The influence of transformational leadership dimensions on intrapreneurial behaviour through mediators

Management Science Letters ◽

10.5267/j.msl.2021.2.017 ◽

2021 ◽

pp. 2099-2114 ◽

Cited By ~ 1

Author(s):

Thi Thuy Giang Huynh

Keyword(s):

Job Satisfaction ◽

Transformational Leadership ◽

Organizational Change ◽

Structural Equation ◽

Affective Commitment ◽

Equation Model ◽

Intellectual Stimulation ◽

Strategic Renewal ◽

Mediating Role ◽

Leadership Dimensions

The present study aimed to examine the direct impact of transformational leadership dimensions on employee strategic renewal behaviour and venture behaviour, and through a mediating role of job satisfaction and employee commitment to organizational change. The study sample consisted of 464 employees in different firm types in Ho Chi Minh city of Vietnam. The data is analysed using a structural equation model (SEM). The paper shows that dimensions of transformational leadership (namely intellectual stimulation, inspirational motivation, and individual consideration) have positive and significant influence employee strategic renewal behaviour and venture behaviour directly, and via job satisfaction and commitment to organizational change (affective commitment and normative commitment) as a moderating mechanism.

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Effects of social attachment on social media continuous usage intention: The mediating role of affective commitment

Human Systems Management ◽

10.3233/hsm-201057 ◽

2020 ◽

pp. 1-13

Author(s):

Maosheng Yang ◽

Shangui Hu ◽

Bagna Essohanam Kpandika ◽

Lei Liu

Keyword(s):

Social Media ◽

Structural Equation ◽

Affective Commitment ◽

Underlying Mechanism ◽

Equation Model ◽

Three Dimensions ◽

Future Research ◽

Social Attachment ◽

Mediating Role ◽

Continuous Usage Intention

BACKGROUND: Social attachment has been identified as a key antecedent motivating users’ social media involvement. However, there is a scarcity of research investigating whether and how three dimensions of social attachment exert impacts on users’ continuous usage intention of social media. OBJECTIVE: Based on structural equation model analysis, the current research clarifies the relationships between social attachment, affective commitment and social media continuous usage intention, which unveils the underlying mechanism through which three dimensions of social attachment influence users’ continuous usage intention of social media. METHODS: A survey was conducted with 536 informative responses obtained from TikTok public users for hypothesis testing analysis. RESULTS: Results indicate that three dimensions of social attachment (social connections, social dependence and social identity) are all positively related to users’ continuous usage intention of social media. Affective commitment partially mediates the relationship between social attachment and users’ continuous usage intention of social media. CONCLUSIONS: The current research makes an in-depth study about the underlying mechanism whereby social attachment exerts impacts on social media continuous usage intentionand provides several managerial and theoretical implications. Future research directions are discussed as well.

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PENGARUH CARING CLIMATE TERHADAP JOB SATISFACTION DAN AFFECTIVE COMMITMENT YANG BERDAMPAK PADA JOB PERFORMANCE KARYAWAN RESTORAN STEAK DI JAKARTA SELATAN

Jurnal Manajemen dan Pemasaran Jasa ◽

10.25105/jmpj.v10i2.2275 ◽

2018 ◽

Vol 10 (2) ◽

pp. 187

Author(s):

Aginta Chairunnisa Sinulingga ◽

Deasy Aseanty

Keyword(s):

Job Satisfaction ◽

Job Performance ◽

Structural Equation Model ◽

Structural Equation ◽

Hospitality Industry ◽

Affective Commitment ◽

Equation Model ◽

Model Data ◽

Security Service

The aim of this research is to exmaining the effects of caring climate, job satisfaction, and affective commitment on job performance in steak restaurant in Tebet, South Jakarta. This study were developed and tested 5 hypotheses, by using Structural Equation Model. Data were collected from 145 employees working on the food, beverage, hygiene, security, service and cashier in steak restaurant in Tebet, South Jakarta. Finding and contribution in this research shown that there is positive and significant effect of caring climate on job satisfaction and affective commitment that effect on job performance. The limitationin in this research was that this study focused only on restaurant as a hospitality industry, only at steak restaurant in Tebet, South Jakarta, and was limited for only four variables.

