scholarly journals EMOTIONAL INTELLIGENCE, LEADERSHIP STYLE AND JOB SATISFACTION OF EDUCATORS ON THE PERFORMANCE OF STATE UNIVERSITIES IN CALABARZON (PHILIPPINES)

2020 ◽  
Vol 8 (12) ◽  
pp. 81-103
Author(s):  
Albina Sacramento-Bunyi, Ed. D. ◽  
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Leadership Styles ◽  
Leadership Style ◽  
International Standards ◽  
State Universities ◽  
Licensure Examination ◽  
The Relationship

Manuscript History Emotional intelligence and leadership styles are ones of the most important dimensions that educators should take into consideration in order to function well. Functioning well and fulfilling their duties and responsi-bilities in educating learners means thatjob satisfaction isevident in their part. Educators emotional intelligence,leadership styles and job satisfaction may be reflected on the performance of state universities in CALABARZON terms of licensure examination for teachers, accreditationacademic rank, and International Standards for Organization (ISO).This study determined the relationships of educatorsemotional intelligence, leadership styles and job satis-faction on the performance of state universities in CALABARZON, Philippines. A questionnaire was used tocollect data that established the relationship between the variables – the emotional intelligence, leadership styles,and job satisfaction of educators on the performance of state universities Recommendations were specified to measure other dimensions that may attribute to the performance of state universities.

scholarly journals Leadership style and job satisfaction: A developing economy perspective

2013 ◽  
Vol 10 (4) ◽  
pp. 390-399 ◽  
Author(s):  
Jeevarathnam Parthasarathy Govender ◽  
Hari Lall Garbharran ◽  
Roland Loganathan
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Leadership Styles ◽  
Transactional Leadership ◽  
Leadership Style ◽  
Multifactor Leadership Questionnaire ◽  
Satisfaction Questionnaire ◽  
Minnesota Satisfaction Questionnaire ◽  
Multifactor Leadership ◽  
The Relationship

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.

scholarly journals Emotional Intelligence, Leadership Styles Communication Patterns, and Job Satisfaction of College Principals

2015 ◽  
Vol 32 (2) ◽  
Author(s):  
Afsheen Masood
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Leadership Styles ◽  
Leadership Style ◽  
Work Experience ◽  
Sampling Procedure ◽  
Communication Patterns ◽  
Quality Of Work Life ◽  
Cross Sectional ◽  
Passive Avoidant

The quantitative method was adopted in order to measure the relationship among emotional intelligence, leadership styles, communication patterns and job satisfaction of college principals. Through cross sectional research design and by adopting convenient sampling procedure, the research participants (268) of age range between 40 - 65 years were accessed from different colleges of Lahore. The indigenous demographic questionnaire in addition to Multifactor Leadership Questionnaire (MLQ), by Bass and Avolio (2000), Job Satisfaction Survey (JSS), by Spector (1994), Emotional intelligence questionnaire (EI) by Goleman (1995) and Communication Pattern Questionnaire by Christensen and Heavey (1990) was used. The findings revealed that emotional intelligence, emotional management, motivating oneself, empathy and managing others’ emotions were negatively related with passive avoidant leadership and positively correlated with communication patterns and job satisfaction. Also, self-awareness and both transformational and transactional leadership style were found to have a significant positive relationship with communication patterns and job satisfaction. Passive-avoidant leadership style was negatively correlated with communication patterns and job satisfaction. Furthermore, communication patterns were positively correlated with job satisfaction. The years of work experience, education, leadership style, communication patterns and age were found to be successful predictors of job satisfaction of college principals in Lahore. The findings carry strong implication for policy makers and for higher management in order to improve the quality of work life for college principals.

scholarly journals Examining the impacts of organizational culture and leadership styles on the organizational performance indicators

2020 ◽  
Vol 11 (31) ◽  
pp. 39-54
Author(s):  
Said Abujudeh
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Organizational Performance ◽  
Leadership Styles ◽  
Leadership Style ◽  
Performance Indicators ◽  
Performance Enhancement ◽  
Significant Performance ◽  
The Relationship

The objective of this study is to examine the relationship between organizational culture and leadership and their impacts on such organizational performance indicators, organizational commitment and job satisfaction, by reviewing some of the previous organizational culture and leadership literature to clarify the links between both variables and their impacts on performance indicators. One might assume that a better organizational culture along with appropriate leadership style can lead to a higher level of job satisfaction and stronger commitment. Accordingly, if an organization has a strong organizational culture with a suitable leadership style which is able to keep the organization integration, this will result in the strengthening of organizational commitment, job satisfaction, and significant performance enhancement.

