scholarly journals The Relationship Between Servant Leadership and Job Satisfaction: The Mediating Effect of Job Empowerment

2020 ◽  
Author(s):  
Linda Lin Chin Lin ◽  
Agustinus Purna Irawan ◽  
Paula Tjatoerwidya Anggarina ◽  
Zhang Yu-Wen
Keyword(s):  
Job Satisfaction ◽  
Servant Leadership ◽  
Mediating Effect ◽  
The Relationship

Servant Leadership, Volunteer Retention, and Organizational Citizenship Behavior in Nonprofit Organizations: Examining the Mediating Role of Job Satisfaction

2021 ◽  
pp. 089976402110574
Author(s):  
Nor Syamaliah Ngah ◽  
Nor Liza Abdullah ◽  
Norazah Mohd Suki
Keyword(s):  
Job Satisfaction ◽  
Servant Leadership ◽  
Nonprofit Organizations ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Volunteer Retention ◽  
The Relationship

Nonprofit organizations (NPOs) face great challenges in attracting and retaining volunteers due to the short-term nature of most voluntary posts. This study examines the mediating effect of job satisfaction on the relationship between servant leadership and volunteer retention and organizational citizenship behavior in NPOs among university students in the context of a developing nation. The Partial Least Squares-Structural Equation Modeling (PLS-SEM) approach reveals that job satisfaction is the most important predictor of volunteer retention in NPOs. Moreover, the significantly mediating effects of job satisfaction on the relationship between servant leadership and volunteer retention and organizational citizenship behavior in NPOs is evinced. Volunteers report being highly satisfied with the NPOs’ communication of their vision and mission and confirm that they are provided with support networks when volunteer-related problems occur and when they are autonomous in fulfilling their volunteer assignments.

scholarly journals The Effect of Servant Leadership on Self-Efficacy and Innovative Behaviour: Verification of the Moderated Mediating Effect of Vocational Calling

2021 ◽  
Vol 11 (2) ◽  
pp. 39
Author(s):  
Yunho Ji ◽  
HyunJoong Yoon
Keyword(s):  
Servant Leadership ◽  
Self Efficacy ◽  
Mediating Effect ◽  
Working Environment ◽  
Non Profit ◽  
Vocational Calling ◽  
Conditional Effect ◽  
Innovative Behaviour ◽  
The Impact ◽  
The Relationship

This study aimed to verify the impact of servant leadership on innovative behaviour in non-governmental organisations (NGOs). It particularly investigated the role of a mediator for self-efficacy in the relationship between servant leadership and innovative behaviour. This study defined the organisational psychology-behaviour mechanism in non-profit organisations by verifying the moderated mediating effect of vocational calling in the relationship between servant leadership, self-efficacy, and innovative behaviour. The 174 pilot samples used in this study comprised community service participants in NGOs. The analysis verified the hypothesis set through causal correlations among four variables using regression analysis and the PROCESS macro developed by Hayes. Vocational calling played a moderating role in the relationship between servant leadership and self-efficacy, and vocational calling had a conditional effect on the impact of servant leadership on innovative behaviour through self-efficacy. Meanwhile, self-efficacy fully mediated servant leadership and innovative behaviour. Based on the verification of the mechanism of organisational psychology-action, this study sought ways to develop the organisation of NGOs and improve the working environment.

Counterproductive Work Behaviors, Confucian Values, and Production Deviance: the Mediating Effect of Job Satisfaction

2012 ◽  
Vol 40 (6) ◽  
pp. 1045-1056 ◽  
Author(s):  
Xiao-Wei Guo
Keyword(s):  
Job Satisfaction ◽  
Structural Equation ◽  
Negative Impact ◽  
Mediating Effect ◽  
Counterproductive Work Behaviors ◽  
Equation Modeling ◽  
Work Behaviors ◽  
Production Deviance ◽  
Confucian Values ◽  
The Relationship

Production deviance is 1 of 5 dimensions of counterproductive work behaviors (CWB). Based on data collected from 362 employees of Chinese enterprises, I examined the predictive effect of Confucian values on production deviance and the mediating effect of job satisfaction on the relationship between Confucian values and production deviance using structural equation modeling. I analyzed 3 factors of production deviance: work sabotage, slackness, and withdrawal. Confucian values were found to have a significant negative impact on these factors. Furthermore, job satisfaction was found to partially mediate the relationship between Confucian values slackness and withdrawal, but not work sabotage.

