scholarly journals Generation Y’s Perception of Servant Leadership and Job Satisfaction

Economies ◽  
2021 ◽  
Vol 9 (1) ◽  
pp. 24
Author(s):  
Hurriyet Bilge ◽  
Florina Oana Virlanuta ◽  
Deniz Zungun ◽  
Nicoleta Barbuta-Misu ◽  
Pinar Comuk ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Servant Leadership ◽  
Generation X ◽  
Generation Y ◽  
Latent Variables ◽  
Leadership Practices ◽  
Structural Equation ◽  
Equation Model ◽  
Validity And Reliability ◽  
Personal Success

Generation Y wants to know the reason for everything in their lives, they are curious and most importantly, their characteristic of questioning everything makes them stand out. At the same time, it is hard to influence their characteristic features such as their lack of social skills, little respect for authority, and low level of commitment to their employers when Generation X management tactics are used. The purpose of this study is to better understand Generation Y, to examine their relations with servant leadership practices, and to determine what effects they have on businesses. The field study was made at an established organized industrial zone (OIZ) dating back to 1963. This OIZ is built on an area bigger than 10 million m2 and is divided into 5 subzones. It is currently home to 53,500 employees, has a gross foreign trade volume of $7,200,000,000 and is located in the western Aegean Region of Turkey. The data for the study was collected from 248 participants and scales tested for validity and reliability in Turkish. A model was developed using the data and then it was tested using the confirmatory factor analysis method. The study used Structural Equation Model (SEM) to define the causal relationships between latent variables with a model in the analysis of the data and test its compliance. The result of the analysis reveals that dimensions of accountability and forgiveness from servant leadership practices have a statistically significant effect on personal success, whereas empowerment, accountability, and personal success dimensions have statistically significant effects on job satisfaction. Modesty dimension does not have a significant effect on the personal success and job satisfaction and the dimensions of accountability and forgiveness do not have a significant effect on job satisfaction. In addition, empowerment dimension does not have a meaningful effect on personal success. There is need for more studies to support the accuracy of the result for modesty dimension, since it seems like there is no effect on personal success and job satisfaction. This is a pioneer study since it is an empirical one looking at the application of the servant leadership theory on Generation Y employees.

scholarly journals Impact of Learning Culture, Transformational Leadership and Motivation Language on Gen Y’s Employee Job Satisfaction: Case Study on a Islamic Banking

2018 ◽  
Vol 10 (1) ◽  
pp. 22
Author(s):  
Ahmad Adriansyah ◽  
Bayu Wiranto
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Human Resources ◽  
Generation X ◽  
Generation Y ◽  
Learning Culture ◽  
Emotional States ◽  
Validity And Reliability ◽  
Baby Boomer Generation ◽  
Motivating Language

One of the internal factors in the organization of Islamic Banks, or hereby BUS, considered important by regulators to be increased is their Human Resources, including in Bank X. Current human resources in the organization, including bank X, consisting of three generations, Generation Y, Generation X and Baby Boomer Generation. Each generation has different cognitive conditions, emotional states, and social conditions. This generation difference also affects the management of human resources in one company. This condition is the basis for doing human resources research on one generation only, namely Generation Y. Generation Y selection is because this generation will be the next generation in the company. One of the important factors related to human resources is its job satisfaction, which can determine the success of the organization, increase the productivity of employees and companies. Job satisfaction is caused by several factors, including those used in this study are Learning Culture, Transformational Leadership, and Motivating Language. The research was conducted at Bank X and attended by 216 employees who entered in Generation Y category. The test was conducted with SPSS 23, with Multiple Regression statistic methods. All measuring tools show good validity and reliability. The test results revealed that together the three factors above affect job satisfaction, with the proportion of influence of 47%. Transformational and Motivating Language Leadership variables significantly affect job satisfaction, while Learning Culture is not.

scholarly journals The relationship between servant leadership, organisational citizenship behaviour and team effectiveness

