Mediating Effects of Affective Commitment between Ethical Leadership and Job Satisfaction, Job Performance

2017 ◽  
Vol 21 (3) ◽  
pp. 207-232 ◽  
Author(s):  
Jae-Dong Oh ◽  
Dong-Yeong Jeong ◽  
Sang-Han Choi
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Ethical Leadership ◽  
Affective Commitment ◽  
Mediating Effects

scholarly journals PENGARUH CARING CLIMATE TERHADAP JOB SATISFACTION DAN AFFECTIVE COMMITMENT YANG BERDAMPAK PADA JOB PERFORMANCE KARYAWAN RESTORAN STEAK DI JAKARTA SELATAN

2018 ◽  
Vol 10 (2) ◽  
pp. 187
Author(s):  
Aginta Chairunnisa Sinulingga ◽  
Deasy Aseanty
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Structural Equation Model ◽  
Structural Equation ◽  
Hospitality Industry ◽  
Affective Commitment ◽  
Equation Model ◽  
Model Data ◽  
Security Service

<p><em>The </em><em>aim of </em><em>this research </em><em>is to exmaining</em><em> the effects </em><em>of</em><em> caring climate, job satisfaction, </em><em>and affective</em><em> commitment </em><em>on job performance</em><em> in steak restaurant in Tebet, South Jakarta. This study were developed and tested 5 hypotheses, by using Structural Equation Model. Data were collected from 145 employees </em><em>working</em><em> on the food, beverage, hygiene, security, service and cashier in steak restaurant in Tebet, South Jakarta. Finding and contribution in this research </em><em>shown</em><em> that there is positive and significant effect of caring climate on job satisfaction and affective commitment that effect on job performance. </em><em>The limitationin</em><em> in this research was </em><em>that this study</em><em> focused </em><em>only on</em><em> restaurant as a hospitality industry, only at steak restaurant in Tebet, South Jakarta, and </em><em>was limited</em><em> for only four variables.</em></p><p><em> </em></p>

scholarly journals FAKTOR YANG MEMENGARUHI JOB PERFORMANCE PEGAWAI GENERASI MILENIAL

2021 ◽  
Vol 5 (2) ◽  
pp. 165-186
Author(s):  
Novryansyah Novryansyah ◽  
Dita Oki Berliyanti ◽  
Ida Ariyani
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Leadership Style ◽  
Ethical Leadership ◽  
Millennial Generation ◽  
Structural Equation ◽  
Authentic Leadership ◽  
Equation Modeling ◽  
Cross Sectional ◽  
Purposive Sampling

Job performance of employees from the millennial generation is starting to be studied a lot because the proportion is starting to increase. Leadership style and job satisfaction are factors that are suspected to affect job performance. This study aims to examine the effect of ethical leadership, authentic leadership on job performance mediated by job satisfaction. This study was a cross-sectional design involving 350 millennial generation employees at the Tanjung Priok Customs and Excise Main Service Office, which were selected by purposive sampling. Data were analyzed using Structural Equation Modeling (SEM) with AMOS 26 software. The results of this study indicate that ethical leadership has a positive effect on job satisfaction and negative effect on job performance, but not significant. Meanwhile, authentic leadership has a positive and significant effect on job satisfaction, but not significantly on job performance. In addition, this study also finds that job satisfaction has a positive and significant effect on job performance and acts as a mediator in the influence of authentic leadership and ethical leadership on job performance. These results build and enrich models of the influence of ethical leadership, authentic leadership, job satisfaction on job performance in existing. In addition, this study recommends that superiors have a personality that is liked by their subordinates, so that it has an impact Keywords: ethical leadership, authentic leadership, job satisfaction, job performance, millennial generation employees. Job performance pegawai dari generasi milenial menjadi hal yang mulai banyak diteliti karena proporsinya mulai meningkat. Gaya kepemimpinan dan kepuasan kerja merupakan faktor yang ditengarai memengaruhi job performance. Penelitian ini bertujuan menguji pengaruh ethical leadership, authentic leadership terhadap job performance yang dimediasi job satisfaction. Penelitian ini berdesain crosssectional yang melibatkan 350 pegawai generasi milenial Kantor Pelayanan Utama Tipe A Bea dan Cukai Tanjung Priok yang dipilih secara purposive sampling. Data dianalisis menggunakan Structural Equation Modelling (SEM) dengan perangkat lunak AMOS 26. Hasil penelitian ini menunjukkan bahwa ethical leadership berpengaruh positif terhadap job satisfaction dan negatif terhadap job performance, tetapi tidak signifikan. Sementara itu, authentic leadership berpengaruh positif dan signifikan terhadap job satisfaction, tetapi tidak signifikan terhadap job performance Selain itu, penelitian ini juga mendapatkan bahwa job satisfaction berpengaruh positif dan signifikan terhadap job performance dan berperan sebagai mediator dalam pengaruh authentic leadership  dan ethical leadership terhadap job performance. Hasil ini membangun dan memperkaya model pengaruh ethical leadership, authentic leadership, job satisfaction terhadap job performance yang sudah ada. Selain itu, penelitian ini merekomendasikan  agar atasan memiliki kepribadian yang disenangi bawahan, sehingga berdampak pada job satisfaction dan job performance bawahan. Kata Kunci: ethical leadership, authentic leadership, job satisfaction, job performance, pegawai generasi milenial.