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The Impact of Work Ethics on Performance Using Job Satisfaction and Affective Commitment as Mediating Variables: Evidences from Lecturers in Central Java

Issues in Social and Environmental Accounting ◽

10.22164/isea.v7i3.108 ◽

2013 ◽

Vol 7 (3) ◽

pp. 165 ◽

Cited By ~ 1

Author(s):

Amin Wahyudi ◽

Tulus Haryono ◽

Asri Laksmi Riyani ◽

Mugi Harsono

Keyword(s):

Job Satisfaction ◽

Task Performance ◽

Structural Equation ◽

Affective Commitment ◽

Work Ethic ◽

Equation Model ◽

Work Ethics ◽

Central Java ◽

Mediating Variables ◽

The Impact

The objective of this study is to examine the impact of work ethics on performance using job satisfaction and affective commitment as mediating variables. The variables used include the dimensions of multidimensional work ethic profile (independent variable), job satisfaction and affective commitment (mediating variables), and performance (dependent variable). The survey research design was applied to meet the objective of this study, with 400 questionnaires had been sent to the lecturers in Central Java. The Structural Equation Model (SEM) was adopted to test some hypotheses developed in this study. The findings, based on the response rate of 76% (304 of the 400) of the questionnaires successfully collected and ready for analysis, are that not all dimensions of multidimensional work ethic profile directly influence the task performance, of the dimensions of multidimensional work ethic profile, only the dimension of hard work directly and significantly influence the task performance, job satisfaction mediates some of the dimensions of multidimensional work ethic profile on the task performance, and affective commitment do not mediate the influence of all dimensions of multidimensional work ethic profile on the task performance.

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ANALISIS PENGARUH BUDAYA ORGANISASIONAL DAN KEPUASAN KERJA TERHADAP KOMITMEN ORGANISASIONAL DAN KINERJA BIDAN PADA RSUD KOTA MATARAM

JMM UNRAM - MASTER OF MANAGEMENT JOURNAL ◽

10.29303/jmm.v8i3.449 ◽

2019 ◽

Vol 8 (3) ◽

Author(s):

Baiq Sukmawati ◽

Lalu Suparman ◽

Surati Surati

Keyword(s):

Job Satisfaction ◽

Organizational Culture ◽

Organizational Commitment ◽

Structural Equation ◽

Equation Model ◽

Sem Analysis ◽

City Hospital ◽

Significant Positive Effect ◽

Mediating Role ◽

Positive Effect

This study examined the influence of organizational culture and job satisfaction on organizational commitment and performance of midwives in the Mataram City Public Hospital. Specifically the purpose of this study was to determine the significance of the influence of organizational culture, job satisfaction and organizational commitment on the performance of midwives, to know the significance of organizational culture and job satisfaction on organizational commitment, and to know the mediating role of variable organizational commitment in midwives in Mataram City Hospital. The study population was 72 midwives in charge of the RSUD Kota Mataram. This study uses structural equation model analysis (SEM analysis) with smartPLS applications. The results showed that organizational culture and organizational commitment had a significant positive effect on the performance of midwives, while job satisfaction did not significantly affect performance. Organizational culture and job satisfaction have a significant positive effect on organizational commitment. For the influence of mediation on organizational commitment, there is a full mediating role in the influence of job satisfaction on midwife performance, while the influence of organizational culture on the performance of midwives is found to have a partial mediation effect.Keywords:Organizational Culture, Job Satisfaction, Organizational Commitment, Midwife Performance.