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

2019 ◽  
Vol 11 (6) ◽  
pp. 25 ◽  
Author(s):  
Saleh Alzahrani ◽  
Abd Alhadi Hasan
Keyword(s):  
Systematic Review ◽  
Job Satisfaction ◽  
Transformational Leadership ◽  
Saudi Arabia ◽  
Leadership Styles ◽  
Leadership Style ◽  
Negative Relationship ◽  
Transformational Leadership Style ◽  
The Impact ◽  
The Relationship

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.

Beyond the job description

2020 ◽  
Vol 39 (2) ◽  
pp. 240-252 ◽  
Author(s):  
Benjamin Mekpor ◽  
Kwasi Dartey-Baah
Keyword(s):  
Emotional Intelligence ◽  
Transformational Leadership ◽  
Leadership Styles ◽  
Leadership Style ◽  
Banking Sector ◽  
Simple Random Sampling ◽  
Mediating Effect ◽  
Voluntary Work ◽  
Content Type ◽  
The Relationship

PurposeThe primary aim of this study was to determine whether or not leaders' emotional intelligence plays a mediating role in the relationship between leadership styles and voluntary work behaviours among employees of selected banks in Ghana. Specifically, the objective was to determine the mediating effect of leaders' emotional intelligence on the relationship between transactional and transformational leadership styles and organizational citizenship behaviours (OCB) and counterproductive workplace behaviours (CWB).Design/methodology/approachThe quantitative approach to research was adopted to collect data from 234 respondents. More so, both purposive and simple random sampling techniques were used for the selection of respondents for the study.FindingsThe findings of the study revealed that amongst the various leadership styles and OCB and CWB relationships, only the relationship between transformational leadership and OCB was mediated by leaders' emotional intelligence.Practical implicationsIt was however recommended that transformational leadership style be adopted in the quest to encourage employees to exhibit OCB and mitigate employees' involvement in CWB since such leaders are more prone to exhibiting high levels of emotional intelligence in the dealing with employees.Originality/valueFor the first time in the Ghanaian banking sector, this research explores the leaders' emotional intelligence as mediator on the nexus between leadership styles and voluntary work behaviours of employees of selected banks in Ghana.

scholarly journals Faktor-Faktor yang Mempengaruhi Kinerja Karyawan: Model Pengujian dengan Variabel Mediasi

Telaah Bisnis ◽  
2016 ◽  
Vol 16 (1) ◽  
Author(s):  
Kusjainah Kusjainah ◽  
Inon Listyorini
Keyword(s):  
Job Satisfaction ◽  
Leadership Styles ◽  
Leadership Style ◽  
Stepwise Regression ◽  
Employee Performance ◽  
Research Subject ◽  
Regression Methods ◽  
Relationship Motivation ◽  
Result Show ◽  
The Relationship

Abstract This study discusses faktors influencing employees performance. The independent variabels Motivation and Leadership Styles, while the independence variabel is employees performance.The job satisfaction variabels considered as a variabel mediating the realtion between dependent and independent variabel. Motivation is predicted influencing employees performance directly or indirectly through the variabel job satisfaction. Motivation and leadership style predicted to have a direct effect and an indirect effect through job satisfaction on employee performance. The research subject is the employees who work in profit-oriented organizations around Yogyakarta. Research data are collected through distributing questionnaires toresearch subject. Mediating regression analysis is applied with stepwise regression methods. The result show that motivation and leadership style influence significantly the employee performance. Job Satisfaction Variabels not proved to mediate the relationship Motivation and Leadership Style to Performance. Thus, motivation dan leadership style directly influence the employees performance.

scholarly journals The relationship of Emotional Intelligence and Leadership Styles with Job Satisfaction in Kerman Hospitals

2018 ◽  
Vol 26 (3) ◽  
pp. 56-62
Author(s):  
Abdolzahra Naami ◽  
Mahmood Shirazi ◽  
Ali Arab ◽  
Sareh Mirshekar ◽  
Reza Imankhah ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Leadership Styles ◽  
Relationship Of ◽  
The Relationship

Coping Humor as a Mediator Between Emotional Intelligence and Job Satisfaction

2017 ◽  
Vol 16 (3) ◽  
pp. 155-159 ◽  
Author(s):  
Peizhen Sun ◽  
Jennifer J. Chen ◽  
Hongyan Jiang
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Future Research ◽  
Satisfaction Scale ◽  
Primary School Teachers ◽  
Mediating Role ◽  
Regulation Of Emotion ◽  
The Relationship ◽  
Overall Job Satisfaction

Abstract. This study investigated the mediating role of coping humor in the relationship between emotional intelligence (EI) and job satisfaction. Participants were 398 primary school teachers in China, who completed the Wong Law Emotional Intelligence Scale, Coping Humor Scale, and Overall Job Satisfaction Scale. Results showed that coping humor was a significant mediator between EI and job satisfaction. A further examination revealed, however, that coping humor only mediated two sub-dimensions of EI (use of emotion and regulation of emotion) and job satisfaction. Implications for future research and limitations of the study are discussed.

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