scholarly journals Dampak Gaya Kepemimpinan Transformasional Terhadap Kepuasan Kerja Pada ASN Milenial di Kementerian Perdagangan

2020 ◽  
Vol 4 (1) ◽  
pp. 8-16
Author(s):  
Agus Setiyo Utomo ◽  
Andrika Pesparani Nikerija Nainggolan
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Response Rate ◽  
Multifactor Leadership Questionnaire ◽  
Civil Servant ◽  
Satisfaction Questionnaire ◽  
Four Dimensions ◽  
Minnesota Satisfaction Questionnaire ◽  
Multifactor Leadership ◽  
The Impact

The study has aimed at identifying the impact between transformational leadership and job satisfaction of Milenial Generation civil servant, the population of the study consisted of registered Milinneal Generation civil servant located in Ministry of Trade. There have been 59 surveys mailed out to registered Milenial Generation civil servant. 59 surveys have been returned with an 100 % response rate. Regarding transformational leadership, the survey was adapted from the Multifactor Leadership Questionnaire (MLQ). The Minnesota Satisfaction Questionnaire (MSQ) developed by Weiss (1967) was adapted to measure job satisfaction. The present study has shown a statistically there is no relationship existing between the four dimensions of transformational leadership and the twentieth dimensions of job satisfaction. This study shows a positive and statistically significant relationship between the four dimensions of transformational leadership and twenty dimensions of job satisfaction. Keywords: Transformational leadership, job satisfaction, Millinneal Generation civil servant, Ministry of Trade.

scholarly journals Leadership style and job satisfaction: A developing economy perspective

2013 ◽  
Vol 10 (4) ◽  
pp. 390-399 ◽  
Author(s):  
Jeevarathnam Parthasarathy Govender ◽  
Hari Lall Garbharran ◽  
Roland Loganathan
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Leadership Styles ◽  
Transactional Leadership ◽  
Leadership Style ◽  
Multifactor Leadership Questionnaire ◽  
Satisfaction Questionnaire ◽  
Minnesota Satisfaction Questionnaire ◽  
Multifactor Leadership ◽  
The Relationship

Research has suggested a relationship between leadership style and job satisfaction. This paper examines this relationship in the context of a developing country, viz., South Africa. The objective of the paper is to assess the relationship between the two variables as well as the influence of biographical variables on leadership style and job satisfaction. The survey was based on the Minnesota Satisfaction Questionnaire and the Multifactor Leadership Questionnaire. The results suggest a significant correlation between the three leadership styles, viz., transformational leadership, transactional leadership and laissez-faire leadership, and job satisfaction. There were no significant differences between the biographical variables and the three leadership styles.

scholarly journals Impact of Transformational Leadership on the Affective Commitment of Employees in the Service Sector

2019 ◽  
Vol 8 (4) ◽  
pp. 1388-1393
Keyword(s):  
Transformational Leadership ◽  
Service Sector ◽  
Affective Commitment ◽  
Positive Impact ◽  
Multifactor Leadership Questionnaire ◽  
Intellectual Stimulation ◽  
Four Dimensions ◽  
Multifactor Leadership ◽  
The Impact ◽  
The Relationship

Purpose – There are few studies that have studied the relationship between Transformational leadership (TL) and organisation commitment (OC), but there are very few studies on the service sector especially in the Indian context. This study aims to fill the gap in literature by empirically examining the impact of four dimensions of TL using Multifactor Leadership Questionnaire (MLQ) on the Affective Commitment (AC) of the employees, within the context of the service sector in Bengaluru. Design/methodology/approach – A total of two hypotheses were proposed for testing transformational leadership using Multifactor Leadership Questionnaire (MLQ) questionnaire, (Bass and Avolio, 1997) and five items of affective organization commitment developed by Allen and Meyer (1996) was used for affective commitment. The questionnaire was administered to 210 employees working in various industries in the service sector in Bengaluru to measure the impact of TL on the AC of the respondents. Findings – The analysis of the data collected shows that TL has a positive impact on the affective commitment of the employees. In particular, the results of an empirical investigation revealed that individualized influence and individual consideration by the transformational leader had a significant impact on the affective commitment level of the employees. The employees in the hospitality industry had a difference in opinion compared to IT, Banking & education sector employees on the intellectual stimulation by the leader and their affective commitment towards the organization. Originality/value – This paper contributes to the existing literature of leadership and OC by providing practical evidence leading to the improvement of information and the understanding of the relationship between TL and AC.

