The Effect Empowerment Leadership on Job Satisfaction and Creativity Through Psychological Empowerment and Self Leadership

This study aims to influence leadership and empowerment. The object of this study is hotel employees in Surakarta. The sampling technique in this study uses purposive sampling. Self-leadership is. Empowerment leadership is a leadership style that decentralizes with more responsibilities and responsibilities to employees. This study will discuss the direct relationship of empowerment towards self-development and psychological empowerment. Stepping as a mediator between leadership empowerment and psychological empowerment, direct relationship empowerment, psychological, and direct relationships. Matters relating to people who are directly or indirectly responsible, through self-leadership. Psychological empowerment affects satisfaction, and developing self influences creativity.

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Pengaruh Lingkungan Kerja Dan Budaya Organisasi Terhadap Kepuasan Kerja Karyawan

Jurnal Manajerial Dan Kewirausahaan ◽

10.24912/jmk.v3i3.13217 ◽

2021 ◽

Vol 3 (3) ◽

pp. 853

Author(s):

Valeria Kiky Tiomantara ◽

I Gede Adiputra

Keyword(s):

Job Satisfaction ◽

Organizational Culture ◽

Work Environment ◽

Significant Influence ◽

Sampling Method ◽

Sampling Technique ◽

Primary Data ◽

Purposive Sampling ◽

Employee Job Satisfaction ◽

Hotel Employees

This research is conducted with the aim of examining the effect of work environment and organizational culture on employee job satisfaction at Aston Hotel in Pontianak. The respondents used in this study are 100 samples of active hotel employees. The primary data in this study are collected from questionnaires distributed online via GoogleForm, then processed using the SmartPLS software version 3.3.3. The sampling technique is carried out by purposive sampling method. The results of this study indicate that the work environment and organizational culture have a significant influence on employee job satisfaction.Penelitian ini dilakukan dengan bertujuan untuk menguji pengaruh lingkungan kerja dan budaya organisasi terhadap kepuasan kerja karyawan Hotel Aston di Pontianak. Responden yang digunakan dalam penelitian ini sejumlah 100 sampel karyawan hotel yang aktif. Data primer pada penelitian ini dikumpulkan dari kuisioner yang disebarkan secara online melalui GoogleForm, kemudian diolah menggunakan bantuan software SmartPLS versi 3.3.3. Teknik pengambilan sampel dilakukan dengan metode purposive sampling. Hasil penelitian ini menunjukkan bahwa lingkungan kerja dan budaya organisasi memiliki pengaruh yang signifikan terhadap kepuasan kerja karyawan.

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PENGARUH GAYA KEPEMIMPINAN TERHADAP KINERJA PEGAWAI MELALUI DISIPLIN DAN MOTIVASI KERJA PEGAWAI PPSU KELURAHAN DUREN SAWIT JAKARTA TIMUR

Jurnal Manajemen Bisnis Krisnadwipayana ◽

10.35137/jmbk.v5i2.111 ◽

2017 ◽

Vol 5 (2) ◽

Author(s):

Imam Wibowo, M.Si ◽

Wisnu Saputra

Keyword(s):

Path Analysis ◽

Leadership Style ◽

Significant Influence ◽

Direct Relationship ◽

Work Motivation ◽

Employee Performance ◽

Sampling Technique ◽

Analytical Tool ◽

Insignificant Effect ◽

Relationship Of

This study aims to analyze the influence of leadership style on employee performance through discipline and work motivation. The sampling technique used is the census because the sample under study is the whole of the population. As many as 70 employees of PPSU Duren Sawit. The analytical tool used path analysis. The results showed the variable discipline and motivation significantly cannot mediate the direct relationship of leadership style to employee performance, leadership style directly and insignificant influence on employee performance and leadership style directly influence And significant to discipline, leadership style has direct and significant influence to motivation, discipline has direct and insignificant effect on employee performance and motivation to directly and insignificantly affect employee performance

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

International Journal of Educational Management ◽

10.1108/ijem-08-2018-0232 ◽

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.

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

Gender in Management An International Journal ◽

10.1108/gm-07-2019-0137 ◽

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.

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Human Resource Management Of Bureaucracy In Indonesia: Is It True That Job Satisfaction Increases Employee Performance ?

Psychology and Education Journal ◽

10.17762/pae.v58i1.1263 ◽

2021 ◽

Vol 58 (1) ◽

pp. 3218-3231

Author(s):

Meimoon Ibrahim, Ilyas Lamuda

Keyword(s):

Job Satisfaction ◽

Leadership Style ◽

Structural Equation ◽

Employee Performance ◽

Provincial Government ◽

Equation Modeling ◽

Critical Ratio ◽

Relationship Of ◽

Analytical Tools ◽

The Relationship

Objective: This study aims to analyze how the effect of leadership variables on employee performance with job satisfaction as intervening in the provincial government of Gorontalo-Indonesia. Methods: The approach used is explanatory research, pattern of research that seeks to explain the relationship of variables referred so that the relationship of these variables can be tested with a quantitative approach and hypothesis testing used is the method of Structural Equation Modeling, with analytical tools of Loading Factor and Critical Ratio which is preceded by a validity test and reliability test. The sample was drawn randomly according to representative samples at the level of the position group as many as 5% employee population of the Provincial it. Results ;The results of the study show that leadership style has a positive and significant influence on job satisfaction and leadership style has an effect on employees' performance, but job satisfaction has negative and non-significant effect on employee performance. Conclusion; Expected that this research could also be developed in other fields or a wider scope and not only because each region has different characteristics. So it is recommended that policy makers as bureaucratic managers to pay more attention to job satisfaction factors in order to further improve employee performance.

