scholarly journals Effect of transformational leadership on employees’ job satisfaction: An analysis of public sectors universities of Northern areas of KP, Pakistan

2017 ◽  
Vol 1 (1) ◽  
pp. 11-20
Author(s):  
Muhammad Khalil Ur Rehman ◽  
Ghayyur Qadir ◽  
Saqib Shahzad
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Sample Size ◽  
Analysis Data ◽  
Intellectual Stimulation ◽  
The Public ◽  
Northern Areas ◽  
Survey Participation ◽  
Public Sectors ◽  
The Impact

The aim of this study is to examine the impact of transformational leadership on employees’ job satisfaction. The study was conducted in the public sectors universities of northern area KPK, Pakistan. A sample size of 100 employees was selected using convenient sampling techniques. The data were collected from grade 16 and above employees’. A total of 130 questionnaires were distributed among these employees out of whom 100 filled questionnaires. Thus, the survey participation was 76.92%. These 100 properly filled questionnaires were used for data analysis. Data were analyzed through Descriptive statistics, correlation analysis, and regression analysis. The result of the study shows that there is a statistically significant positive relationship between the job satisfaction and the intellectual stimulation of the transformational leadership. Therefore, steps needs to be taken to convince and prepare leaders in universities that focuses on this aspect of the transformational leadership. A larger sample size with the inclusion of other universities is recommended to further validate or otherwise the results of this study.

scholarly journals Job satisfaction from leadership perspective

2018 ◽  
Vol 12 (1) ◽  
pp. 363-373 ◽  
Author(s):  
Fazal Haleem ◽  
Muhammad Jehangir ◽  
Muhammad Khalil-Ur-Rahman
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Target Population ◽  
Full Potential ◽  
Transformational Leaders ◽  
Intellectual Stimulation ◽  
The Public ◽  
Public Sectors ◽  
The Impact ◽  
Goals And Objectives

Abstract Transformational leaders encourage their subordinates to achieve organizational goals and objectives and to reach their full potential by providing the needed resources. This increasing influence of transformational leaders on employees instigated us to find out the impact of transformational leadership on employees’ job satisfaction. The study was conducted in the public sectors universities of KPK, Pakistan. A sample size of 130 employees was selected using convenient sampling techniques. The data was collected from grade 16 and upper level of employees in the universities. Initially, 130 questionnaires were sent out to the target population for their participation in the survey; out of which 100 filled questionnaires were received forming percentage of 76.92%. These 100 properly filled questionnaires were used for statistical analysis. Both descriptive and advance multivariate statistical, correlation and regression analysis, were conducted to get a feel for the data and to test the postulated hypothesis respectively. Findings of the study revealed that there was non-significant influence of transformational leadership in terms of idealized influence, individualized consideration, and inspirational motivation on employees’ job satisfaction in the public sectors universities of KPK, Pakistan. However, the intellectual stimulation type of leadership had positive and significant impact on employees’ job satisfaction. The paper contributes to the literature review in context of non-forprofit organizations in a developing country and provides implications for universities’ executives to pay more attention to intellectual stimulation type of leadership to increase employees’ satisfaction and thus help achieve the universities goals and objectives.

The Impact of Transformational Leadership on Entrepreneurial Orientation via the Mediating Role of Organizational Learning Capability

2020 ◽  
Vol 8 (2) ◽  
pp. 65
Author(s):  
Razan Nofal ◽  
Mais Jaradat
Keyword(s):  
Transformational Leadership ◽  
Organizational Learning ◽  
Entrepreneurial Orientation ◽  
Commercial Banks ◽  
Quantitative Research ◽  
Intellectual Stimulation ◽  
Design Data ◽  
Learning Capability ◽  
Idealized Influence ◽  
The Impact