scholarly journals Pengaruh Kepemimpinan Transformasional Terhadap Kepuasan Kerja

2016 ◽  
Vol 2 (1) ◽  
pp. 143
Author(s):  
Izma Azhari ◽  
Ma'mun Sutisna
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Quantitative Research ◽  
Sampling Methods ◽  
Positive Impact ◽  
Multifactor Leadership Questionnaire ◽  
Technical Data ◽  
Job Satisfaction Survey ◽  
Multifactor Leadership ◽  
A Company

Transformational leadership is one of the important things that must be considered by a company because it has a positive impact on increasing employees job satisfaction. Satisfied employees will have a willingness to do more than expected so that the goals can be achieved. This must be applied to PT LEN Industri (Persero), a SOEs that is engaged in industrial electronics. This research aims to know the description of transformational leadership, job satisfaction, and the influence of transformational leadership on job satisfaction in PT LEN Industri (Persero). The research method used a quantitative research with technical data analysis includes classic assumption test, descriptive statistics, analysis of relationships, and analysis of influence. Respondents in this research used 172 employees originating from 14 departments in PT LEN Industri (Persero) with proportionate stratified random sampling methods. Transformational leadership variable used an instrument from Multifactor Leadership Questionnaire (MLQ) and job satisfaction variable used an instrument from Job Satisfaction Survey (JSS). The results obtained transformational leadership in the medium category, the job satisfaction in the high category, and the transformational leadership contributed amounted to 56.8% against the influence of job satisfaction in PT LEN Industri (Persero). Management is expected to increase the transformational leadership factors, so job satisfaction will increase too.

scholarly journals Transformational Leadership Style and Self-Efficacy among Teaching Professionals

2017 ◽  
Vol 4 (2) ◽  
Author(s):  
Rajnee Sharma ◽  
Dr. Shalini Singh
Keyword(s):  
Transformational Leadership ◽  
Leadership Style ◽  
Self Efficacy ◽  
Multifactor Leadership Questionnaire ◽  
Total Sample ◽  
School Teachers ◽  
Idealized Influence ◽  
Multifactor Leadership ◽  
Transformational Leadership Style ◽  
The Relationship

Our education system has been remoulding rapidly because of modernization. Transformational leadership style leads to favourable changes in those who follow. These leaders put in maximum efforts to increase the level of follower’s awareness for valued outcomes by expanding and elevating their needs and encouraging them to transcend their self-interests. Transformational leadership plays pivotal role in promoting and managing school development by influencing the self-efficacy of teachers. Self-efficacy is one of the four major components of positive psychological capital .School is the first and foremost important platform of education. The present paper makes an attempt to study the relationship between transformational leadership style of principal and self-efficacy of school teachers. For this, a total sample of 120 (n=20 school principals having minimum 7-8yrs. experience and n= 100 school teachers having minimum 5yrs.experience of senior classes) were taken. The ratio was 1:5 (1 principal and 5 teacher from the same school). The scores of 1 principal were assigned to 5 teachers. Teacher self-efficacy scale by Schwarzer, Schmitz and Daytner and Multifactor Leadership Questionnaire by Bass and Avolio were used to measure the above variables. The data were analysed with the help of Correlation and Regression technique. Obtained findings revealed the positive correlation of idealized influence, individualized consideration, contingent reward, management-by-exception and laissez-faire leadership with self-efficacy.