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PENGARUH KOMPENSASI DAN KEPUASAN KERJA TERHADAP KEINGINAN UNTUK PINDAH DARI PERUSAHAAN (Studi Kasus pada Dealer di Bandarlampung)

Jurnal Akuntansi dan Keuangan ◽

10.23960/jak.v26i2.257 ◽

2021 ◽

Vol 26 (2) ◽

pp. 46-54

Author(s):

Tika Zelin Fitriyana ◽

Fajar Gustiawaty Dewi ◽

Pigo Nauli

Keyword(s):

Job Satisfaction ◽

Turnover Intention ◽

Sampling Method ◽

Turnover Intentions ◽

Sample Selection ◽

Sampling Technique ◽

Significant Positive Effect ◽

Financial Compensation ◽

Purposive Sampling ◽

Positive Effect

Turnover can also be defined as the movement of workers out of the organization. Turnover refers to the final reality faced by an organization in the form of the number of employees who leave the organization in a certain period, while the desire of employees to move (turnover intentions) refers to the results of individual evaluations regarding the continuation of relationships with the organization that have not been manifested in definite actions to leave the organization. This study aims to determine the effect of Financial Compensation on Turnover Intention, Knowing the effect of Non-Financial Compensation on Turnover Intention and Knowing the effect of Job Satisfaction on Turnover Intention. In this study, sample selection was carried out using purposive sampling method. The purposive sampling method is a sampling technique with certain considerations. The sample in the study was selected using purposive sampling and obtained 65 samples. Based on the research results, financial compensation has no significant positive effect on the dependent variable, namely Turnover intention (Y), non-financial compensation has no effect on the dependent variable, namely Turnover intention (Y) and Job Satisfaction has no effect on the dependent variable, namely Turnover intention.

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SISTEM PENGHARGAAN SEBAGAI VARIABEL MODERATING DALAM HUBUNGAN ANTARA GAYA KEPEMIMPINAN DAN KINERJA MANAJERIAL (STUDI PADA SUPERMARKET DI KOTA MATARAM)

GANEC SWARA ◽

10.35327/gara.v15i1.195 ◽

2021 ◽

Vol 15 (1) ◽

pp. 940

Author(s):

SRI AYU FEBRIANTI ◽

I GUSTI AYU OKA NETRAWATI ◽

I GUSTI PUTU BAGUS SUASTINA

Keyword(s):

Regression Analysis ◽

Leadership Style ◽

Sampling Technique ◽

Reward System ◽

Managerial Performance ◽

Simple Regression Analysis ◽

Relationship Of ◽

The Relationship ◽

Simple Regression

The aim of this study is to analyzed the influence of leadership style on managerial performance and the reward system as the moderating variable that may affect the relationship of leadership style on managerial performance. The type of this research is associative. Respondents are managers and staff with the lowest level of supervisor in the entire supermarket in Mataram, as many as 66 respondents. Sampling technique is census. Using simple regression analysis and Moderated Regression Analysis (MRA) as analysis. The results showed that leadership style negative significantly influence on managerial performance and the reward system influence negatively significant the relationship of leadership style on managerial performance.

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The role of transformational leadership style, organizational structure and job characteristics in developing psychological empowerment among banking professionals

Journal of Chinese Human Resource Management ◽

10.1108/jchrm-01-2018-0002 ◽

2018 ◽

Vol 9 (2) ◽

pp. 107-122 ◽

Cited By ~ 3

Author(s):

Imran Ahmad Shahzad ◽

Muhammad Farrukh ◽

Nazar OmerAbdallah Ahmed ◽

Li Lin ◽

Nagina Kanwal

Keyword(s):

Transformational Leadership ◽

Leadership Style ◽

Psychological Empowerment ◽

Organization Structure ◽

Sampling Technique ◽

Job Characteristics ◽

Cluster Sampling ◽

Content Type ◽

Bank Managers ◽

The Impact

Purpose The purpose of this paper is to investigate the antecedents of psychological empowerment among bank managers in Beijing, China. Specifically, it aims at investigating the impact of transformational leadership, organization structure and job characteristics on psychological empowerment among banking professionals. Design/methodology/approach Questionnaires were distributed to bank managers in Beijing which were randomly selected through the cluster sampling technique. PLS-SEM was used for analysis to testify the hypotheses. Findings Statistical results showed; transformational leadership, organization structure and job characteristics were directly and positively related to psychological empowerment. Originality/value The proposed model is essential in providing guideline for the development of employees. These recommendations can be adopted by the organizational trainers and human resource personnel for the betterment of their organization.

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