The current research aims to investigate the effect of transformational leadership on entrepreneurial orientation in Jordanian commercial banks, and whether organizational learning capability mediates the effect of transformational leadership on entrepreneurial orientation. Adopting a quantitative research design, data were collected by means of a questionnaire-based survey of employees in Jordanian commercial banks. Based on 330 usable responses, the results revealed the significant effect of transformational leadership and two of its dimensions (inspirational motivation and intellectual stimulation) on entrepreneurial orientation. Two other dimensions (idealized influence and individualized consideration) did not contribute to entrepreneurial orientation. Additionally, the results showed that transformational leadership has a significant effect on organizational learning capability, and that organizational learning capability in turn affects entrepreneurial orientation. The findings confirm that organizational learning capability fully mediates the effect of transformational leadership on entrepreneurial orientation. A number of recommendations are advanced, the most important of which is that banks should improve and develop managers’ transformational attributes by training them on how to deal with employees in order to increase their entrepreneurial orientation. Banks should also consider improving their learning capability, as this plays a significant role in enhancing and supporting the effect of transformational leadership attributes on entrepreneurial orientation.

scholarly journals Leadership and Job Satisfaction in the Healthcare Sector: An Exploratory Study in Lebanon

2018 ◽  
Vol 11 (7) ◽  
pp. 46
Author(s):  
Said Hussein ◽  
Inaya Wahidi
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Healthcare Sector ◽  
Active Listening ◽  
Intellectual Stimulation ◽  
Idealized Influence ◽  
Inspirational Motivation ◽  
Administrative Employees ◽  
Leadership Components ◽  
The Relationship

More and more, healthcare institutions work to ameliorate the relation supervisor/supervised. In hospitals, transformational leadership proved to influence employee’s motivation and satisfaction (Spinelli, 2006, p.20) thus the hospital’s services. To our knowledge, there is no study conducted on the administrative employees in the healthcare sector in Lebanon that constitute our sample. There is only one study conducted on nurses by El-Jardali et al., (2008) in 69 hospitals in this country. Given this situation, we how can describe the relationship between transformational leadership and employee’s job satisfaction in hospitals? Data processing of a questionnaire administered to 455 employees of 28 over 125 hospitals in Lebanon shows that there is no significant relationship between the employee’s job satisfaction and these two transformational leadership components: leader’s idealized influence and intellectual stimulation. While we found a correlation between employee’s job satisfaction and two other components: inspirational motivation (Training; projects monitoring) and individualized consideration (Active listening to employee’s work issues).

scholarly journals Impact of Transformational Leadership on the Affective Commitment of Employees in the Service Sector

2019 ◽  
Vol 8 (4) ◽  
pp. 1388-1393
Keyword(s):  
Transformational Leadership ◽  
Service Sector ◽  
Affective Commitment ◽  
Positive Impact ◽  
Multifactor Leadership Questionnaire ◽  
Intellectual Stimulation ◽  
Four Dimensions ◽  
Multifactor Leadership ◽  
The Impact ◽  
The Relationship

Purpose – There are few studies that have studied the relationship between Transformational leadership (TL) and organisation commitment (OC), but there are very few studies on the service sector especially in the Indian context. This study aims to fill the gap in literature by empirically examining the impact of four dimensions of TL using Multifactor Leadership Questionnaire (MLQ) on the Affective Commitment (AC) of the employees, within the context of the service sector in Bengaluru. Design/methodology/approach – A total of two hypotheses were proposed for testing transformational leadership using Multifactor Leadership Questionnaire (MLQ) questionnaire, (Bass and Avolio, 1997) and five items of affective organization commitment developed by Allen and Meyer (1996) was used for affective commitment. The questionnaire was administered to 210 employees working in various industries in the service sector in Bengaluru to measure the impact of TL on the AC of the respondents. Findings – The analysis of the data collected shows that TL has a positive impact on the affective commitment of the employees. In particular, the results of an empirical investigation revealed that individualized influence and individual consideration by the transformational leader had a significant impact on the affective commitment level of the employees. The employees in the hospitality industry had a difference in opinion compared to IT, Banking & education sector employees on the intellectual stimulation by the leader and their affective commitment towards the organization. Originality/value – This paper contributes to the existing literature of leadership and OC by providing practical evidence leading to the improvement of information and the understanding of the relationship between TL and AC.