Physician leadership style predicts advanced practice provider job satisfaction

2019 ◽  
Vol 33 (1) ◽  
pp. 56-72
Author(s):  
Robert S. Guevara ◽  
Jared Montoya ◽  
Meghan Carmody-Bubb ◽  
Carol Wheeler
Keyword(s):  
Job Satisfaction ◽  
Health Care ◽  
Transformational Leadership ◽  
Leadership Style ◽  
Advanced Practice ◽  
Years Of Experience ◽  
Physician Leadership ◽  
Provider Type ◽  
Content Type ◽  
The Impact

Purpose This paper aims to examine the relationship between physician leadership style and advanced practice health-care provider job satisfaction. Design/methodology/approach A total of 320 advanced practice providers (nurse practitioners and physician assistants) in Texas rated their supervising/collaborating physicians’ leadership style using the Multifactor Leadership Questionnaire 5X Short (Bass and Avolio, 2000) and assessed their own job satisfaction using the Abridged Job Descriptive Index (Smith, Kendall and Hulin, 1969). Regression models tested the relationships between physician leadership styles and several facets of job satisfaction of advanced practice providers while controlling for advanced practice provider age, gender, ethnicity, years of experience, salary level, clinical practice setting, level of physician supervision/collaboration and advanced practice provider type. Findings The results demonstrated that physician transformational leadership accounted for between 4.4 and 49.1 per cent of the variance in job satisfaction depending on the aspect of job satisfaction. Satisfaction with job supervision and satisfaction with job in general were those in which transformational leadership was found to have the most impact, explaining 49.1 and 15.5%, respectively. Demographic variables such as advanced practice provider type, age, years of experience and number of hours per week of physician collaboration/supervision had small but statistically significant associations with job satisfaction. Practical implications Recommendations for physician leadership development focusing on transformational leadership as a way to increase the satisfaction among other providers on health-care teams are discussed. Originality/value This paper examines the impact of supervising/delegating physician leadership style on other nonphysician members of the health-care team, specifically advanced practice health-care providers.

scholarly journals The Relationship and Its Impact Between Organizational Health and Job Satisfaction

2019 ◽  
Vol 10 (5) ◽  
pp. 12
Author(s):  
Maysoon Abdulkareem ◽  
Khalaf R. Flayeh
Keyword(s):  
Job Satisfaction ◽  
Short Form ◽  
Organizational Health ◽  
Arabic Language ◽  
Individual Data ◽  
Satisfaction Questionnaire ◽  
Minnesota Satisfaction Questionnaire ◽  
Questionnaire Form ◽  
The Relationship ◽  
Statistical Results

The research aims to investigate the relationship between organizational Health and Job satisfaction beside and examine how a job satisfaction is affected by the state of health in an organization.The population includes (80) employees who work in different areas of Baghdad Mayoralty. Questionnaire form was used to collect a required data from sample of research. This questionnaire consists of three parts, First part concern with individual data while the second used to measure the level of health in a survey organization depending on (Karaguzel, 2012) characteristics' that involve (21) statements and the last part measured the degree of Job satisfaction based on (Minnesota Satisfaction Questionnaire-short form) which contain (20) phrases. The questionnaire upon distributed to respondents was translated to Arabic language. So, Acronbach's test using SPSS program for social science to determine the reliability of this instrument that it indicated to the respective value. As well as the statistical results were confirmed the research hypothesizes that refer to strong and significantly as such influence between organizational health and job satisfaction.

scholarly journals Transformational leadership and organisational effectiveness in the administration of cricket in South Africa

1999 ◽  
Vol 30 (1) ◽  
pp. 1-5 ◽  
Author(s):  
A. M. Ristow ◽  
T. L. Amos ◽  
G. E. Staude
Keyword(s):  
Transformational Leadership ◽  
South African ◽  
Transactional Leadership ◽  
Multifactor Leadership Questionnaire ◽  
Sports Teams ◽  
Organisational Effectiveness ◽  
Multifactor Leadership ◽  
Relationship Of ◽  
The Relationship ◽  
Universal Application

