Effect of Transformational Leadership on Employees’ Innovativeness and Job Satisfaction in Pakistani Private Sector

Private Sector ◽

Leadership Styles ◽

Target Population ◽

Asia Pacific ◽

Significant Relationships ◽

Current State ◽

Business Market ◽

According to leadership literature, current transformational leadership styles are associated with job satisfaction to varying degrees. According to several studies, transformational leadership leads to higher levels of job satisfaction. Given the current state of the Pakistani business market, the study's overarching goal was to investigate the relationship between transformational leadership styles and employees' levels of innovativeness and job satisfaction in the Pakistani private sector. To achieve the study's objectives, a quantitative study was conducted. Questionnaires were distributed to employees in Pakistan's private sector from a predetermined target population. The data collected was analysed using statistical software. According to the study's findings, there are statistically significant relationships between overall transactional leadership, employee innovativeness, and job satisfaction, as well as overall transformational leadership and job satisfaction. This study is one of the few that focuses on the private sector to help improve understanding of how to manage and retain employees in the private sector. These findings are also useful for the Asia-Pacific private sector in maintaining the work-life balance of affective commitments, which leads to positive in-role performance. Keywords: Leadership, Leadership styles, Job satisfaction, employees, Private sector

Effect of Transformational Leadership on Employees’ Innovativeness and Job Satisfaction in Kuwait Private Sector

Psychology and Education Journal ◽

10.17762/pae.v58i1.1139 ◽

2021 ◽

Vol 58 (1) ◽

pp. 2573-2588

Author(s):

Mohd. Mousa Mustafa Odeh, S. M. Ferdous Azam, Normy Rafida

Keyword(s):

Job Satisfaction ◽

Private Sector ◽

Leadership Styles ◽

Target Population ◽

Gulf Region ◽

Life Balance ◽

Significant Relationships ◽

Business Market ◽

Literature on leadership identifies that current transformational leadership styles are related to job satisfaction by varying degrees. Several studies have indicated that transformational leadership results in higher levels of job satisfaction. In consideration of the current Kuwait business market, the overall aim of the study was to investigate the relationship between transformational leadership styles and employees’ innovativeness and job satisfaction levels within the Kuwait private sector. A quantitative study was conducted to accomplish the objectives of the study. Questionnaires were administered to employees within the selected target population in the Kuwait private sector. The data received were analysed using statistical packages. The results of the study show that there are statistically significant relationships between overall transactional leadership, employees’ innovativeness and job satisfaction, overall transformational leadership and job satisfaction. This study is one of the limited research focusing on Kuwait private sector to help enhance the understanding of how best to manage and retain the employees in the private sector. These findings are also useful for private sector in the Gulf region to maintain the work-life balance of affective commitments, leading to positive in-role performances.

Leadership style and job satisfaction: A developing economy perspective

Corporate Ownership and Control ◽

10.22495/cocv10i4c4art2 ◽

2013 ◽

Vol 10 (4) ◽

pp. 390-399 ◽

Cited By ~ 1

Author(s):

Jeevarathnam Parthasarathy Govender ◽

Hari Lall Garbharran ◽

Roland Loganathan

Keyword(s):

Job Satisfaction ◽

Leadership Styles ◽

Transactional Leadership ◽

Leadership Style ◽

Multifactor Leadership Questionnaire ◽

Satisfaction Questionnaire ◽

Minnesota Satisfaction Questionnaire ◽

Multifactor Leadership ◽

Research has suggested a relationship between leadership style and job satisfaction. This paper examines this relationship in the context of a developing country, viz., South Africa. The objective of the paper is to assess the relationship between the two variables as well as the influence of biographical variables on leadership style and job satisfaction. The survey was based on the Minnesota Satisfaction Questionnaire and the Multifactor Leadership Questionnaire. The results suggest a significant correlation between the three leadership styles, viz., transformational leadership, transactional leadership and laissez-faire leadership, and job satisfaction. There were no significant differences between the biographical variables and the three leadership styles.

