This study is conducted to identify the leadership style that influence employees’ job performance at Majlis Agama Islam Kedah. In specific, the objective of this study is to examine the effect of Islamic leadership style, servant leadership style and participative leadership style on job performance of employees at Majlis Agama Islam Kedah. The data of this study has been collected through online questionnaire. The total respondents are 52 employees at Majlis Agama Islam Kedah. The data has been analyzed using the Statistic Package for Social Sciences (SPSS) version 23. The analysis results indicated that the three leadership style have not effect on job performance of at Majlis Agama Islam Kedah.

Academic staff members are the main assets to Higher Education Institutions (HEIs) since education is their core business. The job performance of the academic staff members that meets the aspirations and goals set by the HEIs is of utmost importance. The objectives of this study are to examine the direct relationship between human resources management (HRM) practices, leader-member exchange (LMX), work engagement, personality and job performance. The study also examined the role of work engagement and personality as a mediator. This study investigated these relationships in the context of private HEIs in Malaysia. In this study, the unit of analysis is the individual academic staff, and a quantitative approach is employed by collecting data using a stratified sampling technique through on an online survey. A cross-sectional design was used that involved 260 Malaysian academic staff who worked at Islamic university colleges in Malaysia that participated in SETARA 2019 and achieved tier four and tier three. The data was analysed using the Structural Equation Modelling techniques using Amos version 22 software. Out of the 12 hypotheses tested, seven hypotheses were supported. LMX and personality were found to have a significant relationship with job performance but not with HRM practices and work engagement. In addition, the study also found that personality partially mediated the relationship between LMX and job performance. Reinforcing LMX and personality are suggested to encourage job performance among academic staff.