scholarly journals EFFECT OF IDEALIZED INFLUENCE AND INSPIRATIONAL MOTIVATION ON JOB SATISFACTION AMONG EMPLOYEES IN COMMERCIAL BANKS IN KENYA

2018 ◽  
Vol 3 (1) ◽  
pp. 23
Author(s):  
Njiinu Andrew Njiraini ◽  
Prof. George O. K’Aol ◽  
Prof. Teresia K. Linge
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Linear Regression ◽  
Multiple Linear Regression ◽  
Commercial Banks ◽  
Employee Performance ◽  
Job Security ◽  
Unique Contribution ◽  
Idealized Influence ◽  
Inspirational Motivation

Purpose: The purpose of the study was to determine the extent to which idealized influence and inspirational motivation influence job satisfaction among employees in commercial banks in Kenya.Methodology: The study adopted a positivism research philosophy and a descriptive correlation research design. The target population consisted of 10,310 managerial employees in the commercial banks in Kenya. A sample of 424 employees was obtained from the population using stratified random sampling technique. Data was collected using structured questionnaires. A response rate of 82% was obtained. Data was analyzed using descriptive statistics and inferential statistics. Inferential statistical methods used to analyze the data were Chi-square, Pearson’s correlation, ANOVA, and multiple linear regressions. The Statistical Package for Social Sciences (SPSS) tool version 22 was used to analyze the data. Findings: Correlation analysis found that idealized influence, inspirational motivation and job security were positively and significantly correlated to job satisfaction r (346) =.496, p<.05, r (347) =.587, p<.05, r (347) =.697, p<.05 respectively. Multiple linear regression results showed that idealized influence significantly influenced job satisfaction of the employees (R2 = .246, F(1, 97.750) = 112.421, p< .05).Similarly, multiple linear regression results showed that inspirational motivation significantly influenced job satisfaction of the employees (R2 = .344, F(1, 126.302) = 180.980, p < .05).Job security was found to significantly moderate the relationships between idealized influence, inspirational motivation and job satisfaction (R2 = .431, F (3, 44.688) = 86.330, p<.05).Unique contribution to the theory, practice and policy: Previous studies on transformational leadership have focused mainly on transformational leadership and employee performance. The unique contribution of this study is the advancement of transformational leadership theory dimensions – idealized influence and inspirational motivation - and job satisfaction among employees in commercial Banks in Kenya. The recommendations of this study contribute to practice of leadership in the commercial banks in Kenya by providing tools that enhance job satisfaction. Lastly, the findings inform organizational polices touching on leadership and job satisfaction.

scholarly journals PENGARUH KEPEMIMPINAN TRANSFORMASIONAL DAN KOMPENSASI TERHADAP KINERJA KARYAWAN PT MELATI SOEROZA INDAH PERDANA

2021 ◽  
Vol 10 (1) ◽  
pp. 73
Author(s):  
Elronny Elronny ◽  
Hairudinor Hairudinor ◽  
Muhammad Riduansyah Syafari
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Data Analysis ◽  
Linear Regression ◽  
Data Collection ◽  
Multiple Linear Regression ◽  
Employee Performance ◽  
Sampling Techniques ◽  
Test Results ◽  
Central Kalimantan

This study aims to examine the effect of Transformational Leadership (X1) and Compensation (X2) on Employee Performance (Y) at PT. Melati Soeroza Indah Perdana located in North Barito Regency, Central Kalimantan Province. Samples were taken as many as 54 employees using saturated sampling techniques. Data collection uses a questionnaire while data analysis uses Multiple Linear Regression Analysis.The test results prove Transformational Leadership (X1) has a significant effect on performance with a large effect of 34.88%, Compensation (X2) has a significant effect on Employee Performance (Y). Simultaneously the Transformational Leadership (X1) and Compensation (X2) variables have a significant effect on Employee Performance (Y) with a large effect of 24.81%.Keywords: Transformational Leadership, Compensation, Job Satisfaction and Employee performance

scholarly journals Leadership and Job Satisfaction in the Healthcare Sector: An Exploratory Study in Lebanon

2018 ◽  
Vol 11 (7) ◽  
pp. 46
Author(s):  
Said Hussein ◽  
Inaya Wahidi
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Healthcare Sector ◽  
Active Listening ◽  
Intellectual Stimulation ◽  
Idealized Influence ◽  
Inspirational Motivation ◽  
Administrative Employees ◽  
Leadership Components ◽  
The Relationship