Transformational Leadership Style on Nursing Job Satisfaction Amongst Nurses in Hospital Settings: Findings From Systematic Review

Global Journal of Health Science ◽

10.5539/gjhs.v11n6p25 ◽

2019 ◽

Vol 11 (6) ◽

pp. 25 ◽

Cited By ~ 3

Author(s):

Saleh Alzahrani ◽

Abd Alhadi Hasan

Keyword(s):

Systematic Review ◽

Job Satisfaction ◽

Saudi Arabia ◽

Leadership Styles ◽

Leadership Style ◽

Negative Relationship ◽

Transformational Leadership Style ◽

The Impact ◽

BACKGROUND: The nursing shortage is a common problem in Saudi Arabia with multi-factorial causes. In addition to the low supply of Saudi graduate nurses from training facilities, job satisfaction remains a significant determinant of nurse turnover and intention to leave that contribute to the shortage of nursing workforce. The higher number of expatriate nurses who have a short stay compared to Saudi nurses compounds this problem. Therefore, effective strategies for making the nursing profession attractive and increasing nurse retention in Saudi Arabia are required. OBJECTIVE: The general objective was to examine the impact of transformational leadership style on job satisfaction amongst nurses in hospital settings. Specifically, the appraisal examined how transformational leadership style improves nursing job satisfaction in hospital settings, determined the mediating factors of the relationship between transformational leadership style and nurses’ job satisfaction, and investigated nurses’ perceptions of transformational leadership style compared with other leadership styles. METHODOLOGY: This study was used systematic review design with eight selected quantitative nursing research published between 2012 and 2017. A systematic search of the recent literature was conducted on PubMed, Scopus, Wiley Online, and Web of Science databases using search terms developed a priori to identify the articles that met the inclusion criteria. The quality of the included studies was evaluated by McMaster Critical Review Form for Quantitative Studies. Extracted data were summarised, explored and correlated using narrative synthesis. FINDINGS: Eight studies of cross-sectional design were appraised. Transformational leadership style was positively related to nurses’ job satisfaction. Transactional leadership also had a positive correlation while passive-avoidant or laissez-faire style had a negative relationship. Transformational leadership improved nursing job satisfaction through its dimensions (idealised influence, inspirational motivation, intellectual stimulation and individualised consideration). Nurse empowerment and workplace support mediated the relationship between transformational leadership and nurse job satisfaction. Nurses had a higher perception of transformational style compared to other leadership styles, and job satisfaction was found to improve nurse and patient outcomes. CONCLUSION: Transformational leadership appears to improve job satisfaction of nurses working in a hospital setting that leads to higher nursing retention. Hospital administrators and managers should practice transformational leadership to improve job satisfaction of staff nurses for better nursing outcomes, and leadership skills should be incorporated in the nursing education curriculum. However, further evaluation of transformational leadership in relation to its influencing factors is required.

Status Quos Are Made to be Broken: The Roles of Transformational Leadership, Job Satisfaction, Psychological Empowerment, and Voice Behavior

SAGE Open ◽

10.1177/21582440211006734 ◽

2021 ◽

Vol 11 (2) ◽

pp. 215824402110067

Author(s):

Sehrish Ilyas ◽

Ghulam Abid ◽

Fouzia Ashfaq ◽

Muhammad Ali ◽

Wasif Ali

Keyword(s):

Job Satisfaction ◽

Social Exchange ◽

Social Exchange Theory ◽

Psychological Empowerment ◽

Employee Voice ◽

Voice Behavior ◽

Multiple Mediation ◽

Significant Difference ◽

Employee voice behavior has attained significant attention in contemporary research due to its positive consequences for both workers and employers. Drawing on the social exchange theory, this study examined the mediating role of job satisfaction and psychological empowerment on the relationship between transformational leadership and employee’s voice behavior. Data were collected through survey questionnaires by utilizing a three-wave time-lagged study design from employees from diverse private and public sector organizations in Pakistan. The parallel multiple mediation is tested through Hayes’s process macro. The results indicate that job satisfaction and psychological empowerment partially mediate the relationship between transformational leadership and employee’s voice behavior. Further analysis depicts that both job satisfaction and psychological empowerment leveraged under transformational leadership act as parallel mediators and have no statistical significant difference between them. The theoretical and managerial implications are discussed.

