Leadership Styles and Job Satisfaction among Employees: A Study of Women Leaders in J&K Service Sectors

2016 ◽  
Vol 4 (1) ◽  
Author(s):  
Ramandeep Kour ◽  
Vaishali ◽  
Neetu Andotra
Keyword(s):  
Job Satisfaction ◽  
Leadership Styles ◽  
Structural Equation ◽  
Negative Impact ◽  
Positive Impact ◽  
Social Systems ◽  
Equation Modeling ◽  
Banking Education ◽  
Service Sectors ◽  
And Performance

Organizations are social systems where human resources are the most important factors for effectiveness and efficiency. Organizations need effective managers and employees to achieve their objectives. Leadership is a process by which a person influences others to accomplish an objective and plays a crucial role in many professions, such as banking, education, healthcare, insurance service jobs. Infact, leadership styles are one of the important factors that have the prospective to improve the employee satisfaction and performance. The purpose of this research paper is to examine the relationship between leadership styles and job satisfaction among of 842 subordinates and 421 their respective supervisors. Structural Equation Modeling is used to test the hypothesised relationship. The results revealed that transformational style and democratic style have a positive impact on job satisfaction but transactional style and laissez faire style have a negative impact on job satisfaction. To enhance skills of the employees, the study suggested that firms who want to adopt the job satisfaction must resource their initiatives and increase the capabilities that should be given serious attention by organization aiming to be world class.

scholarly journals Understanding the Antecedents and Consequences of Green Human Capital

SAGE Open ◽  
2021 ◽  
Vol 11 (1) ◽  
pp. 215824402098886
Author(s):  
Yin Ma ◽  
Shih-Chih Chen ◽  
Athapol Ruangkanjanases
Keyword(s):  
Job Satisfaction ◽  
Human Capital ◽  
Big Five ◽  
Structural Equation ◽  
Positive Impact ◽  
Positive Influence ◽  
Equation Modeling ◽  
Outcome Variable ◽  
Big Five Personality ◽  
Important Indicator

Green human capital (GHC) is regarded as one of the primary attributes individuals need to develop in the era of environmental degradation. Many existing studies indicate that it is probably an important indicator of employees’ satisfaction in the workplace. Thus, based on trait theory and ability–motivation–opportunity theory, the current study examines the antecedents and outcomes of GHC among 630 employees from the manufacturing and service companies in Guangdong Province. The research employs Big Five personality and green training as the predictors of GHC, and job satisfaction as the outcome variable. Partial least squares structural equation modeling is used to analyze the data. The findings show that, in Big Five personality domains, only agreeableness and openness have a positive as well as significant impact on the individuals’ GHC, and that green training also has a positive influence on the GHC. GHC has a positive impact on the employees’ job satisfaction. The research findings and managerial implications are then discussed in detail.

Counterproductive Work Behaviors, Confucian Values, and Production Deviance: the Mediating Effect of Job Satisfaction

2012 ◽  
Vol 40 (6) ◽  
pp. 1045-1056 ◽  
Author(s):  
Xiao-Wei Guo
Keyword(s):  
Job Satisfaction ◽  
Structural Equation ◽  
Negative Impact ◽  
Mediating Effect ◽  
Counterproductive Work Behaviors ◽  
Equation Modeling ◽  
Work Behaviors ◽  
Production Deviance ◽  
Confucian Values ◽  
The Relationship

Production deviance is 1 of 5 dimensions of counterproductive work behaviors (CWB). Based on data collected from 362 employees of Chinese enterprises, I examined the predictive effect of Confucian values on production deviance and the mediating effect of job satisfaction on the relationship between Confucian values and production deviance using structural equation modeling. I analyzed 3 factors of production deviance: work sabotage, slackness, and withdrawal. Confucian values were found to have a significant negative impact on these factors. Furthermore, job satisfaction was found to partially mediate the relationship between Confucian values slackness and withdrawal, but not work sabotage.

scholarly journals Effect of motivation, competence and Islamic leadership on job satisfaction and Teacher performance in vocational high school

2017 ◽  
Author(s):  
Muhammad Abusama ◽  
Murdifin Haming ◽  
Muh. Nasir Hamzah ◽  
Ramlawati
Keyword(s):  
Job Satisfaction ◽  
Structural Equation ◽  
Significant Contribution ◽  
Teacher Performance ◽  
Equation Modeling ◽  
Vocational High School ◽  
Teachers Colleges ◽  
And Performance ◽  
Islamic Leadership ◽  
Mediator Variable

