scholarly journals Ethical leadership and employee-organisational outcomes in the hotel industry

2015 ◽  
Vol 46 (2) ◽  
pp. 89-98 ◽  
Author(s):  
A. Tahernejad ◽  
Z. Seyed Ghorban ◽  
R. N. Raja Ariffin ◽  
H. Babaei
Keyword(s):  
Job Satisfaction ◽  
Leadership Style ◽  
Ethical Leadership ◽  
Role Models ◽  
Middle Managers ◽  
Hotel Industry ◽  
Organisational Commitment ◽  
Cross Sectional ◽  
The Relationship ◽  
Business And Management

Ethical leadership has been attracting attention of different kinds. While the concept is still in its infancy, contribution from all aspects of business and management is required to examine the cross-sectional, cross-cultural applicability to provide further insights. Attempts have been made to theoretically and empirically examine the relationship between ethical leadership and several outcomes (e.g. job satisfaction, organisational commitment), however, most of these studies have been conducted in western countries. This calls for further analysis of this particular leadership style to fill the existing gap and enrich the literature. Using 183 samples from middle managers/supervisors in the hotel industry in Malaysia, the present study found that ethical leadership is positively and significantly related to both job satisfaction and organisational commitment among these middle managers, which then resulted in negative turnover and positive organisational citizenship behaviors amongst them. While, contributing significantly to the current literature on ethical leadership in the hospitality industry, this research also provides support for the notion of constructive consequences of leaders becoming role models in their organisations by following ethical standards in their behaviors and decision-making process.

Does supervisor gender moderate the mediation of job embeddedness between LMX and job satisfaction?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jodie Louise Stewart ◽  
Karl Kilian Konrad Wiener
Keyword(s):  
Job Satisfaction ◽  
Leadership Style ◽  
Role Theory ◽  
Job Embeddedness ◽  
Survey Study ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Content Type ◽  
Relationship Of ◽  
The Relationship

Purpose This paper aims to examine the quality of the relationship between a supervisor and their subordinate, conceptualised as leader member exchange (LMX), and the mediating influence of subordinate’s job embeddedness on job satisfaction. The LMX model considered the four-gender dominant leadership style facets, female – affect and loyalty (communal), and male – contribution and professional respect (agentic). Social role theory was applied to explain societies influence on leadership style. The moderating influence of supervisor gender on the relationship of LMX facets and subordinate embeddedness is investigated. Design/methodology/approach This cross-sectional survey study of 213 self-selected employed participants investigated the mediation of job embeddedness LMX and job embeddedness and the moderation impact of supervisor gender on this mediation. Findings Job embeddedness mediated the relationship between all four facets of LMX and job satisfaction. Supervisor gender did not moderate the relationships of the four LMX facets and job embeddedness. These findings highlight the potential impact of a homogeniuos sample in relation to industry type and culture as this may impact on the findings. That is, participants in this study were predominantly females working in female dominant industries. Originality/value This study builds on the work of Collins et al. (2014) who examined the moderating impact of subordinate gender on the mediating relationship of job embeddedness on the relationship between LMX facets and job satisfaction. Previously, the gender role of supervisors on this relationship was not explored.

scholarly journals FAKTOR YANG MEMENGARUHI JOB PERFORMANCE PEGAWAI GENERASI MILENIAL

2021 ◽  
Vol 5 (2) ◽  
pp. 165-186
Author(s):  
Novryansyah Novryansyah ◽  
Dita Oki Berliyanti ◽  
Ida Ariyani
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Leadership Style ◽  
Ethical Leadership ◽  
Millennial Generation ◽  
Structural Equation ◽  
Authentic Leadership ◽  
Equation Modeling ◽  
Cross Sectional ◽  
Purposive Sampling