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Antecedents of Organizational Change and Its' Consequence towards Organizational Performance

GATR Global Journal of Business Social Sciences Review - GATR Global Journal of Business and Social Science Review (GJBSSR) Vol.7(1) Jan-Mar 2019 ◽

10.35609/gjbssr.2021.9.4(3) ◽

2021 ◽

Vol 9 (4) ◽

pp. 261-272

Author(s):

Lambas Marasi Tua LG ◽

Kurniawati Kurniawati

Keyword(s):

Transformational Leadership ◽

Organizational Change ◽

Organizational Commitment ◽

Organizational Performance ◽

Structural Equation ◽

Positive Impact ◽

Design Method ◽

Positive Influence ◽

Equation Model ◽

Cross Sectional

Objective - The research was conducted to identify the positive influence of transformational leadership and organizational commitment towards organization change and the influence of change on learning and its' implication onorganizational performance. Methodology/Technique - The research design method is a hypothesis-testing approach. Units of research analysis areemployees of BUKU 3 and BUKU 4 Banks in Jakarta who have a supervisory function. The study data is cross-sectional obtained in a specified time period. Data was obtained through distributing online questionnaires containing statements to be responded with a minimum of 365 respondents required. Structural Equation Model was used to test the model of the research and AMOS software is used for data processing. Finding - The major finding of the research is that transformational leadership is not directly related to positive performance of the organization but more on how transformational leaders are able to manage organizational change that in the end will have a positive impact on organization performance.Organizational change also perceived has no positive impact on learning and learning also has no direct and mediating impact on positive organizational performance. Novelty - Type of Paper - Keywords: Change; Leadership; Organizational Commitment; Organizational Change; Organizational Learning; Organizational Performance.

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Transformational Leadership in the Consumer Service Workgroup: Competing Models of Job Satisfaction, Change Commitment, and Cooperative Conflict Resolution

Psychological Reports ◽

10.2466/01.14.pr0.114k11w3 ◽

2014 ◽

Vol 114 (1) ◽

pp. 33-49 ◽

Cited By ~ 6

Author(s):

Yi-Feng Yang

Keyword(s):

Job Satisfaction ◽

Transformational Leadership ◽

Conflict Resolution ◽

Customer Service ◽

Structural Equation ◽

Equation Modeling ◽

Mediating Role ◽

Change Commitment ◽

Sample Technique ◽

Competing Models

This paper discusses the effects of transformational leadership on cooperative conflict resolution (management) by evaluating several alternative models related to the mediating role of job satisfaction and change commitment. Samples of data from customer service personnel in Taiwan were analyzed. Based on the boot-strap sample technique, an empirical study was carried out to yield the best fitting model. The procedure of hierarchical nested model analysis was used, incorporating the methods of bootstrapping mediation, PRODCLIN2, and structural equation modeling (SEM) comparison. The analysis suggests that leadership that promotes integration (change commitment) and provides inspiration and motivation (job satisfaction), in the proper order, creates the means for cooperative conflict resolution.

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Employee Commitment to Organizational Change with the Role of Job Satisfaction and Transformational Leadership

Technium Social Sciences Journal ◽

10.47577/tssj.v2i1.51 ◽

2020 ◽

Vol 2 ◽

pp. 1-17

Author(s):

Nguyen Thi Bich Thuy ◽

Phan Dang Ngoc Yen Van

Keyword(s):

Job Satisfaction ◽

Transformational Leadership ◽

Organizational Change ◽

Affective Commitment ◽

Theory And Practice ◽

Normative Commitment ◽

Continuance Commitment ◽

Survey Sample ◽

Transformation Leadership

This study aimed to analyze the role of job satisfaction and transformation leadership for employees’ commitment to organizational change. Based on a survey sample of 381 employees in post-merger enterprises in retail and pharmaceutical sector and a linear regression model. The results revealed that Transformational leadership was associated positively and significantly with Affective Commitment (β = .42, p < .000), Normative Commitment (β = .32, p < .000), and Continuance Commitment (β = .27, p < .000); Job satisfaction was associated positively and significantly with Affective Commitment (β = .24, p < .000) and Normative Commitment (β = .30, p < .000) among employees’ to organizational change. The results of this study provide a foundation of theory and practice for organizational changes that can efficiently exploit the human resource for the development in the next period.