The Relationship Among Leadership Styles of Nurse Managers, Job Satisfaction, Organizational Commitment, and Turnover Intention

Journal of Korean Academy of Nursing ◽

10.4040/jkan.2002.32.6.812 ◽

2002 ◽

Vol 32 (6) ◽

pp. 812 ◽

Cited By ~ 18

Author(s):

Na Sun Ha ◽

Jung Choi

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Leadership Styles ◽

Turnover Intention ◽

Nurse Managers ◽

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

International Business Research ◽

10.5539/ibr.v11n7p46 ◽

2018 ◽

Vol 11 (7) ◽

pp. 46

Author(s):

Said Hussein ◽

Inaya Wahidi

Keyword(s):

Job Satisfaction ◽

Healthcare Sector ◽

Active Listening ◽

Intellectual Stimulation ◽

Idealized Influence ◽

Inspirational Motivation ◽

Administrative Employees ◽

Leadership Components ◽

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).

KEPEMIMPINAN TRANSFORMASIONAL, KEPUASAN KERJA, DAN KOMITMEN AFEKTIF PADA KARYAWAN PERUSAHAAN BIDANG KONSTRUKSI MILIK PEMERINTAH DI MEDAN

Jurnal Manajemen Indonesia ◽

10.25124/jmi.v18i3.1733 ◽

2019 ◽

Vol 18 (3) ◽

pp. 209

Author(s):

Bachruddin Saleh Luturlean ◽

Arif Partono Prasetio ◽

Anisa Firli ◽

Gilang Ananda Mikola ◽

Muhammad Adnan Darmawan

Keyword(s):

Job Satisfaction ◽

Human Resources ◽

Leadership Styles ◽

Leadership Style ◽

Affective Commitment ◽

Positive Experience ◽

Business Organizations ◽

Transformational Leadership Style

Affective commitment is a commitment that comes from within and it needs quite some time to develop. Organizations need to ensure that their employees have strong affective commitment. Transformational leadership style can help employees to feel valued and develop strong commitment. On the other hand the positive atmosphere inside the organization will also enrich the positive experience of employees which in the end will increase the affective commitment. This study analyses the effect of transformational leadership and job satisfaction on employee’s affective commitment. We study one of the state companies in Medan using 72 participants. The explanatory method and path analysis are used to explain relationships and influences between variables. The results of the study prove that transformational leadership style and job satisfaction simultaneous and partial have effects in improving the quality of employee affective commitment. Business organizations need to apply transformational leadership styles and develop human resources program that can enhance job satisfaction. By carefully focus on these two elements, the organization is expected to be able to increase employee affective commitment. Keywords—Transformational Leadership, Job satisfaction, Affective Commitment Abstrak Komitmen afektif adalah komitmen yang muncul dari dalam diri sendiri dan dibangun seiring berjalannya waktu. Organisasi perlu memastikan bahwa karyawan mereka memiliki komitmen afektif yang kuat. Unsur kepemimpinan khususnya yang bersifat transformasional diyakini dapat membuat karyawan merasa dihargai dan pada akhirnya memiliki komitmen yang kuat. Di samping itu, suasana dalam organisasi yang menyenangkan akan memperkaya pengalaman positif karyawan yang juga berdampak pada peningkatan komitmen afektif. Penelitian ini menganalisis pengaruh kepemimpinan transformasional dan kepuasan kerja terhadap terbentuknya komitmen afektif karyawan di salah satu perusahaan negara di Medan. 72 Responden yang berpartisipasi dalam penelitian ini. Metode eksplanatori dan analisis jalur digunakan untuk menjelaskan hubungan dan pengaruh antar variabel. Hasil penelitian membuktikan bahwa gaya kepemimpinan transformasional dan kepuasan kerja memiliki pengaruh simultan dan parsial terhadap peningkatan kualitas komitmen afektif karyawan. Organisasi bisnis perlu mengaplikasikan gaya kepemimpinan transformasional serta mengembangkan program sumberdaya manusia yang bisa meningkatkan kepuasan kerja karyawan. Dengan mengoptimalkan kedua unsur ini, organisasi diharapkan mampu meningkatkan komitmen afektif karyawan. Kata kunci—Kepemimpinan Transformasional, Kepuasan Kerja, Komitmen Afektif

The relationship between transformational leadership and job satisfaction in selected colleges at King Khalid University, Abha, Saudi Arabia

10.21203/rs.2.11236/v1 ◽

2019 ◽

Author(s):

Esther Iriagbonse Eroje ◽

Erasmus Kofi Appiah ◽

Alezi Braimoh Ifindon Eroje ◽

MEER ZAKIRULLA ◽

Jimly James Kunjappu ◽

...