Job performance of employees from the millennial generation is starting to be studied a lot because the proportion is starting to increase. Leadership style and job satisfaction are factors that are suspected to affect job performance. This study aims to examine the effect of ethical leadership, authentic leadership on job performance mediated by job satisfaction. This study was a cross-sectional design involving 350 millennial generation employees at the Tanjung Priok Customs and Excise Main Service Office, which were selected by purposive sampling. Data were analyzed using Structural Equation Modeling (SEM) with AMOS 26 software. The results of this study indicate that ethical leadership has a positive effect on job satisfaction and negative effect on job performance, but not significant. Meanwhile, authentic leadership has a positive and significant effect on job satisfaction, but not significantly on job performance. In addition, this study also finds that job satisfaction has a positive and significant effect on job performance and acts as a mediator in the influence of authentic leadership and ethical leadership on job performance. These results build and enrich models of the influence of ethical leadership, authentic leadership, job satisfaction on job performance in existing. In addition, this study recommends that superiors have a personality that is liked by their subordinates, so that it has an impact Keywords: ethical leadership, authentic leadership, job satisfaction, job performance, millennial generation employees. Job performance pegawai dari generasi milenial menjadi hal yang mulai banyak diteliti karena proporsinya mulai meningkat. Gaya kepemimpinan dan kepuasan kerja merupakan faktor yang ditengarai memengaruhi job performance. Penelitian ini bertujuan menguji pengaruh ethical leadership, authentic leadership terhadap job performance yang dimediasi job satisfaction. Penelitian ini berdesain crosssectional yang melibatkan 350 pegawai generasi milenial Kantor Pelayanan Utama Tipe A Bea dan Cukai Tanjung Priok yang dipilih secara purposive sampling. Data dianalisis menggunakan Structural Equation Modelling (SEM) dengan perangkat lunak AMOS 26. Hasil penelitian ini menunjukkan bahwa ethical leadership berpengaruh positif terhadap job satisfaction dan negatif terhadap job performance, tetapi tidak signifikan. Sementara itu, authentic leadership berpengaruh positif dan signifikan terhadap job satisfaction, tetapi tidak signifikan terhadap job performance Selain itu, penelitian ini juga mendapatkan bahwa job satisfaction berpengaruh positif dan signifikan terhadap job performance dan berperan sebagai mediator dalam pengaruh authentic leadership  dan ethical leadership terhadap job performance. Hasil ini membangun dan memperkaya model pengaruh ethical leadership, authentic leadership, job satisfaction terhadap job performance yang sudah ada. Selain itu, penelitian ini merekomendasikan  agar atasan memiliki kepribadian yang disenangi bawahan, sehingga berdampak pada job satisfaction dan job performance bawahan. Kata Kunci: ethical leadership, authentic leadership, job satisfaction, job performance, pegawai generasi milenial.

RELATIONSHIP A BETWEEN LEADERSHIP STYLE AND WORKING CONDITIONS WITH NURSES 'WORKING SATISFACTION IN INPATIENT ROOMS, BAHTERAMAS HOSPITAL

2021 ◽  
Vol 3 (1) ◽  
pp. 136-142
Author(s):  
Nur Ardiana ◽  
La Ode Saafi ◽  
Tasnim Tasnim
Keyword(s):  
Job Satisfaction ◽  
Leadership Style ◽  
Working Conditions ◽  
Quantitative Research ◽  
Strong Relationship ◽  
Simple Random Sampling ◽  
Cross Sectional ◽  
A Value ◽  
Inpatient Nursing ◽  
The Relationship

Background:From the preliminary study by the researcher with the inpatient nursing department through in-depth interviews, there were problems such as complaints from patients who were in pain, there were nurses who did not come immediately and provide nursing care. Through interviews with nurses, it was found that career development procedures had not been prepared in nursing management. In addition, there are nurses who are several times late more than the stipulated time. Then there are still complaints that the incentives received are still insufficient. Methods:This type of research uses quantitative research with a cross sectional design. The population was 257 all nurses in the inpatient room at Bahteramas Hospital, with a sample of 141 samples using simple random sampling. Results:Using the cramer coefficient, it is obtained a value of 0.732, this shows the strength of the relationship between leadership style in work and job satisfaction of nurses. And the cramer coefficient is obtained a value of 0.620, this shows the strength of the relationship between leadership style in work and job satisfaction of nurses in the inpatient room at Bahteramas Hospital in the strong relationship category. Conclusion:There is a relationship between leadership style and working conditions on the job satisfaction of nurses in the inpatient room of the Bahteramas Hospital.