2014 ◽  
Vol 40 (1) ◽  
Author(s):  
Bright Mahembe ◽  
Amos S. Engelbrecht
Keyword(s):  
Factor Analysis ◽  
Confirmatory Factor Analysis ◽  
Servant Leadership ◽  
Latent Variables ◽  
Leadership Practices ◽  
Structural Equation ◽  
Team Effectiveness ◽  
Critical Role ◽  
Measurement Models ◽  
Confirmatory Factor

Orientation: Team effectiveness and organisational citizenship behaviour (OCB) are outcomes vital for team success. Servant leadership practices also play a critical role in team effectiveness and OCB.Research purpose: The goal of the study was to analyse the relationships between servant leadership, OCB and team effectiveness in the South African school system.Motivation for the study: The changing nature of leadership, coupled with the increased use of teams, necessitates a study on how follower-focused leadership practices enhance team member effectiveness.Research approach, design and method: A non-probability sample of 288 teachers was drawn from 38 schools in the Western Cape in South Africa. Item analysis and confirmatory factor analysis were conducted on the data.Main findings: The team effectiveness and refined servant leadership questionnaires displayed high levels of internal consistency. The organisational citizenship behaviour scale exhibited moderate reliability coefficients. Good fit was found for the structural and measurement models of the latent variables through confirmatory factor analysis and structural equation modelling. Positive relationships were found between servant leadership, team effectiveness and OCB.Practical/managerial implications: The findings emphasise the role played by servant leadership behaviours in promoting positive behaviours and outcomes for teams. Future studies should develop the theoretical model further, by identifying other variables that influence team effectiveness positively and testing the model using revenue-oriented teams.Contribution/value-add: Schools today face the challenge of developing strategies for achieving team effectiveness. The servant leadership style recognises and promotes the one-on-one development of followers likely to promote positive outcomes and team effectiveness.

The Influence of Leadership Style, Work Environment on Job Satisfaction and Employee Performance at PT. Khrisna Multi Lintas Cemerlang

2018 ◽  
Vol 9 (03) ◽  
pp. 20544-20552
Author(s):  
Ni Putu Rista Kusumadewi ◽  
I Nengah Sudja ◽  
I Wayan Sujana
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Leadership Style ◽  
Structural Equation ◽  
Employee Performance ◽  
Equation Model ◽  
Partial Least Square ◽  
Least Square ◽  
High Knowledge ◽  
Research Population

This study aims to examine and analyze the relationship between leadership style, work environment, job satisfaction and employee performance. This research was conducted at PT. Khrisna Multi Lintas Cemerlang with the research population were all employees who work in the company. All data obtained from questionnaires were suitable for use, then were analyzed by using structural equation model based on variant analysis which is known as Partial Least Square (PLS). The result of this research shows that the leadership style has positive and significant effect on employee performance, the work environment has positive and significant effect on employee performance, the leadership style has positive and significant effect on job satisfaction, the work environment has positive and significant effect on job satisfaction and job satisfaction has positive and significant on employee performance. The implication of this research was that the leadership needs to give freedom to subordinate to express their opinions, the workplace air temperature was well regulated, the work that was charged according to the ability and expertise, always guided by the company standard in carrying out each task and the employee has high knowledge in solving problem

Effect of Motivation to Employee Performance which was Mediatied by Work Satisfaction in PT Smailing Tour Denpasar

2018 ◽  
Vol 9 (08) ◽  
pp. 20959-20973
Author(s):  
Benediktus Ignasius Tani Raka ◽  
Anik Yuesti ◽  
Nengah Landra
Keyword(s):  
Job Satisfaction ◽  
Structural Equation Model ◽  
Structural Equation ◽  
Employee Performance ◽  
Work Satisfaction ◽  
Equation Model ◽  
Partial Least Square ◽  
Least Square ◽  
Pls Analysis ◽  
Permanent Employees

This study aims is to test and analyze the influence of motivation on employee performance mediated by job satisfaction. This research was conducted at PT Smailing Tour Denpasar with population and research sample of all permanent employees that is 90 people. All data obtained from the kuisoner distribution is feasible to be used, then analyzed using a variance based structural equation model known as Partial Least Square (PLS) analysis. The result of the research shows that (1) the motivation has positive and significant effect on the employee's performance, (2) the motivation has positive and significant effect on the job satisfaction, (3) the job satisfaction has positive and significant effect to the employee's performance; (4) the motivation has positive and significant effect on employee performance through job satisfaction. The implication of this research is that motivation can be improved by taking into account the need for workplace environment to improve employee performance, job satisfaction can be improved by paying attention to the work itself in order to increase employee performance. Employee performance can be improved by taking into account the effectiveness of employees.

