scholarly journals The Impact of Leadership Styles on the Job Satisfaction of Employees in a Garment Factory of Sri Lanka

2021 ◽  
Vol 3 (1) ◽  
pp. 62-69
Author(s):  
M. A. Shantha Wijesinghe
Keyword(s):  
Job Satisfaction ◽  
Pilot Study ◽  
Sri Lanka ◽  
Leadership Styles ◽  
Leadership Style ◽  
Organizational Level ◽  
Main Concern ◽  
Theory Approach ◽  
Garment Factory ◽  
The Impact

Job satisfaction is a common but important theme discussed at organizational level. It refers to the attitude and feelings that the people have about their work. Main concern of every organization is to maintain the satisfaction of the employees so that the organizational goals can be achieved successfully. Job satisfaction of the employees can be determined by many factors. Among them, leadership style followed by the leaders is also one of the important factors. Leadership style is the manner and approach of providing direction, implementing plans and motivating people.Many scholars have addressed the impact of leadership styles on the job satisfaction of employees in different manner. But, literature on this topic in the context of Sri Lanka has not sufficiently developed. There are only few studies covered the subject of leadership in Sri Lanka particularly limiting to few sectors. Therefore, this study attempts to fill that gap of the knowledge by addressing how leadership styles affect job satisfaction of the employees, particularly in a garment factory in Sri Lanka. Methodologically, deductive testing theory approach was followed by this study. Theory was developed by the literature based on the pilot study.  As the pilot study confirmed that three major leadership styles such as democratic, autocratic and transactional style are followed by the leaders, the impact of these three styles on the job satisfaction of employees were examined by giving a questionnaire to a stratified random sample of 60 employees. Basic hypothesis of the study was that the transactional leadership style should be the most significant in determining the job satisfaction according to human nature. But the outcome of this study confirmed that the impact of democratic style was statistically more significant than autocratic and transactional styles by rejecting the initial hypothesis.  

Leadership style and job satisfaction in higher education institutions

2016 ◽  
Vol 30 (1) ◽  
pp. 140-164 ◽  
Author(s):  
Raimonda Alonderiene ◽  
Modesta Majauskaite
Keyword(s):  
Higher Education ◽  
Job Satisfaction ◽  
Leadership Styles ◽  
Leadership Style ◽  
Faculty Members ◽  
Leadership Studies ◽  
Content Type ◽  
Faculty Job Satisfaction ◽  
The Impact ◽  
Practical Implications

Purpose – Although leadership is found to have impact on the followers’ attitudes and performance there is a gap in leadership studies in HEIs, especially having Lithuania in mind. The purpose of this paper is to study the impact of leadership style on job satisfaction of faculty in higher education institutions (HEI). Design/methodology/approach – In order to investigate before mentioned problem, the representative quantitative empirical research was conducted in 2013. It includes 72 faculty members and ten supervisors from Lithuanian public and private universities. The survey was conducted to check how leadership styles of supervisors influence faculty job satisfaction and compare the opinion of supervisors and subordinates. Findings – The empirical research revealed significant positive impact of leadership style on job satisfaction of faculty where servant leadership style has been found to have the highest positive significant impact on job satisfaction of faculty while controlling autocrat leadership style has the lowest impact. Research limitations/implications – There are several implications for further research. It can be expanded whether geographically (e.g. comparative analysis in different countries) or institutionally (e.g. in other educational institutions, such as schools or pre-schools). Practical implications – Practical implications reveal that supervisors have the power to increase the levels of job satisfaction of their faculty members, by defining their role as a leader, demonstrating certain leadership behaviors. Originality/value – This survey covers the area which lacks academic research, namely, the impact of leadership on HEI faculty. Previous leadership studies in HEI focus on particular leadership style demonstrated (van Ameijde, 2009), the impact of leadership on culture (Asmawi et al., 2013), organizational effectiveness (Siddique et al., 2011) and other factors. However, very few of them (one of the examples is the study of Webb, 2009 in USA) investigate the direct managers’ leadership style and faculty job satisfaction. Besides, the previous surveys have not covered as many leadership styles as this one does.

scholarly journals Impact of Head Teacher’s Leadership Style on Teacher’s Job Satisfaction and Work Motivation

2019 ◽  
Vol 13 (1) ◽  
pp. 1-18
Author(s):  
Sara Sehar ◽  
Khurram Khan Alwi
Keyword(s):  
Job Satisfaction ◽  
Data Collection ◽  
Leadership Styles ◽  
Leadership Style ◽  
Work Motivation ◽  
Head Teachers ◽  
Positive Leadership ◽  
Democratic Leadership ◽  
School Heads ◽  
The Impact

