scholarly journals TRANSFORMATIONAL LEADERSHIP IN THE SERVICE OF ORGANIZATIONAL CHANGES

2021 ◽  
Vol 9 (3-4) ◽  
pp. 69-77
Author(s):  
Ivica Matejić ◽  
Mihailo Ćurčić ◽  
Radan Kostić
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Organizational Change ◽  
Dynamic Environment ◽  
Complex Form ◽  
Problem Area ◽  
Survey Method ◽  
Organizational Changes ◽  
Acquisition Period ◽  
The Republic

The complex and dynamic environment in which modern companies operate requires frequent organizational changes that are used as a mechanism for adapting the company's business to market requirements, in order to improve or maintain a competitive advantage. Mergers and acquisitions, as a complex form of organizational change of companies, represent a relevant problem area of ​​research. Since the success of organizational change depends on two important factors, leaders and employees, the aim of this research is to identify the interdependence of transformational leadership, job satisfaction and commitment to organizational change by employees in the post-acquisition period. The research results show that there is interdependence between transformational leadership, job satisfaction and commitment to organizational change in the post-acquisition period. The empirical research was conducted in 2021, using a survey method. Data were analyzed using Pearson’s correlation and single as well as multiple regression method. A sample of 129 respondents was taken into accounts, who are employed in companies in the Republic of Serbia that have gone through the acquisition process in the last five years.   

scholarly journals Transformational leadership in the service of organizational changes

2021 ◽  
Vol 9 (3-4) ◽  
pp. 69-77
Author(s):  
Ivica Matejić ◽  
Mihailo Ćurčić ◽  
Radan Kostić
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Organizational Change ◽  
Dynamic Environment ◽  
Complex Form ◽  
Problem Area ◽  
Survey Method ◽  
Organizational Changes ◽  
Acquisition Period ◽  
The Republic

The complex and dynamic environment in which modern companies operate requires frequent organizational changes that are used as a mechanism for adapting the company's business to market requirements, in order to improve or maintain a competitive advantage. Mergers and acquisitions, as a complex form of organizational change of companies, represent a relevant problem area of research. Since the success of organizational change depends on two important factors, leaders and employees, the aim of this research is to identify the interdependence of transformational leadership, job satisfaction and commitment to organizational change by employees in the post-acquisition period. The research results show that there is interdependence between transformational leadership, job satisfaction and commitment to organizational change in the post-acquisition period. The empirical research was conducted in 2021, using a survey method. Data were analyzed using Pearson's correlation and single as well as multiple regression method. A sample of 129 respondents was taken into accounts, who are employed in companies in the Republic of Serbia that have gone through the acquisition process in the last five years.

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

2019 ◽  
Vol 2 (1) ◽  
Author(s):  
DESTY KHOIRUNNISA
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Regression Analysis ◽  
Intrinsic Motivation ◽  
Leadership Style ◽  
Employee Performance ◽  
Analytical Tool ◽  
Survey Method ◽  
Transformational Leadership Style ◽  
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.

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

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.

scholarly journals The Effect of Transformational Leadership, Organizational Culture and Organization Commitment on Employee Job Satisfaction in Small Medium Enterprise of Automotive Service

2021 ◽  
Vol 1 (6) ◽  
pp. 45-52
Author(s):  
Agus Arijanto
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Partial Least Square ◽  
Least Square ◽  
Survey Method ◽  
Characteristic Analysis ◽  
Employee Job Satisfaction ◽  
Medium Enterprise

The study aims to analyze the influence of Transformational Leadership, Organizational Culture, and Organizational Commitment on the Job Satisfaction. The research object is a sample used as many as 90 employees of PT. Heriromadiali, calculated based on the use of saturated samples. Method of collecting data using survey method, with research instrument is questionnaire. The characteristic analysis method of respondents uses the Statistical Package for the Social Sciences (SPSS) and data analysis methods using Partial Least Square (PLS). Research proves that the. Transformational Leadership has a positive and significant to Job Satisfaction. Organizational Culture have positive and significant effect on Job Satisfaction, and Organizational Commitment has a significant and positive effect on Employee Job Satisfaction in Small Medium Enterprise Automotive Services

scholarly journals The influence of transformational leadership dimensions on intrapreneurial behaviour through mediators