Based on the type of research is an explanatory research that is used to describe the influence of motivation, competence and Islamic leadership on job satisfaction and teacher performance at 88 teachers Colleges in District South Halmahera in North Maluku province. The results of the analysis of SEM (Structural Equation Modeling) with the help WaphPLS Ver. 5.0 provides evidence that working conditions that support teachers to implement the learning process becomes a lever entire relationship between the variables analyzed. Motivation and competence of teachers made a significant contribution to job satisfaction and performance, significant Islamic leadership on job satisfaction but not significant on teacher performance> job satisfaction proved to contribute significantly to the performance of teachers. On testing indirect effect, there is only one proven as a mediator variable

Corporate governance and performance of medium-sized firms in Nigeria: does sustainability initiative matter?

2020 ◽  
Vol 20 (3) ◽  
pp. 401-427
Author(s):  
Babatunji Samuel Adedeji ◽  
Tze San Ong ◽  
Md Uzir Hossain Uzir ◽  
Abu Bakar Abdul Hamid
Keyword(s):  
Corporate Governance ◽  
Financial Performance ◽  
Financial Reporting ◽  
Structural Equation ◽  
Negative Impact ◽  
Positive Impact ◽  
Mediating Effect ◽  
Content Type ◽  
And Performance ◽  
The Relationship

Purpose The non-existence of the corporate governance (CG) concept for practices by non-financial medium-sized firms (MSFs) in Nigeria informed. This study aims to determine whether CG practices influence firms’ performance and whether sustainability initiative (SI) mediates the relationship between CG and MSFs’ performance in Nigeria. Design/methodology/approach A total of 300 firms were selected on convenience sampling basis from South Western Nigeria using a structured questionnaire. The authors used Statistical Package for Social Sciences for exploratory data analysis and hypotheses were tested using covariance-based structural equation modelling. Findings The results show that CG has a significant positive effect on performance [financial performance (FNP) and non-financial performance (NFP)] and SI. SI has a mixed impact on performance, e.g. a significant positive impact on NFP but insignificant negative impact on FNP. Similarly, SI has a combined mediating effect in the relationship between CG and performance, e.g. fully mediates CG → NFP and does not mediate CG → FNP. Firms are to invest in social and environmental initiatives substantially. CG codes will complement the International Financial Reporting Standards for MSFs. Research limitations/implications This study supports the assumptions of theories (institutional, stakeholder and agency) as the basis for the usage of multiple approaches to determine the outcome of hypotheses, especially in developing climes. Practical implications The study contributes to CG and performance literature by examining the mediating effects of SI. The paper also shows the necessity to emphasise NFP aspect. Policymakers should evolve CG codes to encourage stakeholders to believe more in the corporate existence of MSFs for strengthening capital-base and quality personnel engagement. Originality/value To the best of the authors’ knowledge, this is one of the first empirical attempts showing the evidence on the relationship between CG and NFP in Nigeria.

scholarly journals A Comparative Study of the Relationship among Antecedents and Job Satisfaction in Taiwan and Mainland China: Employability as Mediator

2019 ◽  
Vol 16 (14) ◽  
pp. 2613 ◽  
Author(s):  
Michael Yao-Ping Peng ◽  
Chun-Chun Chen ◽  
Hsin-Yi Yen
Keyword(s):  
Job Satisfaction ◽  
Organizational Support ◽  
Structural Equation ◽  
Social Systems ◽  
Mainland China ◽  
Job Security ◽  
Positive Influence ◽  
Mediating Effect ◽  
Equation Modeling ◽  
The Relationship

Previous studies of the relationship between job security and job satisfaction were mostly conducted on research samples in Asia from the perspective of oriental culture; however, under the same cultural background, different social systems might lead to different cognition outcomes. Therefore, this study examines the job security and organizational support of Taiwan and mainland China employees from the perspectives of competence enhancement motivation, and investigates the relationship between employability and job satisfaction. Adopting judgmental sampling, a total of 1307 valid questionnaires were collected from Taiwan and mainland China employees. The path relationship of the two groups was examined through structural equation modeling (SEM) by using analysis of moment structure (AMOS). Results show that job security and organizational support are positive for employability and job satisfaction. Employability has a positive influence on job satisfaction. Additionally, employability has a mediating effect of job security and organizational support on job satisfaction.

