scholarly journals Factors influencing job satisfaction among academic staffs

2020 ◽  
Vol 9 (2) ◽  
pp. 285
Author(s):  
Choon Hee Ong ◽  
Chong Hui Shi ◽  
Tan Owee Kowang ◽  
Goh Chin Fei ◽  
Lim Lee Ping
Keyword(s):  
Job Satisfaction ◽  
Leadership Style ◽  
Survey Method ◽  
Top Management ◽  
Hierarchy Theory ◽  
Effective Strategies ◽  
Lmx Theory ◽  
Management Leadership ◽  
Member Exchange ◽  
And Performance

The purpose of this study is to examine the relationship between pay and benefits, work environment, top management leadership, workload and job satisfaction among academic staffs in a private academic institution in Malaysia. Motivation-Hygiene Theory, Maslow’s Needs Hierarchy theory and Leader-Member Exchange (LMX) theory were used to establish the theoretical framework of this study. Questionnaire survey method was employed to collect data which yielded 82 responses in this study. Statistical Package for Social Science (SPSS) was used to perform data analysis throughout the study. All study variables were found to have significant positive relationships with job satisfaction among academic staffs in the selected institution. Top management leadership was discovered to have the most significant relationship with job satisfaction. The findings of this research provide a clear message to the top management that leadership plays an important role in enhancing job satisfaction of the academic staffs. Hence, it is suggested that the institution management should adopt appropriate leadership style and establish effective strategies and policies that aim to increase job satisfaction and performance of the academic staffs.

Revisiting leader-member exchange theory: insights into stadia management

2017 ◽  
Vol 8 (3) ◽  
pp. 244-260 ◽  
Author(s):  
Majd Megheirkouni
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Leader Member Exchange ◽  
Organisational Commitment ◽  
Content Type ◽  
Lmx Theory ◽  
Member Exchange ◽  
And Performance ◽  
Sport Events ◽  
The Relationship

Purpose The purpose of this paper is to examine the mediating impacts of leader-member exchange (LMX) theory on the relationship between job satisfaction, organisational commitment and performance of staff operating in stadia and arenas hosting sport events. Design/methodology/approach A quantitative methods approach was used to gather the data. In total, 146 surveys were completed from stadia hosting sport events in London, Dubai and Doha. Data were analysed using SPSS. Findings LMX fully mediated the relationship between job satisfaction and organisational commitment. LMX fully mediated the relationship between job satisfaction and job performance. In addition, job satisfaction was positively and directly related to job performance as well as organisational commitment. Research limitations/implications In-depth interviews approach is also needed to understand how employees perceive their supervisors, managers, or leaders in stadia hosting sport events. Originality/value The paper advances leadership research in stadia hosting sport events that links the impacts of LMX theory on job satisfaction, organisational commitment and performance.

Differentiatie door coaches binnen amateursportteams: terecht of onterecht?

2007 ◽  
Vol 20 (4) ◽  
Author(s):  
Wim van Breukelen ◽  
Wendy Wesselius
Keyword(s):  
Team Performance ◽  
Differential Treatment ◽  
Working Relationships ◽  
Leader Member Exchange ◽  
Sports Teams ◽  
Team Members ◽  
Lmx Theory ◽  
Member Exchange ◽  
Relevant Topic ◽  
And Performance

Differential treatment by coaches of amateur sports teams: right or wrong? Differential treatment by coaches of amateur sports teams: right or wrong? J.W.M. van Breukelen & W. Wesselius, Gedrag & Organisatie, volume 20, November 2007, nr. 4, pp. 427-444 A central assumption in the Leader-Member Exchange (LMX) theory is that leaders do not adopt a single style towards all members of their work unit, but treat the various team members differently. This may result in different kinds of working relationships between the leader and the various members ranging from formal to intense. The effects of these different LMX relationships are visible in important outcome variables such as job satisfaction and performance. Not only in working organizations but also in the context of sports differential treatment by the coach seems a relevant topic. In this article we describe the results of a field study among the players (N = 218) of 21 amateur sports teams. Firstly, we investigated on which aspects the coaches of these teams differentiated between the various team members and how these incidents of differential treatment were experienced by the players in terms of justice and fairness. In addition, we analyzed whether the frequency and evaluation of differential treatment was related to the players' enthusiasm and to team atmosphere and team performance. Social differentiation was appreciated less than task differentiation. Especially task differentiation proved to be important for team performance.

scholarly journals The Effect of Leaders’ Adoption of Task-Oriented or Relationship-Oriented Leadership Style on Leader-Member Exchange (LMX), In the Organizations That Are Active In Service Sector: A Research on Tourism Agencies

