A Performance Model of Lecturers at Private Universities in West Sumatra: Communication Management in Mediating Human Capital, Supervisor Support, Work–Life Balance, and Work Engagement

Abstract

This study aims to develop and test a lecturer performance model for Private Universities in West Sumatra by analyzing the direct and indirect effects of human capital, supervisor support, work-life balance, and work engagement on lecturer performance through communication management. A causal quantitative study was conducted with 385 lecturers using a 5-point Likert questionnaire, analyzed via PLS-SEM in SmartPLS 3 for measurement, structural, and mediation testing. Human capital and work engagement positively and significantly affect lecturer performance, while supervisor support and work-life balance have no direct effect. Communication management significantly mediates the relationships between supervisor support, work-life balance, work engagement, and lecturer performance. The model shows strong explanatory power (R2 = 0.556) and predictive relevance (Q² = 0.309). Lecturer performance in Private Universities is determined not only by resource availability but also by the effectiveness of organizational management and communication. Communication management serves as a strategic mechanism for transforming organizational support and work engagement into effective lecturer performance. Lecturer performance in PUs is determined not only by resource availability but also by the effectiveness of organizational management and communication. Communication management serves as a strategic mechanism for converting organizational support and work engagement into performance.