After years of isolation from the international sporting arena, South African sports teams have recently achieved much success. This article is concerned specifically with managing for organisational effectiveness in South African cricket. According to the theory of transformational leadership, there should be a positive relationship between this style of leadership and organisational effectiveness. The Multifactor Leadership Questionnaire was used to collect information about leadership while data for organisational effectiveness, the dependent variable, was collected using the Effectiveness Survey for Cricket Administration. Most of the results regarding the relationship of the transformational leadership factors and organisational effectiveness were significant. On the other hand, most of the results regarding the relationship of the transactional leadership factors and organisational effectiveness were not significant. The overall results provide general support of Bass' (1990) argument of the universal application of the transformational leadership theory.

Job Satisfaction and Intentions to Turnover in Human Services Agencies Perceived as Stable or Nonstable

1998 ◽  
Vol 86 (1) ◽  
pp. 339-344 ◽  
Author(s):  
Karen O'Quin ◽  
Sandra LoTempio
Keyword(s):  
Job Satisfaction ◽  
Human Services ◽  
Turnover Intentions ◽  
Job Insecurity ◽  
Job Security ◽  
Need Satisfaction ◽  
Job Dissatisfaction ◽  
Satisfaction Questionnaire ◽  
Minnesota Satisfaction Questionnaire ◽  
Human Services Agencies

Questionnaires were completed by 91 respondents employed by two human services agencies: 63 employees of a stable (no layoffs in eight years) organization, and 28 employees of a nonstable organization (which had experienced recent layoffs, and in which many employees were supported by grant funding which varied from year to year). The questionnaire included respondents' perceptions of job security and satisfaction with pay (measured with subscales of the Minnesota Satisfaction Questionnaire), over-all job satisfaction (measured with the Porter Need Satisfaction Questionnaire), and additional measures of intention to turnover, absenteeism, productivity, etc. A 2 (agency) × 2 (high/low security) multivariate analysis of variance indicated that ratings of job insecurity were significantly related to job dissatisfaction in the agency perceived as nonstable but not in the agency perceived as stable. In both agencies, ratings of turnover intentions and pessimism about the future of the agency were higher among employees who reported feelings of insecurity. There were no differences in perceived absenteeism or productivity between employees of the two agencies.

A Functional Moodel of Team Leadership for Sport

2017 ◽  
Vol 21 ◽  
pp. 7-17
Author(s):  
Gershon Tenenbaum ◽  
Jeff Coleman
Keyword(s):  
Transformational Leadership ◽  
Structural Equation ◽  
Multifactor Leadership Questionnaire ◽  
Full Range ◽  
Team Leadership ◽  
Goal Achievement ◽  
Equation Modeling ◽  
Achievement Data ◽  
Coach Leadership ◽  
Multifactor Leadership

The purpose of this study was to propose and examine a new leadership framework, the Team Leadership Model for Sport. Specifically, the aim was to examine a functional leadership paradigm in sport where full range of leadership behaviors by the coach and by the collective athletes influence team cohesion, and thereby increase the likelihood of team goal achievement. Data were utilized from 518 NCAA Division I-III athletes from 36 softball teams and 13 baseball teams. The participants completed the Multifactor Leadership Questionnaire (Avolio & Bass, 2004), the Team Multifactor Leadership Questionnaire (Avolio & Bass, 1996), the Group Environment Questionnaire (Carron, Brawley, & Widmeyer, 1985), and the Team Outcome Questionnaire that was developed for this study. Structural equation modeling indicated that the original hypothesized model did not fit the data, but an acceptable alternative model was established, which included transformational leadership and two transactional leadership variables influencing perceptions of cohesion. Transformational leadership had a significant positive path to cohesion, which in turn had a significant positive path to goal achievement. We discuss a potentially fruitful direction in the examination of team leadership, within which the first step involves a closer examination of measurement of coach leadership, shared athlete leadership, and cohesion.

Sign in / Sign up

Export Citation Format

Share Document