2018 ◽  
Vol 7 (1) ◽  
pp. 50 ◽  
Author(s):  
Nilufer Ruzgar
Keyword(s):  
Human Resources ◽  
Leadership Style ◽  
Service Sector ◽  
Considerable Effect ◽  
Survey Method ◽  
Leader Member Exchange ◽  
Face To Face ◽  
Member Exchange ◽  
Group Members ◽  
Task Oriented

It is essential in all organizations to provide integration of human resources and the organization, in terms of organizational effectiveness. In organizations that are active in service sector, this integration is especially important because of the fact that the employees are in face-to-face relationship with the customers. In this sense, the extent of responsibility on managers/leaders, is really important. Managers/leaders in organizations can adopt a leadership style and behave as “Task (Work) Oriented” or “Employee (Relationship) Oriented”. The style that is adopted by the leader, has a considerable effect on their relationship with employees.Leader-member Exchange Theory (LMX) is the leading theory that scrutinizes endogeneity and exogeneity. LMX, codes human resources as inner-group and outer-group in the context of leader-member exchange. The leadership styles that are adopted by the managers, have great impact on the exchange among leaders and subordinates. Thus, the subordinates perceive their situation either inner-group members or outer-group members.The purpose of this study, is to find out the effect of the leadership style that is adopted by the managers on Leader-Member Exchange (LMX). In this context, a survey method is applied to the tourism agencies that are active in Yalova, Turkey. The survey consists Fiedler’s LPC (least preferred co-worker) measure, Leader-member Exchange measure and demographical questions. According to the results, there is no statistically significant effect of Task Oriented leadership style on Self Oriented dimension of LMX. On the other hand, it has been found that there is statistically significant effect of Relationship Oriented Leadership Style on Self Oriented dimension of LMX.

scholarly journals The Effect Of Transformational Leadership, Intrinsic Motivation On Employee Performance With Work Facility As A Mediation Variable

2019 ◽  
Vol 2 (1) ◽  
Author(s):  
DESTY KHOIRUNNISA
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Regression Analysis ◽  
Intrinsic Motivation ◽  
Leadership Style ◽  
Employee Performance ◽  
Analytical Tool ◽  
Survey Method ◽  
Transformational Leadership Style ◽  
Positive Effect

The purpose of this study was to analyze the effect of transformational leadership style,intrinisk motivation on the performance of employees train company with job satisfaction asa mediating variable. The number of respondents taken in this study were 52 respondentsusing probability sampling. This study uses a survey method using a quantitative approach.The analytical tool used in this study is multiple regression analysis with SPSS software.Based on the conclusion that transformational leadership style and intrinsic motivation havea positive effect on employee performance with job satisfaction as a mediating variable.

scholarly journals PERSEPSI SERVANT LEADERSHIP PERGURUAN TINGGI DI KOTA PALU

2018 ◽  
Vol 4 (1) ◽  
pp. 81-90
Author(s):  
Hanida W Adda ◽  
Pricylia Chintya Dewi Buntuang
Keyword(s):  
Servant Leadership ◽  
Leadership Style ◽  
Spiritual Development ◽  
Intrinsic Value ◽  
Survey Method ◽  
Group Cohesiveness ◽  
Public And Private ◽  
Leadership Perception ◽  
Management Leadership ◽  
University Leaders