More and more, healthcare institutions work to ameliorate the relation supervisor/supervised. In hospitals, transformational leadership proved to influence employee’s motivation and satisfaction (Spinelli, 2006, p.20) thus the hospital’s services. To our knowledge, there is no study conducted on the administrative employees in the healthcare sector in Lebanon that constitute our sample. There is only one study conducted on nurses by El-Jardali et al., (2008) in 69 hospitals in this country. Given this situation, we how can describe the relationship between transformational leadership and employee’s job satisfaction in hospitals? Data processing of a questionnaire administered to 455 employees of 28 over 125 hospitals in Lebanon shows that there is no significant relationship between the employee’s job satisfaction and these two transformational leadership components: leader’s idealized influence and intellectual stimulation. While we found a correlation between employee’s job satisfaction and two other components: inspirational motivation (Training; projects monitoring) and individualized consideration (Active listening to employee’s work issues).

scholarly journals THE EFFECT OF LEADERSHIP, JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT ON EMPLOYEE PERFORMANCE AT RUMAH SAKIT UMUM DAERAH BESUKI SITUBONDO, INDONESIA

2018 ◽  
Vol 6 (6) ◽  
pp. 322-334
Author(s):  
Amrozi ◽  
Zarah Puspitaningtyas ◽  
Djoko Poernomo
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Linear Regression ◽  
Multiple Linear Regression ◽  
Random Sampling ◽  
Employee Performance ◽  
Sampling Technique ◽  
Regression Method ◽  
Linear Regression Method ◽  
Multiple Linear Regression Method

This study is to examine the influence of leadership, job satisfaction and organizational commitment on employee performance. Population in this research was the entire employees of Rumah Sakit Umum Daerah (RSUD) Besuki, Situbondo, Indonesia which was about 295 peoples. Then, the researcher applied probability random sampling technique to select 170 respondents as the sampling. The researcher analyzed the data by applying multiple linear regression method. The result shows that leadership and job satisfaction contribute positive and significant effect on employee performance, while organizational commitment has no effect on employee performance.

scholarly journals PENGARUH GAYA KEPEMIMPINAN TRANSFORMASIONAL DAN LINGKUNGAN KERJA TERHADAP KINERJA KARYAWAN PADA PENGADILAN NEGERI KLAS 1B RABA BIMA

2016 ◽  
Vol 16 (1) ◽  
pp. 15
Author(s):  
Anhairullah Siti Mujanah
Keyword(s):  
Transformational Leadership ◽  
Linear Regression ◽  
Multiple Linear Regression ◽  
Leadership Style ◽  
Employee Performance ◽  
Linear Regression Analysis ◽  
Working Environment ◽  
State Court ◽  
Positive Contribution ◽  
Transformational Leadership Style

ABSTRACTThe aim of this study is to determine the significant effect of transformational leadership and working environment to the employee performance. This study used explorative descriptive method, with sample respondents 52 employees of state court Raba Bima District taken by using total population sampling technique. The data gathered were analized by SPSS with multiple linear regression analysis.The result of this study showed that the analysis of multiple linear regression analysis obtained the equation as Y = 1.282+0.438X1+0.253 X2 It means that variable of transformational leadership style and working environment have a positive contribution for increasing employee performance, and was supported by The Correlation coefision (R) is 0.733. Thus, there was a strong and positive relationship between transformational leadership style and working condition to the employee performance. According to the result of t test and F-test which has significant probability less than 0,05, it means that all hypothesis stated in this studi are significantly accepted

scholarly journals EFFECT OF TRANSACTIONAL AND TRANSFORMATIONAL LEADERSHIP STYLE, MOTIVATION AND COMPETENCE TO PERFORMANCE OF EMPLOYEES PT. SANJAYATAMA LESTARI

2016 ◽  
Vol 7 (2) ◽  
pp. 279
Author(s):  
Jublina Oktora ◽  
Mohammad Rizan ◽  
Sihol Situngkir
Keyword(s):  
Transformational Leadership ◽  
Linear Regression ◽  
Multiple Linear Regression ◽  
Transactional Leadership ◽  
Leadership Style ◽  
Significant Influence ◽  
Employee Performance ◽  
Transactional Leadership Style ◽  
Transformational Leadership Style ◽  
Transactional And Transformational Leadership

In this study, the objective is to conduct a systematic examination Effect of Transactional and Transformational Leadership Style, Motivation and Competence to Employee Performance PT. Sanjayatama Lestari. The samples used were employees of PT. Sanjayatama Lestari the number of respondents as many as 95 people. The analysis used is multiple linear regression. This study examined five variables: Transactional Leadership Style (X1), Transformational Leadership Style (X2), motivation (X3) and Competence (X4) as the independent variable and the performance (Y) as the dependent variable. Partial test shows that the transactional leadership style influenced by 3.876 (positive and significant) on the performance. Transformational leadership style also influenced significantly by 3.128. Furthermore, the motivation also has a significant influence amounted to 4.210 and the latter is the competence of significant influence amounted to 6.283.   Keywords: transactional leadership style, transformational leadership style, motivation, competence, performance and multiple linear regression.