Physician leadership style predicts advanced practice provider job satisfaction

2019 ◽  
Vol 33 (1) ◽  
pp. 56-72
Author(s):  
Robert S. Guevara ◽  
Jared Montoya ◽  
Meghan Carmody-Bubb ◽  
Carol Wheeler
Keyword(s):  
Job Satisfaction ◽  
Health Care ◽  
Transformational Leadership ◽  
Leadership Style ◽  
Advanced Practice ◽  
Years Of Experience ◽  
Physician Leadership ◽  
Provider Type ◽  
Content Type ◽  
The Impact

Purpose This paper aims to examine the relationship between physician leadership style and advanced practice health-care provider job satisfaction. Design/methodology/approach A total of 320 advanced practice providers (nurse practitioners and physician assistants) in Texas rated their supervising/collaborating physicians’ leadership style using the Multifactor Leadership Questionnaire 5X Short (Bass and Avolio, 2000) and assessed their own job satisfaction using the Abridged Job Descriptive Index (Smith, Kendall and Hulin, 1969). Regression models tested the relationships between physician leadership styles and several facets of job satisfaction of advanced practice providers while controlling for advanced practice provider age, gender, ethnicity, years of experience, salary level, clinical practice setting, level of physician supervision/collaboration and advanced practice provider type. Findings The results demonstrated that physician transformational leadership accounted for between 4.4 and 49.1 per cent of the variance in job satisfaction depending on the aspect of job satisfaction. Satisfaction with job supervision and satisfaction with job in general were those in which transformational leadership was found to have the most impact, explaining 49.1 and 15.5%, respectively. Demographic variables such as advanced practice provider type, age, years of experience and number of hours per week of physician collaboration/supervision had small but statistically significant associations with job satisfaction. Practical implications Recommendations for physician leadership development focusing on transformational leadership as a way to increase the satisfaction among other providers on health-care teams are discussed. Originality/value This paper examines the impact of supervising/delegating physician leadership style on other nonphysician members of the health-care team, specifically advanced practice health-care providers.

scholarly journals The Impact of Organizational Commitment on Job Satisfaction: A Study of Employees at Nigerian Universities

2012 ◽  
Vol 2 (2) ◽  
pp. 1 ◽  
Author(s):  
Bola Adekola
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Public Universities ◽  
Turnover Intentions ◽  
Private Universities ◽  
Private University ◽  
Public And Private ◽  
The Public ◽  
Significant Difference ◽  
The Impact

Researchers have hypothesized that there is a significant difference in the degree of Organizational commitment in Public and Private Universities. This was tested in the Public and Private University system to ascertain the veracity of this hypothesis. Data were collected from 150 employees consisting of academic and Administrative and technical staff from both the public Universities and the Private Universities. The results revealed that employees in Public Universities have greater degree of organizational commitment in comparison to Private Universities. Also, job satisfaction increases or decreases based on increase or decrease in organizational commitment. Obtained results were in the line of the hypotheses. In terms of organizational commitment; a significant difference was noticed between Public and Private Universities. Against expectation, employees of Public Universities exhibited higher degree of organizational commitment as compared to those of Private Universities. Most importantly, organizational commitment is being proven as the catalyst for enhancing job satisfaction level of employees.   Keywords: Organization’s Goals, Performance, Effectiveness, Leadership Styles, Trust within the Organization, Employment Status, Training, Turnover Intentions.

Not All Transformational Leadership Behaviors Are Equal: The Impact of Followers’ Identification With Leader and Modernity on Taking Charge

2016 ◽  
Vol 24 (3) ◽  
pp. 318-334 ◽  
Author(s):  
Jie Li ◽  
Stacie Furst-Holloway ◽  
Larry Gales ◽  
Suzanne S. Masterson ◽  
Brian D. Blume
Keyword(s):  
Transformational Leadership ◽  
Indirect Effects ◽  
High Performance ◽  
Relative Effect ◽  
Future Research ◽  
Intellectual Stimulation ◽  
Performance Expectations ◽  
Wide Range ◽  
Taking Charge ◽  
The Impact

