Organisational culture, leadership behaviour and job satisfaction in the Vietnam context

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Quan H.N. Tran
Keyword(s):  
Job Satisfaction ◽  
Leadership Style ◽  
Linear Regression Analysis ◽  
Organisational Culture ◽  
Small Sample ◽  
Content Type ◽  
Leadership Behaviour ◽  
Working People ◽  
Research Findings ◽  
Market Cultures

Purpose The purpose of this paper is to challenge the influence of organisational culture types on leadership behaviour and job satisfaction. The theory of culture was divided into four characteristics, namely, clan, hierarchy, adhocracy and market. Design/methodology/approach A purposive questionnaire was adapted to collect surveys from 294 working people in several sector organisations in Vietnam. The questionnaire included two main parts. The first part comprising demographic questions. The second part included three constituted scales to evaluate organisational culture types, leadership behaviour and job satisfaction. Correlation and linear regression analysis were adapted to use to challenge connections among variables. Findings Hierarchy culture negatively connected to relationship-oriented leadership behaviour. Adhocracy culture positively affected job satisfaction. Clan and market cultures insignificantly predicted leadership style and job satisfaction. Research limitations/implications The research is structured in 294 working people in various Vietnamese sector organisations. This small sample is unlikely to represent the popularity of the findings. Further research should collect samples in more organisations and industries in Vietnam to improve the efficiency of the results. The research findings may support leaders and superiors to choose a proper organisational culture that will reduce employee dissatisfaction. Originality/value The research is conducive to the studies on organisational culture, especially the association between leadership behaviour and job satisfaction in Vietnamese sector organisations

Effect of behavioral variables on organizational citizenship behavior (OCB), with job satisfaction as moderating among Jordanian five-star hotels

2019 ◽  
Vol 35 (2) ◽  
pp. 272-283 ◽  
Author(s):  
Ghaith Alsheikh ◽  
Mutia Abd Alhlim Sobihah
Keyword(s):  
Job Satisfaction ◽  
Leadership Style ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Small Sample ◽  
Citizenship Behavior ◽  
Content Type ◽  
Software Analysis ◽  
Instrument Validity ◽  
Culture Influence

Purpose In the current competitive world of business, it is important that every individual strives to be competitive to elevate his/her life status and creates a bright-looking future. The purpose of this study is to lay emphasis on the Jordanian hospitality industry in light of the investigation as to how organizational commitment, leadership style and organizational culture influence organizational citizen behavior (OCB) with the moderating role of job satisfaction in the relationship. Design/methodology/approach The study explores the determinants based on the responses obtained from the employees working in five-star hotels in Jordan. A small sample was exposed to SPSS software analysis for instrument validity, reliability and data normality. Findings The study validated the reliability of the instrument in conducting a preliminary study, obtaining reasonable normality and highly reliable coefficients of measures (0.753-0.938). Originality/value The study validated the effectiveness of the instrument that examined different specific antecedents of OCB.

School leadership, teacher’s psychological empowerment and work-related outcomes

2019 ◽  
Vol 33 (7) ◽  
pp. 1501-1514
Author(s):  
Kersti Kõiv ◽  
Kadi Liik ◽  
Mati Heidmets
Keyword(s):  
Job Satisfaction ◽  
School Leadership ◽  
Leadership Style ◽  
Indirect Effect ◽  
School Principals ◽  
Psychological Empowerment ◽  
Content Type ◽  
Work Related ◽  
Perceived Leadership ◽  
The Relationship

Purpose The purpose of this paper is to examine the mediating effect of teacher’s psychological empowerment between school leadership style and teachers’ work-related outcomes. Design/methodology/approach A total of 711 teachers from 31 Estonian schools were surveyed with a questionnaire measuring four dimensions of psychological empowerment (competence, meaning, self-determination and impact), school leadership characteristics (leadership style, leader’s empowering behavior and trust in leader) and teacher’s work-related outcomes (job satisfaction and workplace attachment). AMOS path analysis was used to investigate the direct and indirect relations between the teachers’ perceptions of school leadership, their psychological empowerment and their workplace attachment and job satisfaction. Findings This study found that psychological empowerment (subscales meaning and impact) mediates the relationship between perceived leadership empowerment behavior and teachers’ work-related outcomes. Also, the psychological empowerment (meaning and impact) mediates the relationship between perceived leadership style and teachers’ work-related outcomes. Trust in the principal has direct and indirect effect (through psychological empowerment) on job satisfaction, whereas there only seems to be indirect effect on workplace attachment through two components of psychological empowerment. Practical implications The mediating role of psychological empowerment includes an important message for school principals – in order to empower employees it is not sufficient to merely delegate formal power and decision-making rights. To facilitate the development of psychological empowerment, it is important to provide employees with an opportunity to experience agency, to experience that their voice and opinions are taken into account (perceived impact) and the purpose and targets of the whole organization are discussed with the employees and formulated in collaboration with them (perceived meaning). Originality/value Psychological empowerment as a mediating variable has not been widely researched, especially in school environment. The results will provide important signals for school principals, where and how to find leverage to improve teachers’ job satisfaction and workplace attachment.