Is Professional Commitment The Reason For Turnover Intentions of IT Professionals?

2019 ◽  
Vol 5 (1) ◽  
pp. 124
Author(s):  
Mohamed Buhari Mufitha ◽  
Su Teng Lee ◽  
Chen Chen Yong
Keyword(s):  
Job Satisfaction ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Equation Model ◽  
Professional Commitment ◽  
Turnover Rates ◽  
It Professionals ◽  
Professional Advancement ◽  
Software Engineers ◽  
Job Satisfactions

Compared to others, professionals share distinguish workplace characteristics: one such is the high commitment to the professions over to working organizations. Information Technology (IT) professionals demonstrate higher turnover rates compared to others: their commitments to the profession has been suspected as a source of turnover. Considering their job satisfactions the present study aimed to investigate the influence of professional commitment on IT professionals’ turnover intentions. Data were collected from a sample of software engineers from Sri Lank using a survey questionnaire. The results of the structural equation model analysis concluded that professional commitment weakens IT professionals’ turnover intentions, which is partially mediated by job satisfaction. Professional commitment stimulates IT professionals’ job satisfaction. The findings challenge the presumption that IT professionals leave their organizations due to high commitments to the profession. Few factors were identified as significant in their job satisfactions: supervision, co-workers and work design. Pay and promotions were the least influencing job satisfaction factors. Managers may employ few strategies in their retention strategies: facilitate professional advancement needs within organizations, closely monitor supervision activities occurs and provide challenging and meaningful jobs. The study contributes to the turnover literature through empirical evidence on the influence of professional commitment on knowledge workers’ turnover intentions.

KEPUASAN KERJA SEBAGAI KUNCI OPTIMALISASI KINERJA PEGAWAI PADA DINAS KEHUTANAN SULAWESI TENGAH

Wahana ◽  
2019 ◽  
Vol 22 (1) ◽  
pp. 28-40
Author(s):  
Harries Madiistriyatno ◽  
Nahardi Nahardi ◽  
Ida Musdafia Ibrahim
Keyword(s):  
Job Satisfaction ◽  
Career Development ◽  
Structural Equation ◽  
Research Method ◽  
Employee Performance ◽  
Equation Model ◽  
Service Work ◽  
Collection Data ◽  
Work Units ◽  
Central Sulawesi

Job satisfaction is one of the keys to accomplish optimal performance. Therefore, conditioning the organization to create job satisfaction is very important. This study aims to prove that the optimization of employee performance can be achieved especially if the job satisfaction has been realized, using career development, competence, and compensation as indicators. This research method was descriptive-verification with the collection data using survey that sampling uses saturated sampling and analyzed using the Structural Equation Model. The object research was employees of the Regional Forestry Service work units of Central Sulawesi Province. The results proved that the job satisfaction was a very important factor in mediating (full mediating variables) the variables of career development, competence, and compensation in improving employee performance, which is indicated by a positive and significant effect. Furthermore, it was proven that the biggest contribution affecting employee performance was the variable job satisfaction, with career development contributes to the highest influence on job satisfaction, followed by competence, and compensation.   Keywords: Job satisfaction, career development, competence, compensation, and employee’s performance.