scholarly journals A study of job satisfaction and work engagement at the National Treasury of South Africa

2021 ◽  
Vol 19 ◽  
Author(s):  
Refiloe L. Thokoa ◽  
Vinessa Naidoo ◽  
Tessie Herbst
Keyword(s):  
Job Satisfaction ◽  
Linear Regression ◽  
Multiple Linear Regression ◽  
South African ◽  
Work Engagement ◽  
Employee Performance ◽  
Value Added ◽  
The Public ◽  
Managerial Implications ◽  
Two Sectors

Orientation: There is overwhelming research on job satisfaction and work engagement as it relates to the private sector when compared with the public sector. Noting differences between the two sectors, the undeniable importance of the latter and that its employees are central to service delivery the dynamics of the concepts must be understood comprehensively. This study aims to add to this body of knowledge.Research purpose: To determine the level of job satisfaction and work engagement at National Treasury, and whether job satisfaction is a significant predictor of work engagement.Motivation for the study: South African Government’s financial performance, which is largely the responsibility of National Treasury is unsatisfactory. As this responsibility is carried out by its employees, noting that job satisfaction and work engagement are some of the more recognised antecedents for employee performance, these need to be understood as the first step towards intervention.Research approach/ design and method: A quantitative approach was followed wherein two questionnaires were administered via online census survey to all employees (n = 1189). Data collected were analysed using the mean and the frequency polygon. Multiple linear regression was conducted using Statistical Package for Social Sciences (SPSS).Main findings: Somewhat low levels of job satisfaction and work engagement were observed. Multiple linear regression has confirmed that job satisfaction is a predictor of work engagement (R2 = 49.1%). It was also discovered that non-monetary aspects of the former such as communication and access to promotional opportunities are significant predictors while pay is not.Practical / managerial implications: Job satisfaction, which relates to a focused state of work engagement, can also be harnessed through non-monetary aspects of the job.Contribution/ value added: The study provided insight into the level of job satisfaction and engagement at National Treasury and reinforced the sentiment that satisfied employees tend to be vigorous, dedicated and absorbed.

scholarly journals Pengaruh Ambiguitas Peran dan Kepuasan Kerja terhadap Kinerja Karyawan pada Bank 9 Jambi Cabang Muara Bulian

2020 ◽  
Vol 10 (2) ◽  
pp. 99
Author(s):  
Satya Wahyudi ◽  
Neng Setiawati
Keyword(s):  
Job Satisfaction ◽  
Linear Regression ◽  
Multiple Linear Regression ◽  
Role Ambiguity ◽  
Employee Performance ◽  
Positive Effect

The purpose of this research to determinate the effect of role ambiguity and job satisfaction on employee performance at Bank 9 Jambi Branch of Muara Bulian. The sample on this research is consist of done by using the method of judgement sampling is by taking a sample selected by as much as 41 respondent on Bank ( Jambi Branch of Muara Bulian and analyzed using multiple linear regression with the help of Statistical Product and Service Solution (SPSS) version 20.0. The result of this research is Y = 1,539 + 0,330. X1+ 0,491. X2. This showed that role ambiguity and job satisfaction has a positive effect and significant to employee performance.

scholarly journals ARE TRANSFORMATIONAL LEADERSHIP AND WORK MOTIVATION STILL AFFECTING EMPLOYEE PERFORMANCE? (EVIDENCE FROM INDONESIAN ELECTRICAL OWNED STATE COMPANY)

2019 ◽  
Author(s):  
Astadi Pangarso ◽  
Romat Saragih ◽  
M. Reyza Al-Fath
Keyword(s):  
Transformational Leadership ◽  
Linear Regression ◽  
Multiple Linear Regression ◽  
Quantitative Research ◽  
Work Performance ◽  
Work Motivation ◽  
Employee Performance ◽  
Sampling Technique ◽  
Quantitative Research Methods ◽  
Data Investigation