Does supervisor gender moderate the mediation of job embeddedness between LMX and job satisfaction?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jodie Louise Stewart ◽  
Karl Kilian Konrad Wiener
Keyword(s):  
Job Satisfaction ◽  
Leadership Style ◽  
Role Theory ◽  
Job Embeddedness ◽  
Survey Study ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Content Type ◽  
Relationship Of ◽  
The Relationship

Purpose This paper aims to examine the quality of the relationship between a supervisor and their subordinate, conceptualised as leader member exchange (LMX), and the mediating influence of subordinate’s job embeddedness on job satisfaction. The LMX model considered the four-gender dominant leadership style facets, female – affect and loyalty (communal), and male – contribution and professional respect (agentic). Social role theory was applied to explain societies influence on leadership style. The moderating influence of supervisor gender on the relationship of LMX facets and subordinate embeddedness is investigated. Design/methodology/approach This cross-sectional survey study of 213 self-selected employed participants investigated the mediation of job embeddedness LMX and job embeddedness and the moderation impact of supervisor gender on this mediation. Findings Job embeddedness mediated the relationship between all four facets of LMX and job satisfaction. Supervisor gender did not moderate the relationships of the four LMX facets and job embeddedness. These findings highlight the potential impact of a homogeniuos sample in relation to industry type and culture as this may impact on the findings. That is, participants in this study were predominantly females working in female dominant industries. Originality/value This study builds on the work of Collins et al. (2014) who examined the moderating impact of subordinate gender on the mediating relationship of job embeddedness on the relationship between LMX facets and job satisfaction. Previously, the gender role of supervisors on this relationship was not explored.

scholarly journals Influence Of Supportive And Directive Leadership Styles On Employee Job Satisfaction In Commercial Banks In Kenya

2019 ◽  
Vol 2 (3) ◽  
Author(s):  
DAVIDSON MGHANGA MWAISAKA
Keyword(s):  
Job Satisfaction ◽  
Regression Analysis ◽  
Linear Regression ◽  
Leadership Styles ◽  
Leadership Style ◽  
Commercial Banks ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
Supportive Leadership ◽  
Employee Job Satisfaction

The purpose of the study was to investigate the influence of supportive and directive leadership style on employee job satisfaction in commercial banks in Kenya. The study adopted positivism research philosophy to guide the study and limited itself to descriptive correlational research design to analyze and provide responses to the research questions. The research design was preferred because it allows description and comparison of characteristics of populations based on data collected from samples through questionnaires. The target population of the study was 15,030 employees in all the 43 commercial banks licensed to operate in Kenya as of June 2018. Using stratified sampling technique, the study drew a sample size of 386 employees reporting to middle level managers. Data was collected by means of a questionnaire and analyzed using descriptive and inferential statistics, which included factor analysis, correlational analysis, chi-square, one-way analysis of variance (ANOVA), and regression analysis using Statistical Package for Social Sciences (SPSS) version 20 and Windows’ Microsoft excel programs.From the findings of multiple linear regression analysis, it was established that directive leadership style had a positive and significant relationship with employee job satisfaction, R2 = .228, F(1, 362) = 53.396, p < .05; β = .454, p < .05. The results from multiple linear regression analysis also showed that supportive leadership style positively and significantly predicted employee job satisfaction, R2 = .603, F(1, 366) = 278.269, p < .05; β = .716, p < .05. In addition, the study tested the moderating influence of environmental contingency factors and was confirmed that environmental contingency factors significantly moderated the relationship between path-goal leadership style and employee job satisfaction, R2=0.090, F(5,364) = 35.04, p < .05; β= 0.229, p<.05.The study makes a contribution to the literature of the influence of directive and supportive leadership styles from Kenyan commercial banks’ perspective and adds an impetus to employees, management and policymakers to address issues that are impeding employee job satisfaction. The future researchers should include all bank employees in their study to determine the influence of directive leadership style and supportive leadership style on employee job satisfaction.