Job Satisfaction as a Mediator in the Relationship Between Performance Appraisal and Voice Behavior

2014 ◽  
Vol 42 (8) ◽  
pp. 1315-1323 ◽  
Author(s):  
Xu Zhang ◽  
Bei Hu ◽  
Min Qiu
Keyword(s):  
Job Satisfaction ◽  
Performance Appraisal ◽  
Positive Impact ◽  
Industrial Clusters ◽  
Positive Influence ◽  
Mediating Effect ◽  
High Tech ◽  
Voice Behavior ◽  
Mediating Role ◽  
The Relationship

We explored the mediating effect of job satisfaction in the relationship between employees' performance appraisal and their voice behavior. A questionnaire was administered to 864 employees at enterprises representing high-tech industrial clusters from 5 cities in China. Developmental performance appraisal was found to have a more positive influence on employees' voice behavior than evaluative performance appraisal did. Compared with prohibitive voice behavior, both developmental and evaluative types of performance appraisal had a more positive impact on promotive voice behavior, and job satisfaction was found to play a mediating role in the relationship between these variables.

The Influence of Teachers’ Emotional Intelligence on Academic Performance With Mediating Effect of Job Satisfaction

2021 ◽  
pp. 002205742110323
Author(s):  
Sonika Singh ◽  
Piar Chand Ryhal
Keyword(s):  
Job Satisfaction ◽  
Academic Achievement ◽  
Emotional Intelligence ◽  
Secondary School ◽  
Secondary School Teachers ◽  
Mediating Effect ◽  
Survey Method ◽  
School Teachers ◽  
Northern India ◽  
The Relationship

This study examined the influence of teachers’ emotional intelligence (EI) on academic achievement and outlined the model with the mediating effect of job satisfaction (JS) between the EI and academic achievement. Survey method was employed to collect the information from 728 secondary school teachers belong to Himachal Pradesh, a state of Northern India, through various statistical tools. The results of the study showed that teachers’ emotional abilities were significantly and positively associated with academic achievement of students and showed R2 61% variance in academic achievement. The relationship between EI and academic achievement of students is partially mediated by JS.

scholarly journals A study on the relationship between intragroup conflict and turnover intentions, and the mediating effect of job satisfaction

2011 ◽  
Vol 24 (1) ◽  
pp. 75-102
Author(s):  
Junho Lee ◽  
Jihwan Park
Keyword(s):  
Job Satisfaction ◽  
Turnover Intentions ◽  
Mediating Effect ◽  
Task Conflict ◽  
Mediating Effects ◽  
Intragroup Conflict ◽  
Chinese Workers ◽  
The Impact ◽  
The Relationship ◽  
And Task

The study delved into the impact of intragroup conflict on turnover intentions and cultural commonalities and differences in job satisfaction that mediates the relationship. To identify correlations among intragroup conflict, job satisfaction and turnover intentions for each Korean and Chinese employee, the study analyzed questionnaires used to survey Korean employees working at Korean companies and Chinese workers in Korean companies based in China. The study divided intragroup conflict into two types - relation conflict and task conflict - and looked into the impact of each conflict on turnover intentions, and found that both types of conflict heightened turnover intentions of both Korean and Chinese workers. The study also attempted to prove the mediating effects of job satisfaction on the relationship between relation conflict and task conflict, and turnover intentions. As a result, mediating effects were found only in the relationship between relation conflict and turnover intentions among Chinese employees, while Korean workers saw the same effects only in the relationship between task conflict and turnover intentions. The above-mentioned results indicate the following implications. Firstly, there were common effects of intragroup conflict on turnover intentions for both Korean and Chinese employees. Such effect can be understood from culture universal perspective. Secondly, differences emerged in the mediating effects of job satisfaction in the relationship between turnover intentions and intra-group conflicts. That is understandable from culture specific perspective. Thirdly, the result that can be inferred from the aforementioned findings is that when it comes to cross-cultural research on methods of management, it is important to consider two types of approaches - culture universal and culture specific approaches. Lastly, the study also indicated that companies operating overseas should seek both localized and global management.

scholarly journals INVESTIGATING THE ROLE OF JOB SATISFACTION: DOES IT ACT AS A MODERATOR OR MEDIATOR BETWEEN ORGANIZATIONAL IDENTIFICATION AND WORK ENGAGEMENT?

2019 ◽  
Vol 6 (4) ◽  
Author(s):  
Sevcan KILIÇ AKINCI
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Social Identity Theory ◽  
Organizational Identification ◽  
Structural Equation ◽  
Mediating Effect ◽  
Business Units ◽  
Equation Modelling ◽  
The Relationship

This study extends Social Identity Theory by examining the link between organizational identification (OI) and work engagement (WE) through enhanced job satisfaction (JS) and testing it in a non-US environment, which makes contribution to the literature. The study was conducted on a large sample (527) of Turkish blue and white-collar employees from business units of 15 independent companies from 10 different industry types and data was analyzed with Structural Equation Modelling. The results showed that organizational identification is positively related with work engagement. Job satisfaction did not moderate the relationship between OI and WE, but it mediated 54 % of the effect of OI and thus, confirmed the applicability of Social Identitiy Theory in a Turkish context. Results revealed that a sense of identification may be a precondition for work engagement; but it is the mediating effect of job satisfaction, which enhances this relationship.

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