat (2015: 238) suggests that organizational culture is a value that guides human resources to deal with external problems and adjustments to the organization, so that each member of that exist and how the brand should be. act and Managing culture means that we seek to understand deeply how the forces of culture exist Failure in managing culture because it considers individual behavior and work climate an integral part of the culture itself. This is wrong Managing an effective culture must engender and sustain behaviors that serve in a organizational culture has nt effect on performance. This shows that the results of this study support the results of Different things examined by  and Trang (2013) found that anizational culture has a significant positive effect on employee performance so that the results of wledge transfer has a positive effect with the original sample value (coefficient) of 0.939 or 93.9% on employee performance with a t statistic of 11,843 which is greater than 1.96 and a p value of 0.000 which is smaller than 0.05 so that the transfer of knowledge has a This shows that when the knowledge transfer process is improved, the performance of the employees will not increase ound that the condition that knowledge transfer has a significant positive effect on the performance of employees at the BovenDigoel Regent's Office. The results of distributing questionnaires indicate that the condition of knowledge transfer and employee At the time of the study, it was seen that the conditions of knowledge transfer in the work environment and this in this study showed good correlation so that a on employee performance in this transfer is divided into two, namely Tacit knowledge is knowledge that resides in the minds of n, judgment, skill, values, and belief which is very difficult to Meanwhile, explicit knowledge is knowledge that can be or has been codified in the form of documents or other tangible forms so that it can be easily transferred and Both types of knowledge can be converted through four types of conversion, namely socialization, externalization, combination, and internalization. nowledge management has a Furthermore, research conducted by  found that knowledge sharing has a significant positive effect on employee or ts of this study support the results of previous research. In contrast to the results of research by Marina Ulfa (2018), it is found that knowledge transfer does not this study do not support the results of The Influence of Leadership Style on Employee Performance Through Knowledge  Transfer  Based on table 6, leadership style has a positive effect with the original sample value (coefficient) of 0.029 or 2.9% knowledge with the t statistic which is 1.465 which is smaller than 1.96 and a p value of 0.144 which is greater than 0.05 so that the leadership does not have a significant effect on employee pe if it is mediated by knowledge transfer Based on the research results, it is found that the condition of leadership style has no significant positive effect on employee performance if it is mediated by the transfer of knowledge at the BovenDigoel Regent's Office. significant influence on employee performance, it does not mean that the performance of employees in this agency is bad because the process of transferring knowledge in this not only come from the leadership but is mostly carried out among fellow employees so that the leadership style does not have a significant impact on knowledge, but the employees' performan their research found that the research shows that leadership style is not directly related to performance but only indirectly and there are other variables that affect the optimization of employee performance so that the results of this study support t The Influence of Organizational Culture on Employee Performance through Knowledge Transfer Based on table 6, organizational culture has a positive effect with the original sample value (coefficient) of 0.907 or 90.7% on employee performance if it is mediated by the transfer of knowledge with the t statistic which is 12.005 which is greater than 1.96 and a p value of 0.000 which is smaller than 0.05 so that culture organization has a significant effect on emp performance in this government agency when it is mediated by the knowledge transfer variable. shows that when the organizational culture is improved towards the transfer of knowledge, the performance of employees will increase significantly.
Based on the research results, it was found that organizational culture had a significant positive effect on employee performance at the BovenDigoel Regent's Office. questionnaire distribution show that the condition of organizational cultu employee performance is in a good category so that knowledge transfer can perfectly mediate the influence of organizational culture Fahmi (2013: 50) says that organizational culture is a ha used and applied in the life of work activities as one of the driving forces to improve the work quality of employees and organizational managers. organizational culture is a value that guides human resources to deal with external problems and adjustments to the organization, so that each member of the organization must understand the existing values and how. the brand must act and behave. understand deeply how the forces of culture exist and their effects on organizational goals. managing culture because it considers individual behavior and work climate an integral part of the culture itself. This is wrong identification. behaviors that serve in a pleasant work climate.
Research results from Ilmaniar and Djastuti (2018) found that organizational culture has a positive and significant effect on knowledge management and also effect on employee performance. that organizational culture does not have a significant effect on knowledge performance through knowledge transfer, so the results of this study are different from HJBS Volume 2 No 3 July DOI: http://doi.org/

The Influence of Leadership Style on Employee Performance Through Knowledge
, leadership style has a positive effect with the original sample value (coefficient) of 0.029 or 2.9% on employee performance if it is mediated by the transfer of knowledge with the t statistic which is 1.465 which is smaller than 1.96 and a p value of 0.144 which is greater than 0.05 so that the leadership does not have a significant effect on employee pe if it is mediated by knowledge transfer.