scholarly journals A Comparative Study Using Two SEM Techniques on Different Samples Sizes for Determining Factors of Older Employee’s Motivation and Satisfaction

2020 ◽  
Vol 12 (6) ◽  
pp. 2189 ◽  
Author(s):  
Maja Rožman ◽  
Polona Tominc ◽  
Borut Milfelner
Keyword(s):  
Structural Equation Modeling ◽  
Structural Equation ◽  
Negative Impact ◽  
Positive Impact ◽  
Employee Motivation ◽  
Equation Modeling ◽  
Older Employees ◽  
Employee Relationships ◽  
Employee Stress ◽  
The Impact

The purpose of this article is to present the relationships among older employee stress, motivation, satisfaction, and relationships in the workplace using two different approaches and different sample sizes. Research was implemented on an initial sample of 1013 older employees. In the next step, six smaller samples were calculated using the random selection of cases, namely samples with 25, 50, 100, 250, 400, and 500 older employees. This way the possible impact of sample size on relationships between latent variables using the covariance-based structural equation modeling (CB-SEM) and the partial least squares structural equation modeling (PLS-SEM) methods was assessed. The results on the larger samples have proved to be quite robust since they were confirmed with both approaches. They indicate that stress has a strong and negative impact on employee relationships and also a negative impact on employee satisfaction. Furthermore, employee relationships have a strong and positive impact on satisfaction and a positive impact on employee motivation. In addition, satisfaction has a strong and positive impact on employee motivation. The present paper helps readers to better understand the difference between the CB-SEM and the PLS-SEM methods. Researchers should be encouraged to use both techniques, even though CB-SEM methods have had a long tradition in management and marketing research since both fields heavily rely on psychometric measurement. From the organizational point of view, conclusions highlight the importance of the impact the variables of older employee stress, motivation, satisfaction and employee relations have on each other in the workplace.

scholarly journals Are social media bad for your employees? : effects of at-work break activities on recovery experiences, job satisfaction, and life satisfaction

2019 ◽  
Author(s):  
◽  
Yi-Sung Cheng
Keyword(s):  
Job Satisfaction ◽  
Social Media ◽  
Life Satisfaction ◽  
Structural Equation ◽  
Positive Impact ◽  
Job Demands ◽  
The United States ◽  
Equation Modeling ◽  
Recovery Experiences ◽  
Antecedents And Consequences

Despite the alleged importance of work breaks, little is known about antecedents and consequences of social media break activities besides non-social media break activities. Since individuals use social media to contact friends and families, find information, and be entertained, this study theorized that engaging in social media break activities while at work can help employees to experience psychological detachment and relaxation during work hours. The purpose of this study was to explore this growingly popular topic of social media use at work by focusing on job demands that may explain why employees perceive social media are vital for them at work. Further, this study seeks to understand when and how employees use social media at work to experience recovery, which, in turn, increases their job satisfaction and life satisfaction. Questionnaires were collected from current hospitality non-managerial and managerial employees in the United States. Structural equation modeling was employed to analyze data. Results of the study confirm that at-work break activities including social and non-social media break activities can be a channel for employees to experience recovery and deal with job demands. Moreover, the results suggest that when employees reported their perceptions of recovery experiences, positive perceptions had a positive impact on job satisfaction and life satisfaction. The findings also indicate that employees who are happy at work have a high life satisfaction. The results fill an empirical gap in the theoretical literature on at-work break activities and recovery. This study offers further insight and empirical evidence about the positive outcomes of both social and non-social media break activities to researchers, practitioners, and human resource professionals.

scholarly journals PENGARUH BUDAYA ORGANISASI, KOMITMEN ORGANISASI, DAN MOTIVASI KERJA TERHADAP KEPUASAN KERJA DAN KINERJA KARYAWAN

2018 ◽  
Vol 16 (4) ◽  
pp. 473-486
Author(s):  
Zainul Arifin Noor
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Human Resources ◽  
Structural Equation ◽  
Work Motivation ◽  
Equation Modeling ◽  
Human Resources Development ◽  
Working Performance ◽  
And Performance