<p>This paper aimed to examine and analyze the consequence of transformational leadership and motivation on work performance at PT PLN UWP IV Electric Maintenance Center Bandung, West Java, Indonesia. The novelty of this research is by testing the theoretical framework for the consequence of transformational leadership and motivation (need for achievement) on work performance in a different context, scope, and population than existing research. This research uses quantitative research methods with detailed causality research. The sampling technique in this study was saturated sampling, which was 40 employees at PT PLN UWP IV Electric Maintenance Center. The data investigation approach used is multiple linear regression. The consequence of this study confirm the influence of transformational leadership and work motivation on performance, both partially and simultaneously. The results of this paper are persistent with the theory of transformational leadership and the theory of motivation for achievement. This research contributes scientifically to the consequence of transformational leadership and work motivation on work performance. <br></p>

scholarly journals PENGARUH DISIPLIN KERJA, LINGKUNGAN KERJA DAN KEPUASAN KERJA TERHADAP KINERJA KARYAWAN PT SAHABAT UNGGUL INTERNASIONAL KABUPATEN SEMARANG

2021 ◽  
Vol 9 (1) ◽  
pp. 111-118
Author(s):  
Novi Octaviani ◽  
Dasmadi Dasmadi ◽  
Unna Ria Safitri
Keyword(s):  
Job Satisfaction ◽  
Regression Analysis ◽  
Linear Regression ◽  
Data Collection ◽  
Hypothesis Testing ◽  
Multiple Linear Regression ◽  
Work Environment ◽  
Quantitative Methods ◽  
Employee Performance ◽  
Simultaneous Test

Tujuan dari penelitian ini adalah mengetahui adanya pengaruh antara disiplin kerja, lingkungan kerja dan kepuasan kerja terhadap kinerja karyawan pada PT Sahabat Unggul Internasional Kabupaten Semarang. Pada penelitian ini menggunakan metode kuantitatif dengan teknik pengumpulan data melalui kuesioner.” Dari 4000 karyawan diambil sampel sebanyak 364 responden. Dengan menggunakan teknik regresi linier berganda dengan bantuan SPSS 22. Kemudian dibaca output yang dihasilkan seberapa besar pengaruh disiplin kerja, lingkungan kerja dan kepuasan kerja terhadap kinerja karyawan. Uji regresi linier berganda mendapatkanhasil RSquare sebesar 43,6%. Sehingga dapat diketahui bahwa 43,6% variabel disiplin kerja, lingkungan kerja dan kepuasan kerja mempengaruhi variabel kinerja karyawan. Sedangkan sisanya 56,4% dipengaruhi variabel lain. Hasil penelitian ini disimpulkan bahwa variabel disiplin kerja, lingkungan kerja dan kepuasan kerja berpengaruh positif dan signifikan terhadap kinerja karyawan PT Sahabat Unggul Internasional Kabupaten Semarang melalui uji simultan maupun uji parsial. ABSTRACT “The purpose of this study is to determine the influence of work discipline, work environment and job satisfaction on employee performance at PT Sahabat Unggul Internasional Semarang. “In this study using quantitative methods with data collection techniques through questionnaires. The sample in this study were 364 respondents. The technique analysis used is multiple linear regression with SPSS 22. Then look at the resulting output how much influence the work discipline, work environment and job satisfaction on employee performance in hypothesis testing. From regression analysis tes, explained that 43,6% variabel of work discipline, work environment and job satisfaction. Meanhile 56,4% influenced by other variables. From the results of this study it is concludedthat work discipline, work environment and job satisfaction through partial test and simultaneous test have a positive and significant effect on employee performance at PT Sahabat Unggul Internasional Semarang.

scholarly journals Pengaruh Komitmen Kerja dan Kepuasan Kerja terhadap Kinerja Karyawan PT. Mopoli Raya di Kecamatan Seruway

2020 ◽  
Vol 3 (2) ◽  
pp. 487-492
Author(s):  
Zulkarnen Mora ◽  
Icha Fandayani ◽  
Agung Suharyanto
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Linear Regression ◽  
Multiple Linear Regression ◽  
Employee Performance ◽  
Coefficient Of Determination ◽  
Regression Equations ◽  
Work Commitment ◽  
Permanent Employees ◽  
Positive Effect

This study aims to determine the effect of work commitment and job satisfaction on employee performance at PT. Mopoli Raya. This study uses a sample of 83 respondents who are permanent employees of PT. Mopoli Raya. Methods of data analysis using multiple linear regression equations, t test, F test and the coefficient of determination (R2). The results showed that work commitment has a positive effect on performance and if work commitment increases by one unit it will increase performance. Job satisfaction has a positive effect on performance and if job satisfaction increases by one unit it will increase performance. Work commitment has no significant effect on employee performance, job satisfaction has a significant effect on employee performance at PT. Mopoli Raya, it can be stated that the variables work commitment and job satisfaction simultaneously affect employee performance. Thus, work commitment and job satisfaction affect the performance of employees of PT. Mopoli Raya.

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