Based on the research results, it is found that the condition of leadership style has no significant positive effect on employee performance if it is mediated by the transfer of knowledge at l Regent's Office. Even though the leadership style in this agency does not have a significant influence on employee performance, it does not mean that the performance of employees in this agency is bad because the process of transferring knowledge in this government agency does not only come from the leadership but is mostly carried out among fellow employees so that the leadership style does not have a significant impact on performance if mediated by the transfer of knowledge, but the employees' performance is still in good category. Ogobonna their research found that the research shows that leadership style is not directly related to performance but only indirectly and there are other variables that affect the optimization of employee performance so that the results of this study support the results of previous studies. The Influence of Organizational Culture on Employee Performance through Knowledge , organizational culture has a positive effect with the original sample value 7 or 90.7% on employee performance if it is mediated by the transfer of knowledge with the t statistic which is 12.005 which is greater than 1.96 and a p value of 0.000 which is smaller than 0.05 so that culture organization has a significant effect on emp performance in this government agency when it is mediated by the knowledge transfer variable. shows that when the organizational culture is improved towards the transfer of knowledge, the performance of employees will increase significantly. ed on the research results, it was found that organizational culture had a significant positive effect on employee performance at the BovenDigoel Regent's Office. questionnaire distribution show that the condition of organizational culture, knowledge transfer and employee performance is in a good category so that knowledge transfer can perfectly mediate the culture on employee performance in this agency. Fahmi (2013: 50) says that organizational culture is a habit that has lasted a long time and is used and applied in the life of work activities as one of the driving forces to improve the work quality of employees and organizational managers. Darodjat (2015: 238) further states that alue that guides human resources to deal with external problems and adjustments to the organization, so that each member of the organization must understand the and how. the brand must act and behave. Managing culture means that we seek t understand deeply how the forces of culture exist and their effects on organizational goals. managing culture because it considers individual behavior and work climate an integral part of the This is wrong identification. Managing an effective culture must engender and sustain behaviors that serve in a pleasant work climate.
Research results from Ilmaniar and Djastuti (2018) found that organizational culture has a positive and significant effect on knowledge management and also has a positive and significant effect on employee performance. The results of research conducted by Otto Sollu, et al. (2019) found that organizational culture does not have a significant effect on knowledge performance through esults of this study are different from the results of previous studies. , leadership style has a positive effect with the original sample value on employee performance if it is mediated by the transfer of knowledge with the t statistic which is 1.465 which is smaller than 1.96 and a p value of 0.144 which is greater than 0.05 so that the leadership does not have a significant effect on employee performance Based on the research results, it is found that the condition of leadership style has no significant positive effect on employee performance if it is mediated by the transfer of knowledge at Even though the leadership style in this agency does not have a significant influence on employee performance, it does not mean that the performance of employees government agency does not only come from the leadership but is mostly carried out among fellow employees so that the performance if mediated by the transfer of Ogobonna & Haris (2000) in their research found that the research shows that leadership style is not directly related to performance but only indirectly and there are other variables that affect the optimization of employee he results of previous studies. The Influence of Organizational Culture on Employee Performance through Knowledge , organizational culture has a positive effect with the original sample value 7 or 90.7% on employee performance if it is mediated by the transfer of knowledge with the t statistic which is 12.005 which is greater than 1.96 and a p value of 0.000 which is smaller than 0.05 so that culture organization has a significant effect on employee performance in this government agency when it is mediated by the knowledge transfer variable. This shows that when the organizational culture is improved towards the transfer of knowledge, the ed on the research results, it was found that organizational culture had a significant positive effect on employee performance at the BovenDigoel Regent's Office. The results of the re, knowledge transfer and employee performance is in a good category so that knowledge transfer can perfectly mediate the bit that has lasted a long time and is used and applied in the life of work activities as one of the driving forces to improve the work Darodjat (2015: 238) further states that alue that guides human resources to deal with external problems and adjustments to the organization, so that each member of the organization must understand the Managing culture means that we seek to understand deeply how the forces of culture exist and their effects on organizational goals. Failure in managing culture because it considers individual behavior and work climate an integral part of the ing an effective culture must engender and sustain Research results from Ilmaniar and Djastuti (2018) found that organizational culture has a has a positive and significant The results of research conducted by Otto Sollu, et al. (2019) found that organizational culture does not have a significant effect on knowledge performance through the results of previous studies.
Based on the results of research and discussion, the conclusions of this study can be said that the has a positive and insignificant effect on the transfer of knowledge at the Boven Digoel Regent's Office, where the better the leadership style, the higher the knowledge transfer of Organizational culture has a significant positive effect on knowledge transfer at the BovenDigoel Regent's Office, where the better the organizational e BovenDigoel Regent's ive effect on employee performance at the BovenDigoel Regent's Office, where the better the leadership style, the higher the employee Organizational culture has no significant positive ce of employees at the BovenDigoel Regent's Office, where the better the organizational culture, the higher the employee performance at the BovenDigoel Regent's Knowledge transfer has a positive and significant effect on employee performance at the BovenDigoel Regent's Office, where the better the transfer of knowledge, the higher the employee's Leadership style has a positive and insignificant ansfer of knowledge at the BovenDigoel Regent's Office, where the better the leadership style, the higher the employee's performance if it is mediated by the transfer of knowledge at the BovenDigoel Regent's Office. Organizational culture positive effect on employee performance if it is mediated by the transfer of knowledge at the BovenDigoel Regent's Office, where the better the organizational culture, the higher the employee's performance if mediated by the transfer of knowledge at the BovenDigoel this research are that it appealed to the leadership of the BovenDigoel Regent's Office regarding their leadership style to creases the intensity of the quality knowledge transfer process to their appealed to the leadership of the BovenDigoel Regent's Office regarding organizational culture to make a policy so that the implementation of directives is carried out more frequently in every part of the BovenDigoel Regent's office to improve a constructive organizational appealed to the leadership of the BovenDigoel Regent's Office regarding the transfer of to share useful knowledge both from the leadership and from fellow employees, such as regular briefing activities such as morning coffee. It is appealed to the leadership of the BovenDigoel Regent's Office regarding performance to make policies for each unit and division in the BovenDigoel Regent's Office so that every employee with more experience