Employees’ Motivation for Creating International Business Venture: The Role of Perceived Competence and Job Satisfaction

2020 ◽  
Vol 25 (2) ◽  
Author(s):  
Anh D. Pham ◽  
Men T. Bui ◽  
Dung P. Hoang
Keyword(s):  
Job Satisfaction ◽  
International Business ◽  
Structural Equation ◽  
Positive Impact ◽  
Entrepreneurial Intention ◽  
Perceived Competence ◽  
Equation Model ◽  
Network Building ◽  
Perceived Desirability

This research investigates the determinants of entrepreneurial intention among Vietnamese employees, a crucial segment of potential entrepreneurs yet mostly neglected in previous studies. Given the focus on intention to create an international business venture and the working segment, we expand the entrepreneurial event theory by supplementing perceived competence and job satisfaction as determinants of entrepreneurial intention while testing the mediation of perceived feasibility and perceived desirability in such relationships correspondingly. Three focus groups on 27 Vietnamese employees were conducted to explore the specific relevant competences and develop the conceptual model. Afterwards, data from an empirical survey on 567 Vietnamese employees was analysed using a partial least squares structural equation model to test the hypothesised relationships. The empirical results indicate that perceived competences, viz. administrative competence, communication skills, network building competence, and international business expertise have a positive impact on entrepreneurial intention. The relationships between either administrative competence, network building capacity or international business expertise, and entrepreneurial intention are totally mediated by perceived feasibility. The study also reveals a noteworthy finding about the negative direct effect of overall job satisfaction on entrepreneurial intention and the partial mediating role of perceived desirability in this relationship.

scholarly journals The Role of Managerial Commitment and TPM Implementation Strategies in Productivity Benefits

2018 ◽  
Vol 8 (7) ◽  
pp. 1153 ◽  
Author(s):  
José Díaz-Reza ◽  
Jorge García-Alcaraz ◽  
Liliana Avelar-Sosa ◽  
José Mendoza-Fong ◽  
Juan Sáenz Diez-Muro ◽  
...  
Keyword(s):  
Least Squares ◽  
Structural Equation Model ◽  
Preventive Maintenance ◽  
Latent Variables ◽  
Structural Equation ◽  
Manufacturing Industry ◽  
Implementation Strategies ◽  
Equation Model ◽  
Total Productive Maintenance

The present research proposes a structural equation model to integrate four latent variables: managerial commitment, preventive maintenance, total productive maintenance, and productivity benefits. In addition, these variables are related through six research hypotheses that are validated using collected data from 368 surveys administered in the Mexican manufacturing industry. Consequently, the model is evaluated using partial least squares. The results show that managerial commitment is critical to achieve productivity benefits, while preventive maintenance is indispensable to total preventive maintenance. These results may encourage company managers to focus on managerial commitment and implement preventive maintenance programs to guarantee the success of total productive maintenance.

scholarly journals Probing the Links between Workforce Diversity, Goal Clarity, and Employee Job Satisfaction in Public Sector Organizations

2021 ◽  
Vol 11 (3) ◽  
pp. 77
Author(s):  
Edmund C. Stazyk ◽  
Randall S. Davis ◽  
Jiaqi Liang
Keyword(s):  
Job Satisfaction ◽  
Structural Equation ◽  
Diversity Management ◽  
Organizational Outcomes ◽  
Equation Model ◽  
Workforce Diversity ◽  
Organizational Goals ◽  
Employee Job Satisfaction ◽  
Goal Clarity ◽  
Management Policies

A considerable body of research substantiating the importance of workforce diversity to public organizations has accrued over the past two decades. However, research on workforce diversity has also been narrow in scope and frequently fails to link diversity to important individual and organizational outcomes. Using data (n = 1,109,134 employees from 500 sub-agencies) collected in three waves (2010, 2011, and 2012) of the Federal Employee Viewpoint Survey (FEVS), this study examines whether (1) increased diversity influences organizational goal clarity, (2) diversity and goal clarity, in turn, influence employee job satisfaction, and (3) diversity management policies influence job satisfaction by clarifying organizational goals for workers. FEVS is administered yearly by the U.S. Office of Personnel Management (OPM) and is designed to assess whether and to what extent federal employees believe the characteristics of successful organizations are present in their agency. Results from a multi-level structural equation model (MSEM) suggest diversity is associated with greater goal clarity and that diversity management policies, by clarifying organizational goals, positively affect job satisfaction. Findings also indicate that the type of diversity matters.

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