Leadership Behavior Predictor of Employees&#39; Job Satisfaction and Psychological Health

Frequent Exposure

Research about relationship between the leadership behavior and the psychological health is still limited. The effect of job dissatisfaction on health is important not only from medical but also from the economic perspective. The association between leadership behavior, job satisfaction and psychological health in nursing was tested. 640 hospital nurses from surgery and internal medicine departments in Slovenian hospitals participated. Data analysis was carried out by using SPSS, 20.0. The transformational leadership style, leaders' characteristics, job satisfaction predicted better psychological health. More frequent exposure to stress and the lack of stress management was associated with poor psychological health. Job satisfaction is at a medium level. The results indicated that 85% of employees in nursing had good psychological health. The psychological health of employees does not affect only on individual, but also on the quality and effectiveness. It is important to monitor employees' job satisfaction and take care for health by providing a healthy work environment.

Recent Advances in the Roles of Cultural and Personal Values in Organizational Behavior - Advances in Human Resources Management and Organizational Development ◽

Factors Affecting Employees' Job Satisfaction and Psychological Health

10.4018/978-1-7998-1013-1.ch011 ◽

2020 ◽

pp. 213-239

Author(s):

Mateja Lorber ◽

Sonja Treven ◽

Damijan Mumel

Keyword(s):

Job Satisfaction ◽

Work Environment ◽

Leadership Style ◽

Psychological Health ◽

Factors Affecting ◽

Healthy Work ◽

The Individual ◽

Frequent Exposure

The aim of this study was to examine the level of psychological health and job satisfaction and to find out which predictors have an impact on nurses' psychological health and job satisfaction. Six hundred forty nurses from surgery and internal medicine departments from Slovenian hospitals participated in the research. Data analysis was carried out by using SPSS 25.0. With transformational leadership style, leaders' characteristics, leaders' emotional intelligence, leaders' communication skills, positive effectivity, and job satisfaction, one can explain 57% of nurses' psychological health. The results indicated that 85% of nurses had good psychological health. And also that more frequent exposure to stress and lack of stress management were associated with poor psychological health. The employees' psychological health does not affect only the individual, but also on the quality of care and on the effectiveness of hospitals. It is important to monitor employees' job satisfaction and take care for employees' health by providing a healthy work environment.

Factors Affecting Employees' Job Satisfaction and Psychological Health

10.4018/978-1-6684-2405-6.ch027 ◽

2022 ◽

pp. 516-542

Author(s):

Mateja Lorber ◽

Sonja Treven ◽

Damijan Mumel

Keyword(s):

Job Satisfaction ◽

Work Environment ◽

Leadership Style ◽

Psychological Health ◽

Factors Affecting ◽

Healthy Work ◽

The Individual ◽

Frequent Exposure

The aim of this study was to examine the level of psychological health and job satisfaction and to find out which predictors have an impact on nurses' psychological health and job satisfaction. Six hundred forty nurses from surgery and internal medicine departments from Slovenian hospitals participated in the research. Data analysis was carried out by using SPSS 25.0. With transformational leadership style, leaders' characteristics, leaders' emotional intelligence, leaders' communication skills, positive effectivity, and job satisfaction, one can explain 57% of nurses' psychological health. The results indicated that 85% of nurses had good psychological health. And also that more frequent exposure to stress and lack of stress management were associated with poor psychological health. The employees' psychological health does not affect only the individual, but also on the quality of care and on the effectiveness of hospitals. It is important to monitor employees' job satisfaction and take care for employees' health by providing a healthy work environment.

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

Jurnal Manajemen Indonesia ◽

10.25124/jmi.v18i3.1733 ◽

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 ◽

Human Resources ◽

Leadership Styles ◽

Leadership Style ◽

Affective Commitment ◽

Positive Experience ◽

Business Organizations ◽

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

Pengaruh Human Resource Management Practices and Policies, Transformational Leadership Style Terhadap Job Satisfaction

Jurnal Ilmiah Administrasi Bisnis dan Inovasi ◽

10.25139/jiabi.v5i1.3577 ◽

2021 ◽

Vol 5 (1) ◽

pp. 41-55

Author(s):

Ruri Hudi Astuti Dewi Subroto

Keyword(s):