scholarly journals THE INFLUENCE OF JOB SATISFACTION AND LEADERSHIP STYLE ON EMPLOYEE PERFORMANCE IN CV. PUTRI SION TUNGGUNJAGIR VILLAGE, MANTUP SUB-DISTRICT, LAMONGAN

2019 ◽  
Vol 16 (2) ◽  
Author(s):  
Nurul Badriyah
Keyword(s):  
Job Satisfaction ◽  
Leadership Style ◽  
Quantitative Research ◽  
Employee Performance ◽  
Linear Regression Analysis ◽  
Research Result ◽  
Multiple Linear Regression Analysis ◽  
Test Reliability ◽  
Business World

The development of the business world today more rapidly resulting in tight competition. This is demanding business players in order to leap ahead of the competition with how to improve the quality of human resources and expected employee can improve performance. To be employee performance and the company is also required to pay attention to the factors that can affect the performance of the employees. This research is a type of quantitative research, data obtained with the spread of the questionnaire to 45 respondents. The population in this research is all employees on CV. Putri Sion which numbered 45 people. The Data obtained and then in the analysis using the validity test, test reliability test, classical assumptions, determination coefficient test, t test, F test and multiple linear regression analysis. This research result shows that partially, job satisfaction and leadership style significantly affect to employee performance meanwhile the most dominant affecting performance is employee jobs satisfaction.

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

2019 ◽  
Author(s):  
Esther Iriagbonse Eroje ◽  
Erasmus Kofi Appiah ◽  
Alezi Braimoh Ifindon Eroje ◽  
MEER ZAKIRULLA ◽  
Jimly James Kunjappu ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Saudi Arabia ◽  
Regression Analysis ◽  
Linear Regression ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
Leadership Behaviour ◽  
R Value ◽  
The Relationship

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.

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.

The experiential understanding group-and-leader managerial course: long-term follow-up

2019 ◽  
Vol 40 (2) ◽  
pp. 151-162
Author(s):  
Christer Sandahl ◽  
Gerry Larsson ◽  
Josi Lundin ◽  
Teresa Martha Söderhjelm
Keyword(s):  
Experiential Learning ◽  
Leadership Style ◽  
Leadership Behavior ◽  
Group Processes ◽  
Leader Development ◽  
Small Sample ◽  
Point Of View ◽  
Positive Trend ◽  
Content Type ◽  
Positive Leadership

Purpose The purpose of this paper is to report on the results of an experiential leader development course titled understanding group-and-leader (UGL). Design/methodology/approach The study sample consisted of 61 course participants (the managers) and 318 subordinate raters. The development leadership questionnaire (DLQ) was used to measure the results of the course. The measurements were made on three occasions: shortly before the course, one month after the course and six months after the course. Findings The managers’ self-evaluations did not change significantly after the course. However, the subordinate raters’ evaluations of their managers indicated a positive trend in the scales of developmental leadership and conventional-positive leadership one month and six months after the course. Research limitations/implications The study was based on a comparatively small sample with a number of drop-outs. The study lacked a control condition. Practical implications From an organizational point of view, it could be argued that it is justifiable to send managers to such a course, as there is a good chance for an improvement in their leadership style as rated by subordinates. Social implications The integration of group processes and leadership behavior in the context of experiential learning seems to be a fruitful path to leader development. Originality/value Longitudinal studies on the results of experiential learning for managers are sparse. This is the first quantitative evaluation of a course that more than 80,000 individuals have taken.