Leadership gives its own color in organizational management. Leadership style that suits the character of the organization will contribute in the effectiveness of decision making and policy making. The college as Center of Excellent is required to be able for answer the challenges of environmental change with creating graduates who have qualities that match the demand of the labor market. Servant leadership leadership style is seen as one of the leadership styles that are able to fulfill that goal. Therefore, this study is intended to analyze the character servant leadership that is owned by the ranks of university leaders. This research was conducted by survey method to several public and private universities in Palu City to see the implications of leadership perception. The results of this study indicate that the leadership of several universities in Palu City has servant leadership character on various aspects such as trying to build relationships, maintaining group cohesiveness, and appreciating spiritual development, self-introspection, appreciating the development of professionalism, listening to others, individual persuasion, persuasive approach, striving for vision, prioritizing problem solving, believing in institutions to improve living standards, believing that members have intrinsic value, and generally being able to understand the needs of others, but in particular leaders have not fully understood the specific needs every member of the organization in the college he leads. Kepemimpinan memberikan warna tersendiri dalam manajemen organisasi. Gaya kepemimpinan yang sesuai dengan karakter organisasi akan memberi kontribusi dalam efektivitas pengambilan keputusan dan penetapan kebijakan. Perguruan tinggi sebagai The Center of Excellent dituntut untuk mampu menjawab tantangan perubahan lingkungan dengan menciptakan lulusan yang memiliki kualitas yang sesuai dengan permintaan pasar tenaga kerja. Gaya kepemimpinan servant leadership dipandang sebagai salah satu gaya kepemimpinan yang mampu memenuhi tujuan tersebut. Oleh karena itu, penelitian ini dimaksudkan untuk menganalisa karakter kepemimpinan servant leadership yang dimiliki oleh jajaran pimpinan perguruan tinggi. Penelitian ini dilakukan dengan metode survey ke beberapa perguruan tinggi negeri dan swasta yang ada di Kota Palu untuk melihat implikasi persepsi kepemimpinan. Hasil penelitian ini menunjukkan bahwa pimpinan beberapa perguruan tinggi di Kota Palu memiliki karakter kepemimpinan servant leadership pada berbagai aspek diantaranya berusaha membangaun jalinan silaturahmi, menjaga kekompakan kelompok, dan menghargai perkembangan spiritual, introspeksi diri, menghargai perkembangan profesionalisme, mendengarkan orang lain, berprasangka baik, menghargai perkembangan individu, melakukan pendekatan persuasif, berusaha mewujudkan visi, mengutamakan intuisi memecahkan masalah, percaya pada institusi untuk memperbaiki taraf hidup, percaya bahwa anggota memiliki nilai intrinsik, dan secara umum mampu memahami kebutuhan orang lain, namun secara khusus pemimpin belum sepenuhnya dapat memahami kebutuhan khusus setiap anggota organisasi di perguruan tinggi yang dipimpinnya.

Malaysia Education: Explanations From the Perspective of Leader-member Exchange Theory

2019 ◽  
Vol 1 (2) ◽  
pp. 47-50
Author(s):  
Zaridah Zakaria ◽  
Marinah Awang ◽  
Ramlee Ismail
Keyword(s):  
Leadership Style ◽  
Cultural Context ◽  
Leadership Practices ◽  
Educational Institutions ◽  
Leader Member Exchange ◽  
Policy Makers ◽  
Lmx Theory ◽  
Member Exchange ◽  
Clear Identification ◽  
Workplace Setting

Objective: The purpose of this paper is to examine the leadership practices in unique Eastern perspectives of Malaysian educational institutions through the lens of Leader-Member Exchange (LMX) Theory. Methodology: A survey using LMX 7 questionnaire was used to obtain LMX explanations among Malaysian educational sector workers, determining whether they belong to either in-group or out-group in their workplace setting. Results: Although the research found descriptive classifications of the workers as followers in the leadership setting, there are cultural factors inherent in the result leading to the significance of the research in Malaysia as a unique multi-cultural country in the East. Implication: The study is useful for the policy makers so they can formulate better policies through clear identification of followers’ types in leadership setting. For the practitioners, this study adds to the knowledge to better delegation of the followers in regards to responsibility and administrative sharing of tasks.  This paper gives valuable reference to educational practitioners especially the managers to enlighten on the suitable practice of leadership style grounded on the unique cultural context in Malaysian education.

scholarly journals The Interdependence of Leader-Member Exchange Relation and the Leadership Style: Research in Serbian Organisations

2016 ◽  
Vol 54 (3) ◽  
pp. 363-383
Author(s):  
Vesna Stojanović Aleksić ◽  
Milena Stanisavljević ◽  
Aleksandra Bošković
Keyword(s):  
Leadership Style ◽  
Interpersonal Relations ◽  
Theory And Practice ◽  
Survey Method ◽  
Leader Member Exchange ◽  
High Quality ◽  
Active Involvement ◽  
Member Exchange ◽  
The Republic

AbstractThe interdependence of leader behaviour, leadership styles and interpersonal relations with followers suggests a need to investigate various aspects of leadership from the perspective of a follower, which is the main subject of the paper. The study aims to determine the quality of leader-member exchange (LMX) in order to reach a conclusion on whether the perception of followers on the quality of LMX affects the leadership style and which style is the most commonly used. The empirical research was conducted in 2015, in the Republic of Serbia, on a sample of 100 respondents, employees in 12 organisations, using the survey method. The results show there is the highest positive correlation between high quality LMX and participatory leadership style. In the opinion of the followers, achievement-oriented style is the most common, regardless of the fact that there are high quality LMX in the majority of companies in the sample. The importance of research is in highlighting the role of followers in the process of organisational leadership, as active and equal participants. Practical contribution is reflected in giving guidance for leaders for more active involvement of followers in the decision making process and adapting leadership style to specific traits of followers and the situational circumstances. Studies of this type are not often in the local organisational theory and practice.