MOTIVASI GAYA KEPEMIMPINAN DAN KOMITMEN ORGANISASI BERHUBUNGAN ERAT DENGAN KEPUASAN KERJA PERAWAT DI RUMAH SAKIT BHAYANGKARA POLDA D.I YOGYAKARTA

2019 ◽  
Vol 13 (1) ◽  
Author(s):  
Supriyadi Supriyadi ◽  
Sendy Komarudin ◽  
Sri Nur Hartiningsih
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Human Resources ◽  
Leadership Style ◽  
Dominant Factor ◽  
P Value ◽  
Cross Sectional ◽  
Multivariate Test ◽  
Strong Conclusion ◽  
The Relationship

Background: The quality of hospital services is strongly influenced by several factors, among which the most dominant factor is human resources. Human resources are the key to the success and success of the organization. Human resources related to the provision of health services in hospitals are nurses. managing human resources is not an easy thing because it involves many important factors that must be considered, one of which is the factor of job satisfaction. There are several indicators that must be considered by the hospital, one of which is to pay attention to the level of job satisfaction nurse (Simamora, 2012).   Objective: This study aims to determine the relationship of motivation leadership style and organizational commitment with job satisfaction Nurse at Bhayangkara Hospital POLDA D.I. Yogyakarta.   Methods: The research design used in this research is descriptive correlation research with cross sectional approach. Sampling technique with total sampling. Pupulation in this research is nurse counted 33 people. Bivariate statistical test using kendal tau while multivariate test using multiple linear regression with significant level 95%.   Result: Result of research got all variable that is motivation, leadership style, and organizational commitment influence nurse job satisfaction with p value 0.001, 0.003, 0.000 (p<0.05). Multivariate test obtained value of R 0.662 means the relationship between motivation, leadership style and organizational commitment with job satisfaction is strong.  Conclusion: there is a relationship between motivation, leadership style and organizational commitment with job satisfaction

scholarly journals Job insecurity, extrinsic and intrinsic job satisfaction and affective organisational commitment of maintenance workers in a parastatal

2005 ◽  
Vol 36 (2) ◽  
pp. 27-38 ◽  
Author(s):  
J. H. Buitendach ◽  
H. De Witte
Keyword(s):  
Job Satisfaction ◽  
Job Insecurity ◽  
Measuring Instruments ◽  
Organisational Commitment ◽  
Cross Sectional ◽  
Significant Relationships ◽  
Random Samples ◽  
Cross Sectional Design ◽  
Intrinsic Job Satisfaction ◽  
The Relationship

The objective of this study was to assess the relationship between job insecurity, job satisfaction and affective organisational commitment of maintenance workers (N = 178) in a parastatal in Gauteng. A cross-sectional design was used. Stratified random samples of maintenance workers (N = 178) were taken. The Job Insecurity Inventory, Minnesota Job Satisfaction Questionnaire and Organisational Commitment Questionnaire were used as measuring instruments. The results revealed small but significant relationships between job insecurity and extrinsic job satisfaction and job insecurity and affective organisational commitment. Job satisfaction was found to mediate the relationship between job insecurity and affective organisational commitment.

The effects of perceived organisational support on employees' affective outcomes: evidence from the hotel industry

2010 ◽  
Vol 16 (2) ◽  
pp. 125-150
Author(s):  
lker Colakoglu ◽  
Osman Culha ◽  
Hakan Atay
Keyword(s):  
Job Satisfaction ◽  
Hotel Industry ◽  
Mediating Effect ◽  
Significant Positive Effect ◽  
Organisational Commitment ◽  
Organisational Support ◽  
Perceived Organisational Support ◽  
Hotel Managers ◽  
The Relationship ◽  
Positive Effect