Keyword(s):

Job Satisfaction ◽

Saudi Arabia ◽

Regression Analysis ◽

Linear Regression ◽

Linear Regression Analysis ◽

Multiple Linear Regression Analysis ◽

Leadership Behaviour ◽

R Value ◽

Abstract Background Leadership has become the key issues in managing the organization, the emerging business and economic environments have forced organizations to be flexible, adaptive, entrepreneurial and innovative to meet changing demand of the present-day business environment. The purpose of the present study is to examine the relationship between the various dimensions of transformational leadership (predictor variable) and their effects on employees’ job satisfaction (criterion variable) in three selected Colleges (Medicine, Dentistry and Science) in King Khalid University. Methods The methodology employed in this study was a quantitative and cross-sectional correlational survey type of design Data collection was done using a questionnaire design that was directly administered to the participants. 250 questionnaires were sent to the participating three colleges (Medicine, Dentistry and Sciences). Results The findings of the multiple linear regression analysis indicated a weak positive association between transformational leadership behaviour and employees’ job satisfaction (R-value 0.386). The multiple linear regression analysis signifies a weak positive correlation between transformational leadership behaviour and job satisfaction (R-value 0.386). A p-value in Spearman’s rho that is less than the 0.05 level of significance indicated that there is a significant level of relationship which exists between transformational leadership behaviour and job satisfaction. Conclusions This study concluded that transformational leadership behaviour and its four dimensions showed a weak positive correlation with a statistically significant level of relationship between transformational leadership behaviour and employees’ job satisfaction among three selected colleges (Medicine, Dentistry and Sciences) in King Khalid University, Abha, Saudi Arabia.

How to Support the Effect of Transformational Leadership on Performance in Agricultural Enterprises

Sustainability ◽

10.3390/su12187510 ◽

2020 ◽

Vol 12 (18) ◽

pp. 7510

Author(s):

Nadežda Jankelová ◽

Zuzana Joniaková ◽

Ildikó Némethová ◽

Jana Blštáková

Keyword(s):

Job Satisfaction ◽

Business Performance ◽

Positive Association ◽

Job Autonomy ◽

Management Styles ◽

Research Results ◽

Agricultural Enterprises ◽

The Relationship ◽

Positive Effect

The study published in this article contains the results of examining the relationship between transformational leadership and natural performance in agribusiness. For the purposes of the study, natural performance refers to performance that considers the natural results of agrarian plant and animal production. This research focuses on the influence of transformational leadership on business performance through job autonomy and job satisfaction. The study was conducted on a research sample of 757 respondents from 49 businesses. The study verifies a positive association between transformational leadership and business performance, which is mediated by job autonomy and job satisfaction. The research results have proven that transformational leadership has a positive effect on agribusiness performance mediated through job autonomy and job satisfaction. The study contains important knowledge on agribusiness sustainability, as it provides verifiable findings on the relationship between management styles and natural performance of business.

The impact of transactional and transformational leadership on employee intention to stay in deluxe hotels: Mediating role of organisational commitment

Tourism and Hospitality Research ◽

10.1177/1467358420972156 ◽

2020 ◽

pp. 146735842097215

Author(s):

Abu Elnasr E Sobaih ◽

Ahmed M Hasanein ◽

Meqbel M Aliedan ◽

Hassan S Abdallah

Keyword(s):

Leadership Styles ◽

Affective Commitment ◽

Positive Impact ◽

Organisational Commitment ◽

Intention To Stay ◽

Mediating Role ◽

The Impact ◽

This study examines the impact of both transformational leadership (TFL) and transactional leadership (TCL) on employee intention to stay (ITS) in deluxe hotels. It also examines the mediating role of organisational commitment (OC) in the relationship between leadership styles, i.e. TFL and TCL, and ITS. A pre-tested questionnaire survey was self-administered to front-line employees in deluxe hotels in Egypt, where these leadership styles were prominent. The key findings showed that TFL has more positive impact on OC and ITS than TCL. Affective commitment (AC) and normative commitment (NC) were found to partially mediate the relationship between both leadership styles and ITS. Employees exhibit higher ITS when they perceive proper leadership practices, especially TFL. Hotel executives should place more emphasis and investments on TFL to effectively achieve OC and positively influence ITS which is critical for the hotel industry that often suffers from high employee turnover.