scholarly journals Work Discipline, Competence, Empowerment, Job Satisfaction, and Employee Performance

2019 ◽  
Vol 8 (3) ◽  
pp. 7209-7215
Keyword(s):  
Job Satisfaction ◽  
Spatial Planning ◽  
Structural Equation ◽  
Employee Performance ◽  
Civil Servants ◽  
Equation Modeling ◽  
Survey Method ◽  
Weighted Mean ◽  
The Republic ◽  
And Performance

The results of the study indicate that employees were not satisfied with their work discipline, competence, and empowerment. Thus, job satisfaction cannot be compared to employee performance. Applying a survey method to reveal the perceptions of 376 employees of the Ministry of Agrarian Affairs and Spatial Planning/National Land Agency of the Republic of Indonesia, starting from August 2016 - August 2017, this study reveals work discipline, competence, and empowerment had implications for job satisfaction in improving employee performance. Data were analysed descriptively (weighted mean score) and inferentially (Structural Equation Modeling). The results showed that: (1) Work discipline, competence, empowerment, job satisfaction and performance of the civil servants at the Ministry of Agrarian and Spatial Planning/National Land Agency of the Republic of Indonesia were in “good” category, albeit not optimal; (2) Work discipline, competence, and empowerment simultaneously and partially had significant effect on civil servants’ job satisfaction at the Ministry of Agrarian Affairs and Spatial Planning/National Land Agency of the Republic of Indonesia; and (3) Work discipline, competence, and empowerment both directly and indirectly (through Job Satisfaction) were simultaneously and significantly related to the performance of civil servants of the Ministry of Agrarian Affairs and Spatial Planning/National Land Agency of the Republic of Indonesia.

scholarly journals KINERJA KARYAWAN: PERAN GAYA KEPEMIMPINAN DAN KEPUASAN KERJA

2020 ◽  
Vol 5 (1) ◽  
pp. 289-298
Author(s):  
Wier Ritonga ◽  
Machmed Tun Ganyang
Keyword(s):  
Job Satisfaction ◽  
Path Analysis ◽  
Leadership Style ◽  
Design Methodology ◽  
Employee Performance ◽  
Employee Job Satisfaction ◽  
And Performance ◽  
Performance Satisfaction ◽  
Path Analysis Approach ◽  
The Relationship

Purpose- This study aims to examine the relationship between leadership, job satisfaction, and employee performance. Design/methodology/approach- A total of 45 respondents were used as research samples through questionnaires. Data were analyzed using the path analysis approach with the help of the LISREL program. Findings- The results show that leadership has a positive and significant effect on job satisfaction and performance, and job satisfaction has also been shown to have a significant effect on performance. Implications-The results of this study suggest that managers put forward a democratic and supportive style to improve employee job satisfaction through providing opportunities to subordinates to provide ideas/suggestions in various decisions taken by the company, Keywords: performance, satisfaction, leadership style

scholarly journals The impact of Cultural Intelligence (CQ) on Cross-Cultural Job Satisfaction (CCJS) and International Related Performance (IRP)

2016 ◽  
Vol 13 (1) ◽  
pp. 2277 ◽  
Author(s):  
Fikret Sozbilir ◽  
Salih Yesil
Keyword(s):  
Job Satisfaction ◽  
Cultural Intelligence ◽  
Culture Shock ◽  
Cultural Adjustment ◽  
Cross Cultural ◽  
Theory And Practice ◽  
Survey Method ◽  
International Activities ◽  
And Performance ◽  
The Impact

Cultural Intelligence (CQ) referring to the adaptation to cross-cultural situation, interacting and working effectively in cross-cultural situations is the subject of this study. Globalization and international activities of companies have increased the cross-cultural interaction and commercial links, which in turn have resulted in the need for knowledge and competence about different culture. Within these dynamics, the success of the managers who are in charge of international activities depends on their CQ. The studies related to CQ reveal that it helps to cope with multi-cultural situations, to perform in culturally diverse work groups, to manage culture shock and facilitate effective cross-cultural adjustment, decision making and performance. This study particularly investigates the role of CQ on Cross-Cultural Job Satisfaction (CCJS) and International Related Performance (IRP). The study also looks at the link between CCJS and IRP. A research model along with the related hypotheses was developed and tested based on the data collected through survey method from textile companies in Turkey. The results reveal that CQ is positively related to CCJS. The partial support is also obtained from the data regarding the link between CQ and IRP. In addition, the research finds no relationship between CCJS and IRP. The findings are discussed in relation to theory and practice in the conclusion part of the study.

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