This research aims to test and prove the influence of organizational culture, organizational commitment, and motivation of work towards job satisfaction and performance of employees of PT Indofood Sukses Makmur Tbk Kalimantan. The population in this study were employees of PT Indofood Sukses Makmur Tbk Kalimantan some 392 employees originating from the manufacturing, human resources development, marketing, and accounting. Using the formula, the respondent elected slovin as samples of 50.5% of the number of 198 employees originating from the manufacturing of 155 employees, human resources a number of 19 employees, marketing a number of 14 employees, and accounting of 10 employees. Based on the results of data analysis using Structural Equation Modeling (SEM) through AMOS 16.0, the results showed the 7 proposed hypotheses, there is a significant hypothesis 6 or received and there is a rejected hypothesis 1. As for the hypothesis is a hypothesis accepted: 1. Organizational culture affect significantly to job satisfaction of employees. Hypothesis 2. Organizational commitment affect significantly to job satisfaction of employees, the hypothesis 3. Influential work motivation significantly to job satisfaction of employees, hypothesis 4. Organizational culture affect significantly the performance of employees, the hypothesis 6. Significant impact on the motivation of working performance of employees, and hypotheses 7. Job satisfaction influence significantly the performance of the employees of PT Indofood Sukses Makmur Tbk Kalimantan. The hypothesis was rejected while the 1 is the hypothesis that 5 has no effect on the Organization's commitment to the performance of the employees of PT Indofood Sukses Makmur Tbk Kalimantan

scholarly journals Pengaruh Kohesivitas dan Kepuasan Kerja terhadap Turnover Intention Karyawan

2019 ◽  
Vol 9 (1) ◽  
pp. 35-44
Author(s):  
Novia Annisa Putri ◽  
Nurmala Katrina Pandjaitan ◽  
Sadikin Kuswanto
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Structural Equation ◽  
Negative Impact ◽  
Equation Modeling ◽  
High Turnover ◽  
Innovative Products ◽  
Significant Negative Impact ◽  
Cohesive Group ◽  
Office Employees

PT X is a major regional pharmaceutical company that develops and markets innovative products in Indonesia and other countries in South-East Asia. The high turnover rate in PT X indicates a further need to be explored about this condition and see if it is affected by employee cohesiveness and job satisfaction. This study uses quantitative approach with questionnaires that distributed to 120 head office employees with convenience sampling method. The result of structural equation modeling analysis shows that the better employee cohesiveness will increase the job satisfaction so that it can decrease the employee's desire to resign from the company. Cohesiveness has a significant positive effect on job satisfaction. In this case cohesiveness plays an important role in improving job satisfaction because having a cohesive group will affect employee satisfaction. Cohesiveness and job satisfaction have a significant negative impact on turnover intention. This suggests that cohesiveness and job satisfaction play an important role in decreasing employee intent turnover, even though the effect of cohesiveness is less than the effect of job satisfaction on turnover intention.

scholarly journals Managerial Pro-Social Rule Breaking in the Chinese Organizational Context: Conceptualization, Scale Development, and Double-Edged Sword Effect on Employees’ Sustainable Organizational Identification

2020 ◽  
Vol 12 (17) ◽  
pp. 6786
Author(s):  
Yanyan Lv ◽  
Xiaoguang Liu ◽  
Guomin Li ◽  
Yongrok Choi
Keyword(s):  
Organizational Identification ◽  
Structural Equation ◽  
Organizational Context ◽  
Negative Impact ◽  
Positive Impact ◽  
Leadership Behavior ◽  
Three Dimensions ◽  
Equation Modeling ◽  
Social Rule ◽  
Rule Breaking

Managerial Pro-Social Rule Breaking (MPSRB) is a prevalent leadership behavior in China, characterized by conflict between favor and rule. Despite emerging interest in this behavior, two theoretical questions remain unsolved. First, its definition, dimensions, and measurement in the Chinese context are still lacking or improper; second, its double-edged sword effect on employees’ attitude is rarely empirically examined. This paper conducts three studies to solve these questions. In study 1, based on an analysis of the Chinese traditional culture, three dimensions of MPSRB (i.e., benevolence-based, pragmatic-based, and justice-based) were identified. In study 2, a scale of MPSRB containing 12 items was developed through an interview, preliminary, and formal questionnaire survey. In study 3, employees’ sustainable organizational identification perception (SOIDP) was studied as the dependent variable, to analyze and verify the double-edged sword effect of MPSRB by hierarchical regression and structural equation modeling (SEM) methods on the data gathered through the three stages from 380 employees. The results show that the three dimensions of MPSRB have a direct positive impact on employees’ SOIDP and, simultaneously, they have an indirect negative impact through the mediating role of procedural justice perception.

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