Job Satisfaction ◽

Resource Management ◽

Human Resource Management ◽

Human Resource Development ◽

Human Resource ◽

Leadership Style ◽

Management Practices ◽

Human Resource Management Practices ◽

Human resource development programs need to be created systematically and sustainably to produce future-ready talents. As part of the efforts to optimize human resources management within the company, one of the ways the company takes is by increasing employee satisfaction in carrying out its duties. The purpose of this study was to determine the effect of human resource management practices and policies, transformational leadership style on job satisfaction. This research method uses a quantitative approach. The sample in this study were 235 employees of PT. X. The type of data used is primary data using a questionnaire. The analysis technique used is Structural Equation Modeling with AMOS 22 program tools. The results of this study are expected to be used as an evaluation material for human resource management practices and policies that have been implemented by the company, in order to make improvements to aspects that are still complaints and make employees feel dissatisfied when working such as job placements that aren’t according to capacity, the balance of the weight of the work given, the assessment system to the problem of the compensation system or its achievement which aims to create job satisfaction and employee comfort at work.

Proceedings of the 1st Economics and Business International Conference 2017 (EBIC 2017) ◽

The Influence of Individual Characteristics and Transformational Leadership Style on Job Satisfaction and Employee Performance at Bank Aceh Sharia

10.2991/ebic-17.2018.51 ◽

2018 ◽

Author(s):

Marbawi Adamy ◽

Prihatin Lumbanraja ◽

Arlina Nurbaity Lubis ◽

Elisabeth Siahaan

Keyword(s):

Job Satisfaction ◽

Leadership Style ◽

Employee Performance ◽

Individual Characteristics ◽

The Effect Of Transformational Leadership, Intrinsic Motivation On Employee Performance With Work Facility As A Mediation Variable

JOURNAL OF RESEARCH IN MANAGEMENT ◽

10.32424/jorim.v2i1.63 ◽

2019 ◽

Vol 2 (1) ◽

Author(s):

DESTY KHOIRUNNISA

Keyword(s):

Job Satisfaction ◽

Regression Analysis ◽

Intrinsic Motivation ◽

Leadership Style ◽

Employee Performance ◽

Analytical Tool ◽

Survey Method ◽

Positive Effect

The purpose of this study was to analyze the effect of transformational leadership style,intrinisk motivation on the performance of employees train company with job satisfaction asa mediating variable. The number of respondents taken in this study were 52 respondentsusing probability sampling. This study uses a survey method using a quantitative approach.The analytical tool used in this study is multiple regression analysis with SPSS software.Based on the conclusion that transformational leadership style and intrinsic motivation havea positive effect on employee performance with job satisfaction as a mediating variable.

Probing the Effects of Transformational Leadership on Employees’ Job Satisfaction With Interaction of Organizational Learning Culture

SAGE Open ◽

10.1177/2158244020930771 ◽

2020 ◽

Vol 10 (2) ◽

pp. 215824402093077

Author(s):

Saif-Ur-Rehman Khan ◽

Mahwish Anjam ◽

Mohammad Abu Faiz ◽

Faisal Khan ◽

Hashim Khan

Keyword(s):

Job Satisfaction ◽

Organizational Learning ◽

Organizational Effectiveness ◽

Leadership Style ◽

Banking Sector ◽

Learning Culture ◽

Organizational Learning Culture ◽

The purpose of this study is to explore how various dimensions of leadership style are being used to measure organizational effectiveness. Job satisfaction is one of the essential indicators used to measure organizational effectiveness. Literature suggests that the manager’s transformational leadership style highly influences the employees’ job satisfaction. This study focuses on identifying the role of a transformational leader in developing job satisfaction in employees of the banking industry, using the organizations’ learning culture as the moderating variable. For this purpose, a total of 180 respondents were surveyed from UAE’s banking sector. In this study descriptive statistics, Pearson’s correlation coefficient, and multiple regression analysis were employed for the data analyses. The results confirmed that the five dimensions of transformational leaders and overall transformational leadership style significantly affect the employee’s job satisfaction, whereas the moderating effect of the organizational learning culture on any of the said relationships was found insignificant. This study used self-reported data based on a cross-sectional survey in the banking sector only. The research emphasizes the implication of the leaders’ personal traits to be a significant determinant of an employee’s satisfaction. In addition, managers in the banking sector in UAE realized that organization learning culture (OLC) has not had any significant impact on employees’ job satisfaction. As there is not sufficient literature on the moderating role of organizational learning culture, this study is a valuable contribution to the existing body of knowledge.