Previous studies mainly analysed the relationship between perceived organisational support and organisational commitment in a direct way. Limited studies of tourism, however, have found that job satisfaction is a mediator variable in the relationship between perceived organisational support and organisational commitment. The aim of this study is, (i) to analyse the effect of organisational support on job satisfaction, (ii) to analyse the effect of organisational support on the dimensions of organisational commitment, (iii) to analyse the effect of job satisfaction on the dimensions of organisational commitment, and (iv) to analyse the mediating effect of job satisfaction on the relationship between perceived organisational support and dimensions of organisational commitment based on an empirical study. The relationship between the variables was analysed by using a multivariate data analysis. Besides this, in the study, the mediating effect of job satisfaction on the relationship between perceived organisational support and the dimensions of organisational commitment was analysed by the technique recommended by Baron and Kenny (1986) and the Sobel test. The findings indicated that perceived organisational support had a significant positive effect on job satisfaction, affective, normative and continuous commitment. Job satisfaction had a significant positive effect on affective, normative and continuous commitment as well. Besides this, job satisfaction played a partial mediating role between perceived organisational support and dimensions of organisational commitment. Implications were presented for hotel managers who want to keep and encourage their employees to work in the hotel industry.

scholarly journals The Effect of School Principals’ Ethical Leadership on Teacher Job Satisfaction: The Mediating Role of School Ethical Climate

2021 ◽  
Vol 8 (4) ◽  
pp. 210-222
Author(s):  
Ramazan CANSOR ◽  
Hanifi PARLAR ◽  
M. Emin TÜRKOĞLU
Keyword(s):  
Job Satisfaction ◽  
Ethical Leadership ◽  
Ethical Climate ◽  
Positive Relationship ◽  
Mediating Effect ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Mediating Role ◽  
The Relationship

This study aims to examine the mediating role of ethical climate in the relationship between ethical leadership and job satisfaction. A cross-sectional survey was conducted for the study. Questionnaires were distributed to 641 teachers in Turkey. Regression analysis was conducted to determine the mediating effect of ethical climate. Bootstrapping tehchnique was used to test the hypotheses and the effects of mediation. Our results show that there is a positive relationship between principals' ethical leadership and teachers' job satisfaction and a positive relationship between ethical leadership and ethical climate. In addition, ethical climate partially mediated the relationship between ethical leadership and job satisfaction. Schools should focus on ethical leadership practices in the workplace. The study enriched the understanding of the factors that influence the relationship between ethical leadership, ethical climate and job satisfaction.  

scholarly journals An investigation into the relationship between teachers’ job performance and job satisfaction in Myanmar.

2020 ◽  
Vol 8 (2) ◽  
Author(s):  
Aye Aye Myint Lay
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Leadership Style ◽  
Psychological Health ◽  
Role Models ◽  
Teacher Job Satisfaction ◽  
Point Of View ◽  
Proper Values ◽  
High Level ◽  
The Relationship

1.          IntroductionIn society, demanding the development of the youth, teachers’ job performance both inside and outside the classroom is essential to fulfilling this demand. Teachers can influence the learning process to some significant extent. Teachers are expected to be role models for their students and, therefore, teachers’ job performance is crucial for students’ success. Teachers will normally be satisfied with their job if teachers have a good relationship with the principal(s) of their school, are offered the highest possible salaries, and are involved in the decision-making process at their school, they will normally be satisfied with their job. Job satisfaction is an important facet of people's lives and their productivity in the workplace. Job satisfaction can lead to a sense of responsibility and involvement toward achieving comprehensive career goals and contributing to the productivity of an organization (Harter, James, Schmidt, Hayes, & Theodore, 2002, cited in Ismail, 2012).Robbins states, "job satisfaction refers to the individual's general attitude towards his or her job. He adds that "a person with a high level of job satisfaction holds positive attitudes about the job, while a person who is dissatisfied with his or her job holds negative attitudes about the job" (Robbins, 2003, cited in Younes, 2012). A principal’s leadership style might affect teachers’ job satisfaction. Teachers’ job satisfaction could improve their performance in the classroom (Nadarasa & Thuraisingam, 2014). Teacher job satisfaction is a "...vital area of study since several studies have found that work satisfaction influences general life satisfaction. General life is an important influence on the daily psychological health of a teacher." This, in turn, has an impact on teachers’ job performance (Andrew and Whitney, 1974, cited in Wangai, 2012).Teacher job satisfaction is a source of motivation that sustains effort in performing tasks required of good teachers (Watson et al., 1991, cited in Wangai, 2012). Effort results in higher performance when employees clearly understand and are comfortable with their roles (Kreitner, 1986, cited in Gathungu & Wachira, 2013). If a teacher is incompetent, dissatisfied with his jobs, and not guided by proper values, the entire edifice of the education system will be shaky (Raza, 2010). Due to better performance shown by satisfied workers, it is the top priority of all organizations to achieve the desired goals by increasing their satisfaction (Chambers, 1999, cited in Iqbal & Akhtar, 2008). In this point of view, examining the relationship between teachers’ job performance and satisfaction is crucially important for promoting a better job performance in the future.