The study aims to investigate the impact of the head teacher`s leadership styles on the teacher`s job satisfaction and work motivation. A sample of total one hundred thirty-five were included in the study total of 122 teachers and 13 head teachers were randomly selected from different schools of Karachi for the data collection. The questionnaire was developed for the data collection which consisted of different sections comprised of demographic variables, leadership styles of head teachers, and job satisfaction and work motivation of teachers. The data was collected from different schools of Karachi by visiting in person and with the permission of head teachers and teachers. One sample t-test was implied to examine the data and results indicated that positive leadership style influences the teacher`s job satisfaction and work motivation. The results of the study also revealed that most head teachers apply the democratic leadership style as they liked to take recommendations and ideas from their teachers to make decisions and to maintain a positive relationship among the group. The study recommends that school heads must improve and encourage the staff to participate in the decisions making which leads to motivating them for better performance for themselves and for the institution.

scholarly journals Impact Assessment of Leadership Style on Job Satisfaction of NGO Employees in Uttarakhand-India

2017 ◽  
Vol 6 (1) ◽  
pp. 6
Author(s):  
Vishal Soodan ◽  
Akhilesh Chandra Pandey
Keyword(s):  
Job Satisfaction ◽  
Leadership Styles ◽  
Leadership Style ◽  
Formal Education ◽  
Negative Impact ◽  
Participative Leadership ◽  
Development Organizations ◽  
Community Development Organizations ◽  
Self Help Groups ◽  
The Impact

<div><p><em>Leadership styles in recent studies have been debated significantly but their role in contributing job satisfaction of employees have not been addressed by the researchers. Therefore, a study was conducted to assess the impact of leadership styles on job satisfaction of employees in the two NGO’s (Non Government Organisations) HIFEED and HESCO from Uttarakhand through an empirical study. NGO’s in India involve diverse activities ranging from training facilities and independent trainers providing non-formal education, grant-making organizations, community development organizations, microfinance associations, self-help groups, and organization addressing public health. In the study, leadership styles were studied as participative, supportive and instrumental. Results show that supportive style of leadership was predominantly followed by managers. Participative leadership style positively impacts job satisfaction followed by supportive style of leadership. But instrumental leadership style was found to have a negative impact on the job satisfaction of employees. </em></p></div>

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&rsquo; job satisfaction, and investigated nurses&rsquo; 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&rsquo; 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.

scholarly journals Assessing the Relationship Between Leadership Styles and Job Satisfaction

2020 ◽  
Vol 12 (3) ◽  
pp. 1
Author(s):  
Sean Ratican
Keyword(s):  
United States ◽  
Job Satisfaction ◽  
Leadership Styles ◽  
Leadership Style ◽  
The United States ◽  
Minnesota Satisfaction Questionnaire ◽  
Global Pandemic ◽  
Honestly Significant Difference ◽  
Significant Difference ◽  
The Impact

The United States workforce is in a period of transition. In April 2020, more than 20 million U.S. workers were out of work. As the economy seeks to reboot, organizations will have to prioritize how they rebuild their workforces. Prior to the global pandemic, there was nearly unprecedented low unemployment within the United States. Firms were constantly seeking ways to stabilize turnover within their organizations to achieve a competitive advantage. This research was conducted to analyze the impact leadership style has on employee job satisfaction. Surveys were collected to determine if there were significant differences in the perceived leadership styles within the industry, a relationship between leadership and job satisfaction, and identify a monetary threshold for which employees would quit. A hybrid of the Vannsimpco Leadership Survey (VLS) and Minnesota Satisfaction Questionnaire (MSQ) was administered to the 92 survey respondents. A single factor, one-way ANOVA was conducted to analyze the participants’ responses to the survey. The ANOVA calculations revealed a significant difference among the nine leadership styles (F [8, 819] = 12.36, p < .001). A Tukey's Honestly Significant Difference (HSD) test was used to test for significance between the means and found significance in 14 of the 36 pairs.

scholarly journals The Impact of Principal Leadership Style on Teachers’ Happiness and Consequently Their Self Efficacy

2020 ◽  
Vol 4 (4) ◽  
pp. p10
Author(s):  
Loureen D. Haddad ◽  
Rawia Ashqar
Keyword(s):  
Job Satisfaction ◽  
Leadership Styles ◽  
Leadership Style ◽  
Principal Leadership ◽  
Self Efficacy ◽  
Positive Impact ◽  
School Principal ◽  
School Staff ◽  
Principal Leadership Style ◽  
The Impact

This article assumes that a school principal is the most important figure in every school. It also assumes that principal style of leadership is significant factor affecting teachers’ happiness at school and their job satisfaction. Based on these assumptions, the article examines the impact of principal leadership style on teachers’ happiness and through this variable on their self-efficacy. The study examines the influence of each the three major leadership styles: transformational, rewarding and avoiding on teachers’ happiness. Teachers’ happiness is measured through the commitment of a teacher to the school objectives, where commitment is measured through his/her compliance with the school goals, identification with the school staff and internalization of the school values. Finally, self efficacy is measured through the degree of success in realizing the school goals and missions. The findings of the study point to a positive impact of the transformational and to a less extent rewarding leadership styles on teachers’ happiness and self efficacy.