Factors affecting employee performance of PT.Kiyokuni Indonesia

2017 ◽  
Vol 59 (4) ◽  
pp. 602-614 ◽  
Author(s):  
Suharno Pawirosumarto ◽  
Purwanto Katijan Sarjana ◽  
Muzaffar Muchtar
Keyword(s):  
Leadership Style ◽  
Significant Influence ◽  
Employee Performance ◽  
Linear Regression Analysis ◽  
Research Work ◽  
Employee Motivation ◽  
Multiple Linear Regression Analysis ◽  
Primary Data ◽  
Content Type ◽  
Factors Affecting

PurposeThis study aims to examine, analyze and explain the influence of leadership style, motivation and discipline to employee performance simultaneously and partially at PT. Kiyokuni Indonesia. Design/methodology/approachThe primary data used in this study come from questionnaire on respondents’ motivation, discipline, leadership style and employee performance. From 451 people as the population, 82 respondents who met the criteria as a sample were chosen by using the Slovin formula. The analytical method used is multiple linear regression analysis using SPSS Version 22. FindingsThe results of this study indicate that there is a positive and significant influence simultaneously between leadership style, employee motivation and discipline on employee performance. The results also show that there is a positive and significant influence partially between leadership style, employee motivation and discipline on employee performance. Discipline is the variable of the most powerful influence on employee performance, so it needs special attention. Originality/valueThe respondents of this research work for a company which generates products through the work of hands (manual work) and aims to promote the products in the international market.

The inevitability of digital transfer

2019 ◽  
Vol 29 (1/2) ◽  
pp. 224-239 ◽  
Author(s):  
Lale Özdemir
Keyword(s):  
Major Change ◽  
Target Population ◽  
Small Sample ◽  
Original Research ◽  
Content Type ◽  
Transfer Rule ◽  
National Archives ◽  
Research Findings ◽  
The Uk ◽  
Public Bodies

Purpose This paper aims to assess how prepared public bodies are for the transfer of born-digital records to the National Archives (TNA) of the UK in line with the reduction in the transfer rule from 30 to 20 years. Design/methodology/approach The change in the transfer rule means that records of UK public bodies will be transferred to TNA for permanent preservation at 20 years as opposed to 30 years old. This move, which has been described as a major change that is going to be introduced in a manageable and affordable way (20-year rule, The National Archives), will inevitably witness the transfer of born-digital records to the archives much earlier than would have been the case if the change in the transfer rule had not been made. This paper reports on research carried out in the winter of 2017 on the extent to which UK public bodies are prepared for the transfer of born-digital records to TNA. Research was based on a survey of 23 public bodies which included ministries, charities and non-departmental public bodies. The target population was predominantly public bodies that had the highest level of transfer of records to TNA. The justification for this lies in the fact that these bodies, amongst others, transfer the most records to TNA, thus it would be interesting to gain an insight into how prepared these relatively larger public bodies are with regard to born-digital transfer. The remaining public bodies were chosen randomly amongst non-ministerial departments. The primary areas under analysis are plans of public bodies for the transfer of born-digital records, processes for transfer to be undertaken such as selection, appraisal etc., the use of technology in sensitivity review and the trigger date for the transfer of records. Findings An analysis of the research findings found that while a few UK public bodies surveyed had transferred datasets within the framework of the TNA Government Datasets (NDAD) initiative or as part of an inquiry, only one public body had transferred other born-digital records to TNA. The findings also reveal that most public bodies are yet to plan for, or to adjust, their current archival processes to take into account the different mind-set and skills required for the transfer of born-digital records. The level of preparedness is therefore limited primarily because public bodies have yet to undertake a transfer of born-digital records to the archives. The research findings also revealed that public bodies had not as yet made adjustments or changes to current practice to take into account the issues relating to the processing of born-digital records prior to transfer. Research limitations/implications The findings of the research at hand are based on a survey submitted electronically to twenty-three public bodies with the aim of assessing how prepared they are for the transfer of born-digital records to the National Archives (TNA). The survey was sent to 27 public bodies with responses received by 23 public bodies. The survey sent to these bodies comprises eight questions that were deemed to be important in the current digital landscape with regard to the processes involved in the transfer of records, beginning from their creation. Thus, an element of subjectivity exists with regard to the outcome of the research, as the public bodies chosen were guided in prioritising any issues about digital transfer through the questions posed. The research carried out is also limited in that it focuses primarily on ministerial departments (14 of the 23 surveyed) and also constitutes a very small sample of UK public bodies overall. However, the originality of the data obtained through the study carried out by far outweighs the limitations of the research methodology. Originality/value This paper highlights that the transfer of born-digital records through original research amongst the 23 public bodies surveyed is not widespread, and that processes and procedures specifically for the management of processes for born-digital records are yet to be implemented. The study concludes that long-term planning for the transfer of born-digital records is yet to be undertaken and that public bodies are more likely to deal with the issue when their digital records are closer to reaching the point of transfer.

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