This study investigates how each dimension of transformational leadership directly and indirectly influences followers’ change-oriented behaviors. Using a sample of 329 independent leader–follower dyads from a wide range of Chinese organizations, we examine followers’ identification with leader as an intervening variable between the four dimensions of transformational leadership (“core” transformational behaviors, high-performance expectations, individualized support, and intellectual stimulation) and followers’ taking charge behaviors. Results showed that intellectual stimulation had the highest relative effect size that was largely due to its direct effect on taking charge. Individualized support only exerted a significant indirect effect. Additionally, the negative direct and positive indirect effects of high-performance expectations rendered its total effect nonsignificant. Furthermore, the direct, indirect, and total effects of “core” transformational behaviors were nonsignificant. We also found that followers’ value of modernity moderated the effect of identification with leader on taking charge. The indirect effects of intellectual stimulation, individualized support, and high-performance expectations were significant when modernity was high but nonsignificant when it was low. Implications for theory, practice, and future research are discussed.

scholarly journals The influence of transformational leadership dimensions on intrapreneurial behaviour through mediators

2021 ◽  
pp. 2099-2114 ◽  
Author(s):  
Thi Thuy Giang Huynh
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Organizational Change ◽  
Structural Equation ◽  
Affective Commitment ◽  
Equation Model ◽  
Intellectual Stimulation ◽  
Strategic Renewal ◽  
Mediating Role ◽  
Leadership Dimensions

The present study aimed to examine the direct impact of transformational leadership dimensions on employee strategic renewal behaviour and venture behaviour, and through a mediating role of job satisfaction and employee commitment to organizational change. The study sample consisted of 464 employees in different firm types in Ho Chi Minh city of Vietnam. The data is analysed using a structural equation model (SEM). The paper shows that dimensions of transformational leadership (namely intellectual stimulation, inspirational motivation, and individual consideration) have positive and significant influence employee strategic renewal behaviour and venture behaviour directly, and via job satisfaction and commitment to organizational change (affective commitment and normative commitment) as a moderating mechanism.

scholarly journals JOB SATISFACTION AND QUALIFICATION AS A DETERMINANT OF TEACHERS’ JOB MOBILITY IN PRIMARY SCHOOLS IN OYO STATE

2020 ◽  
pp. 20-24
Author(s):  
Onipede, A.A. Ph.D ◽  
Adeyi, M.O. Ph.D
Keyword(s):  
Job Satisfaction ◽  
Local Government ◽  
Random Sampling ◽  
Primary Schools ◽  
Sampling Technique ◽  
Simple Random Sampling ◽  
Analysis Data ◽  
Job Mobility ◽  
The State ◽  
The Public

This study investigated job satisfaction and qualification as a determinant of teachers’ job mobility in primary schools in Oyo State. The study employed the descriptive research design of the survey type. The population consisted of all teachers from the public primary schools in the state. The sample for this study was 300 teachers which were selected from 20 public primary schools using multi-stage sampling procedure. The first stage involved the use of simple random sampling technique to select 10 Local Government Areas from the thirty- three Local Government Areas of the State. The second stage involved the selection of 20 public primary schools using purposive random sampling technique. Also, 15 teachers were selected from each of the public primary schools using simple random sampling technique at the third stage to make the total of 300 teachers as a sample for the study. A self-structured questionnaire tagged Teachers’ Questionnaire on Job Mobility, Satisfaction and Qualification (TQJMSQ) was used to elicit relevant data for the study. The face and content validity of the instrument was ensured. A reliability co-efficient of 0.69 was obtained for TQJMSQ using Pearson Product Moment correlation analysis. Data collected were analysed using descriptive and inferential statistics. Research questions were answered using simple percentage, mean score and standard deviation while the hypothesis was analysed using t-test, ANOVA and Scheffe posthoc test at 0.05 level of significant. The study shows that job satisfaction and teachers’ qualifications determines job mobility in primary schools in Oyo State. The researchers recommended that government and other school owners should encourage teachers on the job by giving them necessary remuneration and teachers should be encouraged to update themselves to acquire higher qualifications so that they can be fixed to relevant position. KEYWORDS: Job Satisfaction, Qualification, determinant, teachers, job mobility, primary schools.

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