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 KEPEMIMPINAN TRANSFORMASIONAL, KEPUASAN KERJA, DAN KOMITMEN AFEKTIF PADA KARYAWAN PERUSAHAAN BIDANG KONSTRUKSI MILIK PEMERINTAH DI MEDAN

2019 ◽  
Vol 18 (3) ◽  
pp. 209
Author(s):  
Bachruddin Saleh Luturlean ◽  
Arif Partono Prasetio ◽  
Anisa Firli ◽  
Gilang Ananda Mikola ◽  
Muhammad Adnan Darmawan
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Human Resources ◽  
Leadership Styles ◽  
Leadership Style ◽  
Affective Commitment ◽  
Positive Experience ◽  
Business Organizations ◽  
Transformational Leadership Style

Affective commitment is a commitment that comes from within and it needs quite some time to develop. Organizations need to ensure that their employees have strong affective commitment. Transformational leadership style can help employees to feel valued and develop strong commitment. On the other hand the positive atmosphere inside the organization will also enrich the positive experience of employees which in the end will increase the affective commitment. This study analyses the effect of transformational leadership and job satisfaction on employee’s affective commitment. We study one of the state companies in Medan using 72 participants. The explanatory method and path analysis are used to explain relationships and influences between variables. The results of the study prove that transformational leadership style and job satisfaction simultaneous and partial have effects in improving the quality of employee affective commitment. Business organizations need to apply transformational leadership styles and develop human resources program that can enhance job satisfaction. By carefully focus on these two elements, the organization is expected to be able to increase employee affective commitment. Keywords—Transformational Leadership, Job satisfaction, Affective Commitment Abstrak Komitmen afektif adalah komitmen yang muncul dari dalam diri sendiri dan dibangun seiring berjalannya waktu. Organisasi perlu memastikan bahwa karyawan mereka memiliki komitmen afektif yang kuat. Unsur kepemimpinan khususnya yang bersifat transformasional diyakini dapat membuat karyawan merasa dihargai dan pada akhirnya memiliki komitmen yang kuat. Di samping itu, suasana dalam organisasi yang menyenangkan akan memperkaya pengalaman positif karyawan yang juga berdampak pada peningkatan komitmen afektif. Penelitian ini menganalisis pengaruh kepemimpinan transformasional dan kepuasan kerja terhadap terbentuknya komitmen afektif karyawan di salah satu perusahaan negara di Medan. 72 Responden yang berpartisipasi dalam penelitian ini. Metode eksplanatori dan analisis jalur digunakan untuk menjelaskan hubungan dan pengaruh antar variabel. Hasil penelitian membuktikan bahwa gaya kepemimpinan transformasional dan kepuasan kerja memiliki pengaruh simultan dan parsial terhadap peningkatan kualitas komitmen afektif karyawan. Organisasi bisnis perlu mengaplikasikan gaya kepemimpinan transformasional serta mengembangkan program sumberdaya manusia yang bisa meningkatkan kepuasan kerja karyawan. Dengan mengoptimalkan kedua unsur ini, organisasi diharapkan mampu meningkatkan komitmen afektif karyawan. Kata kunci—Kepemimpinan Transformasional, Kepuasan Kerja, Komitmen Afektif

scholarly journals ANALYSIS OF THE IMPACT OF LEADERSHIP STYLE AND JOB SATISFACTION ON TURNOVER INTENTION THROUGH JOB STRESS AT CUSTOMER SERVICE (FRONTLINE) PT TIKI JALUR NUGRAHA EKAKURIR (JNE)

2019 ◽  
Vol 17 (1) ◽  
pp. 33
Author(s):  
Sri Mulyani ◽  
Hendra Gunawan
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Customer Service ◽  
Leadership Style ◽  
Turnover Intention ◽  
Structural Equation ◽  
Equation Model ◽  
Primary Data ◽  
Negative Effect ◽  
The Impact

<p>The problem of this research was Turnover intention is a factor of discomfort experienced agent in a company. Turnover intention needs to get serious attention to the organization especially to leadership or manager so can applying force leadership proper and improve job satisfaction to reduce job stress in the company.<br />The purpose of this research was the effect of leadership style and job satisfaction toward Turnover intention throught job stress at customer service (frontline) PT Tiki Jalur Nugraha Ekakurir (JNE), Tomang Jakarta.<br />The methodology of this research was testing hypothesis. The data used were primary data collected from questionaire. The samples consisted of 164customer service (frontline)PT Tiki Jalur Nugraha Ekakurir (JNE), which were determined through purposive sampling method. The data were analyzed through Structural Equation Model (SEM) of AMOS version 23.0for Windows.<br />The results of the study showed that there have been negative effect and significant between leadership style and job satisfaction toward Turnover intention throught job stress. The role of job stress very dominant as a mediator the influence of leadership style and job satisfaction toward Turnover intention.<br />Implication of this research is expected to managers can increase the determinants job stress itself for example by raising job satisfaction (salary, reward, job promotion) and applying force leadership proper and able to adjust with all the work situation.</p>

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