2021 ◽  
pp. 2099-2114 ◽  
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.

scholarly journals TRANSFORMATIONAL LEADERSHIP AND JOB SATISFACTION: A QUANTITATIVE STUDY ON TEXTILE COMPANIES IN SOLO CENTRAL JAVA

2020 ◽  
Vol 10 (3) ◽  
pp. 415
Author(s):  
Timotius FCW Sutrisno ◽  
Damelina Basauli Tambunan ◽  
Teofilus Teofilus ◽  
Aria G Henryanto ◽  
Devi R Wijayadne
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Literature Review ◽  
Transactional Leadership ◽  
Middle Manager ◽  
Survey Questionnaire ◽  
Central Java ◽  
The Republic ◽  
Questionnaire Research ◽  
Central Java Province

The purpose of this study is trying to see the effect of the transformational leadership to the job satisfaction, which already explain in the literature review that when the problem are simple and clear it was best to use transactional leadership, but when the company getting bigger then it supposed to use the transformational leadership, however in central java perspectives, these company is not that small yet is not that big as well. Then we do assume that the leader should be transformational and yet transactional. To test the hypothesized model, this study uses a survey questionnaire research design and a quantitative approach, Data collection by researchers is done by sending questionnaires to employees of the middle manager (supervisor; manager) level at 6 textile companies in Central Java Province via email. This shows that the data taken can be said to represent the condition of textile companies in Solo City, Central Java Province of the Republic of Indonesia.

scholarly journals The relationship between organizational changes and job satisfaction in the Jordanian telecommunication industry

2019 ◽  
Vol 9 (1) ◽  
pp. 1 ◽  
Author(s):  
Najda Hayajneh ◽  
Taghrid Suifan ◽  
Bader Yousef Obeidat ◽  
Mohammd Abuhashesh ◽  
Raed Kareem Kanaan
Keyword(s):  
Job Satisfaction ◽  
Organizational Change ◽  
Job Stress ◽  
Positive Relationship ◽  
Organization Change ◽  
Telecommunication Industry ◽  
Organizational Changes ◽  
Convenience Sample ◽  
Telecommunication Companies ◽  
The Relationship

The aim of this paper is to investigate the relationship between organizational change and job satisfaction in telecommunication companies in Jordan. A convenience sample was selected from among employees working at three communication companies (3636 employees) in Jordan. The findings indicate a significant positive relationship between organizational change and job satisfaction. to increase employees’ job satisfaction, their level of job stress during organization change operations in telecommunication companies must be decreased.  

scholarly journals Impact of emotional intelligence coaching on job satisfaction of pharmacists during organizational changes

2017 ◽  
Vol 6 (4) ◽  
pp. 39
Author(s):  
Nicole Seymour ◽  
Sandy Jansen ◽  
Lucy Feng ◽  
Stephanie Ayres ◽  
Zubin Austin ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Organizational Change ◽  
Controlled Trial ◽  
Medication Administration ◽  
Self Awareness ◽  
Organizational Changes ◽  
Structured Interviews ◽  
Intelligence Assessment ◽  
London Health