scholarly journals The Impact of Transformational Leadership on Job Satisfaction and Organisational Commitment Among Hospital Staff: A Systematic Review

2021 ◽  
pp. 097206342110504
Author(s):  
Mohammad Kamal Hussain ◽  
Rayan Abdullah M. Khayat
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Leadership Style ◽  
Hospital Staff ◽  
Healthcare Services ◽  
Organisational Commitment ◽  
Transformational Leadership Style ◽  
The Impact ◽  
The Relationship

Background: Improving quality of relationship among hospital staff and leaders is a necessity to increase levels of job satisfaction and organisational commitment. Transformational leadership style has become an ideal practical solution that can resolve these dilemmas and enhance the quality of healthcare services and patients’ safety. This study aims to examine the impact of transformational leadership on job satisfaction and organisational commitment among hospital staff. Methods: The research strategy for this systematic review involves four electronic databases. Empirical peer-reviewed studies that uses quantitative design and that examines the relationship among transformational leadership, job satisfaction and organisational commitment among hospital staff, are included. Studies are evaluated by using a quality assessment tool, and the data extraction table and analysis are completed on the entire included studies. Results: A total of 367 titles and abstracts are screened, yielding 26 studies that are included in this review. The collected variables are analysed to determine the effect of transformational leadership style on job satisfaction and organisational commitment. A total of 19 studies examining the relationship between transformational leadership and job satisfaction ( n = 15) are found to have a positive relationship, while 13 studies examining the relationship between transformational leadership and organisational commitment ( n = 11) are found to have a positive relationship. Conclusion: The results of the review provide evidence that transformational leadership has a great effect on hospital staff and the hospital environment. The transformational leadership style should be universally used in hospitals to increase medical staff job satisfaction and organisational commitment, which may lead to increased productivity, quality of healthcare services and patients’ safety.

scholarly journals The moderating effect of emotional competence on job satisfaction and organisational commitment of healthcare professionals

2021 ◽  
Vol 21 (1) ◽  
Author(s):  
Elena Stamouli ◽  
Sebastian Gerbeth
Keyword(s):  
Job Satisfaction ◽  
Regression Analysis ◽  
Healthcare Professionals ◽  
Emotional Competence ◽  
Organisational Commitment ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Effective Performance ◽  
High Level ◽  
The Relationship

Abstract Background Healthcare organisations, such as hospitals, are largely seen as task-oriented, width different people expected to work in interdependent teams. The objective of this study was to investigate the relevance of individual factors (job satisfaction) and individual competences (emotional competence) for organisational commitment in a sample of healthcare professionals. Methods A cross-sectional survey was conducted among 96 healthcare professionals from March to June 2018 in the catchment area of five clinics in Bavaria, Germany. The present research examined the moderating role of emotional competence on the relationship between job satisfaction and organisational commitment using moderated regression analysis and simple slope analysis. Results Multiple regression analysis indicated that emotional competence moderated the relationship between satisfaction with the job and commitment to the job. The results showed that healthcare professionals with high emotional competence are able to deal more effectively with dissatisfaction in the workplace so that organisational commitment remains unaffected. Conclusions Based on the findings of this study emotional competence of healthcare professionals is important for increasing job satisfaction and commitment to the job. Especially for healthcare professionals whose job satisfaction is low, a high level of emotional competence enables them to maintain a high level of organisational commitment. The findings of the study are discussed at the theoretical level for researchers and practical level for hospital managers interested in fostering emotional competence and improving healthcare professionals’ job satisfaction and their organisational commitment, which ultimately may lead to effective performance.

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