Political skill reduces the negative impact of distrust

2016 ◽  
Vol 21 (5) ◽  
pp. 442-458 ◽  
Author(s):  
Vickie Coleman Gallagher ◽  
James A. Meurs ◽  
Kenneth J. Harris
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Affective Commitment ◽  
Negative Impact ◽  
Political Skill ◽  
Job Mobility ◽  
Work Outcomes ◽  
Cross Sectional ◽  
Content Type ◽  
Uncertainty Management Theory

Purpose A number of studies have explored the benefits (e.g. enhanced job performance and reduced strain), of being politically skilled. Within the framework of uncertainty management theory, the purpose of this paper is to explore the benefits of high political skill to affective commitment, job satisfaction, and perceived job mobility, under conditions of distrust in management. Design/methodology/approach Sales representatives were surveyed and moderated multiple regression analyses were conducted to analyze the data. Findings The authors found that as distrust increased, affective commitment decreased for all persons, but was most pronounced for persons low on political skill. However, distrust in management had no impact on job satisfaction for those high on political skill, allowing persons high on political skill to enjoy their jobs despite high levels of distrust (an intrapsychic benefit of political skill). Finally, as distrust in management increased, persons high on political skill had increased perceived job mobility. Research limitations/implications This study is cross-sectional, limiting conclusions about causality in the relationships studied and leaving open the possibility of reverse causation. Practical implications This research has important implications, such that, under conditions of distrust, persons low on political skill are less committed, more dissatisfied, and feel a sense of job immobility, which could lead to poor work outcomes, such as decreased job performance. Originality/value The study is the first to examine how being politically skilled benefits employee outcomes when the employee distrusts management.

scholarly journals NEXUSES OF ETHICAL LEADERSHIP, JOB SATISFACTION AND JOB PERFORMANCE IN ACADEMIA OF KHYBER PAKHTUNKHWA PAKISTAN

2021 ◽  
Vol 37 (02) ◽  
pp. 179-194
Author(s):  
Anwar Khan ◽  
Muhammad Anwar Khan ◽  
Sajjad Ahmad Jan
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Ethical Leadership ◽  
Quantitative Data ◽  
Socioeconomic Development ◽  
Academic Staff ◽  
Performance Standards ◽  
Cross Sectional ◽  
Cross Sectional Design ◽  
Dynamic Links

Nowadays universities are going through the transition due which new performance standards have been created. In such situation, performance of employees can be enhanced through effective ethical leadership. The current study has examined the dynamic links between job satisfaction, job performance and ethical leadership in the academia of Pakistan. Using a cross sectional design, quantitative data were collected from 150 academic staff working in three universities. Data were analyzed both by descriptive and inferential statistics. The results showed that four characteristics, i.e., practicing preacher; safe haven creator; moral motivator and ethical justice were positively associated with job performance, whereas this link was partially mediated by job satisfaction. The results obtained were in a strong concurrence with the existing literature. Hence, universities of Pakistan should focus on developing ethical leadership among their employees. In this way, universities can grow and contribute towards the socioeconomic development of Pakistan.

Examining ethical leadership in health care organizations and its impacts on employee work attitudes: an empirical analysis from Austria

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Arleta Anna Franczukowska ◽  
Eva Krczal ◽  
Christine Knapp ◽  
Martina Baumgartner
Keyword(s):  
Job Satisfaction ◽  
Health Care ◽  
Ethical Leadership ◽  
Affective Commitment ◽  
Health Care Organizations ◽  
Emotional Stability ◽  
Frustration Tolerance ◽  
Content Type ◽  
Moderation Effect ◽  
The Relationship

Purpose This study aims to examine the effects of ethical leadership on job satisfaction, affective commitment and burnout of health care employees, considering frustration tolerance and emotional stability as moderating variables. Design/methodology/approach A questionnaire was used to survey health care professionals working in private and public Austrian health-care organizations (hospitals, nursing homes, rehabilitation centers and sanatoriums). The questionnaire consisted of items from well-established scales. The collected data (n = 458) was analyzed using correlation and regression analyzes. Findings Findings indicated that ethical leadership is significantly positively related to job satisfaction (r = 0.485, p < 0.01) and affective commitment (r = 0.461, p < 0.01) and is significantly negatively related to burnout (r = −0.347, p < 0.01). The results also suggest that frustration tolerance (ß = 0.101, p < 0.1) and emotional stability (ß = 0.093, p < 0.1) moderate the relationship between ethical leadership and burnout. Furthermore, a moderation effect of emotional stability in the ethical leadership and affective commitment relation was indicated. No moderation effect was found for frustration tolerance or emotional stability for the relationship between ethical leadership and job satisfaction. Practical implications Ethical leadership emphasizes the socio-emotional dimension in a leader-employee relationship, which can easily be neglected in times of staff cuts and work overload. Leadership training should include the development of skills in how to visibly act as a moral person, as well as how to set clear ethical standards and communicate them to employees. Originality/value This study adds value to the limited evidence on the beneficial role of ethical leadership in health care settings. In addition, frustration tolerance and emotional stability have not before been investigated as moderators.

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