Job satisfaction is known to decline during times of major organizational change and emotional intelligence has been positively correlated with job satisfaction and adaptability. Computerized provider order entry (CPOE), closed loop medication administration, electronic medication administration records and 24/7 pharmacy services were implemented at London Health Sciences Centre (LHSC) during the spring of 2014. This pilot randomized controlled trial assessed whether completion of an emotional intelligence assessment, followed by a personalized one-hour emotional intelligence coaching session, would positively impact job satisfaction stability amongst pharmacists throughout these major organizational changes. Job satisfaction was measured by the Health Professions Stress Inventory (HPSI). The primary outcome was change in HPSI score from baseline. Emotional intelligence coaching was provided to participants randomized to the intervention. Semi-structured interviews were completed at baseline and follow-up for qualitative analysis. Twenty five participants were recruited and all participants completed the study. Job satisfaction improved in both control and intervention groups. Observations from semi-structured interviews suggested that emotional intelligence coaching may have increased self-awareness and ability to recognize dissatisfaction. Participants who were in their role for less than two years reported greater benefit from emotional intelligence coaching. Job satisfaction was worse during the anticipatory phase of major organizational change. Emotional intelligence coaching did not have an observable benefit on objective measures of job satisfaction, but it may have a subjective benefit that is more apparent in pharmacists who are less established in their role.

The Effects of Organizational Change on Students' Emotions

2017 ◽  
Vol 5 (3) ◽  
pp. 100-105
Author(s):  
Nada Rahmawati ◽  
Saodah Wok
Keyword(s):  
Organizational Change ◽  
Structural Change ◽  
Technological Change ◽  
Structural Changes ◽  
Emotional Contagion ◽  
Mediating Effect ◽  
Survey Method ◽  
Organizational Changes ◽  
Leadership Change ◽  
Technological Leadership

Objective - This study aims to examine the effects of perception on technological change, leadership change and structural change towards students' emotions; and to analyze the mediating effect of experience on perception towards emotion resulting from organizational changes. Using the Theory of Emotional Contagion (Hatfield, Cacioppo & Rapson, 1993), organizational change can produce a number of positive and negative emotional responses that can be transferred to others. Methodology/Technique - The study employs the quantitative research design using the survey method with the self-administered questionnaire. A total of 223 respondents were identified among the undergraduate students at a faculty in a public university who have faced organizational changes (technological, leadership and structural). Findings - The results reveal that perceptions of technology, leadership and structural changes are found to have moderate effects on students' emotions. However, experiences of change partially mediate students' emotion and perception of technological, leadership and structural changes. Experience with organizational changes affects students' emotions badly. Novelty - The implications of the Emotional Contagion Theory holds true for organizational changes as the hypotheses are supported. Students' emotions are equally important to be considered before applying any change to any academic institution. Type of Paper: Empirical. Keywords: Emotional Contagion Theory; Emotional Effect; Leadership Change; Structural Change; Technological Change. JEL Classification: I21, O33.

scholarly journals Work Discipline, Competence, Empowerment, Job Satisfaction, and Employee Performance

2019 ◽  
Vol 8 (3) ◽  
pp. 7209-7215
Keyword(s):  
Job Satisfaction ◽  
Spatial Planning ◽  
Structural Equation ◽  
Employee Performance ◽  
Civil Servants ◽  
Equation Modeling ◽  
Survey Method ◽  
Weighted Mean ◽  
The Republic ◽  
And Performance

The results of the study indicate that employees were not satisfied with their work discipline, competence, and empowerment. Thus, job satisfaction cannot be compared to employee performance. Applying a survey method to reveal the perceptions of 376 employees of the Ministry of Agrarian Affairs and Spatial Planning/National Land Agency of the Republic of Indonesia, starting from August 2016 - August 2017, this study reveals work discipline, competence, and empowerment had implications for job satisfaction in improving employee performance. Data were analysed descriptively (weighted mean score) and inferentially (Structural Equation Modeling). The results showed that: (1) Work discipline, competence, empowerment, job satisfaction and performance of the civil servants at the Ministry of Agrarian and Spatial Planning/National Land Agency of the Republic of Indonesia were in “good” category, albeit not optimal; (2) Work discipline, competence, and empowerment simultaneously and partially had significant effect on civil servants’ job satisfaction at the Ministry of Agrarian Affairs and Spatial Planning/National Land Agency of the Republic of Indonesia; and (3) Work discipline, competence, and empowerment both directly and indirectly (through Job Satisfaction) were simultaneously and significantly related to the performance of civil servants of the Ministry of Agrarian Affairs and Spatial Planning/National Land Agency of the Republic of Indonesia.

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