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The Role of Employees Job Satisfaction in the Relationship between Transformational Leadership and Affective Commitment at Roof-Tile Manufacturing Company

International Journal of Human Resource Studies ◽

10.5296/ijhrs.v11i1.18124 ◽

2021 ◽

Vol 11 (1) ◽

pp. 306

Author(s):

Tri Widarmanti ◽

Arif Partono Prasetio ◽

Bachruddin Saleh Luturlean

Keyword(s):

Job Satisfaction ◽

Transformational Leadership ◽

Human Resources ◽

Affective Commitment ◽

Mediating Role ◽

Roof Tile ◽

The Relationship ◽

Mediator Variable

Human resources play a strategic and important role to achieve company's vision and mission, the quality of human resources will affect the performance and progress of an organization. Commitment is very important for organization, a strong affective commitment encourages employees to contribute better, there are constructive factors of affective commitment such as transformational leadership and job satisfaction. This study wants to examine the relationship between transformational leadership, affective commitment, and job satisfaction and the effect of transformational leadership practices on affective commitment directly and indirectly through the mediating role of job satisfaction in tile rooftop manufacturers at Jatiwangi Indonesia. A quantitative survey approach has been used, and 5 hypotheses were tested with a sample 184 of 350 employees of roof-tile manufactures was selected to answer the questionnaire. Data collected based on descriptive analytics processed by SPSS Software, and the result of this study show that there is a positive relationship between these variables, transformational leadership significant positive relations to job satisfaction and affective commitment and job satisfaction becomes a partial mediator variable in the relationship between transformational leadership with affective commitment, but yet those 4 company still not represent all roof-tile company in Indonesia, future studies could replicate the current one by collecting data from different sources.

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PENGARUH KOMPENSASI TERHADAP RETENSI KARYAWAN MELALUI KEPUASAAN KERJA DAN KOMITMEN AFEKTIF PADA BEBERAPA RUMAH SAKIT DI DKI JAKARTA

Jurnal Manajemen dan Pemasaran Jasa ◽

10.25105/jmpj.v7i1.527 ◽

2014 ◽

Vol 7 (1) ◽

pp. 199

Author(s):

Diah Puji Astuti ◽

Mutiara Sibarani Panggabean

Keyword(s):

Job Satisfaction ◽

Structural Equation ◽

Employee Retention ◽

Affective Commitment ◽

Compensation Effect ◽

Positive Influence ◽

Equation Model ◽

Primary Data ◽

Work Attitude ◽

Type C

This research refers to a previous study conducted by Anis et al., (2011); Chee Hong et al., (2012) and completed by Lamba & Choudhary (2013). This research is about “Compensation effect on the retention of employees through job satisfaction and affective commitment in several hospitals in Jakarta”. The background of this research is to analyze the Employee Retention refers to the policy of the hospital to prevent the employee out of the hospital. The purpose of this research was to examine the effect of Compensation for Employee Retention Through Work Attitude. The design of this research using primary data obtained by distributing questionnaires to 105 Hospital of type C in Jakarta. Data analysis method used is Structural Equation Model (SEM). The results of this research concluded that there is a positive influence through the Employee Retention Compensation for Work Attitude. Keywords: Compensation, Employee Retention, Job Satisfaction, Affective commitment, Hospital

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Transformational leadership positive influence toward employee engagement through job satisfaction and its effect on improving organizational commitment

Jurnal Manajemen dan Pemasaran Jasa ◽

10.25105/jmpj.v13i2.6290 ◽

2020 ◽

Vol 13 (2) ◽

pp. 281

Author(s):

Anik Herminingsih

Keyword(s):

Job Satisfaction ◽

Factor Analysis ◽

Transformational Leadership ◽

Organizational Commitment ◽

Employee Engagement ◽

Structural Equation ◽

Positive Influence ◽

Equation Model ◽

Confirmatory Factor ◽

Positive Effect

This study aims to analyze the effect of transformational leadership on Organizational commitment through job satisfaction and employee engagement as mediating variables. Furthermore, as many as 112 nurses are involved as respondents, and the data are gathered with self-rating questionnaire. The Data are analyzed by using structural equation model. The confirmatory factor analysis shows that all questions in the instruments are valid and reliable. The research indicates that transformational leadershippositively and significantly affects on job satisfaction and employees’ engagement, but it does not have a direct effect on organizational commitment. Therefore, it is concluded that transformational leadership has a positive effect on organizational commitment mediated by job satisfaction and employee engagement.

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