scholarly journals The Role of Psychological Empowerment on Job Satisfaction among Malaysian Public Sector Workers

2021 ◽  
Vol 11 (12) ◽  
Author(s):  
Aini Azeqa Ma’rof ◽  
Danial Aiman Mohd Fadzilan ◽  
Hanina H. Hamsan
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Psychological Empowerment ◽  
Public Sector Workers

The dimensional linkage between public service motivation and innovative behavior in public sector institutions; the mediating role of psychological empowerment

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Muhammad Asim Rafique ◽  
Yumei Hou ◽  
Muhammad Adnan Zahid Chudhery ◽  
Nida Gull ◽  
Syed Jameel Ahmed
Keyword(s):  
Public Sector ◽  
Public Service ◽  
Psychological Empowerment ◽  
Public Service Motivation ◽  
Innovative Behavior ◽  
Content Type ◽  
Mediating Role ◽  
Relationship Of ◽  
The Relationship

PurposeInnovations are imperative for organizational growth and sustainability. This study focuses on the employees' innovative behavior, a source of organizational innovations, which has received substantial attention from the researchers. Based on the psychological empowerment theory, the study exposes the effect of the various dimensions of public service motivation (PSM) on employees' innovative behavior (IB) in public sector institutions especially in the context of developing countries such as Pakistan. Moreover, the study also investigates the mediating role of psychological empowerment (PSE) between the dimensions of PSM and IB.Design/methodology/approachThis study used the cross-sectional research design. By using random sampling, the adapted survey questionnaires were used to collect data from 346 faculty members of public sector universities located in provincial capitals of Pakistan. A partial least square–structural equation modeling (PLS-SEM) tool was used to assess the proposed hypotheses through SMART-PLS software.FindingsResults revealed that attraction to policymaking (APM), compassion (COM), self-sacrifice (SS) have a significant impact on employees' PSE and their innovative behavior, while the relationship of commitment to the public interest (CPI) with PSE and IB was found insignificant. Moreover, PSE partially mediated the relationship between PSM dimensions and employees' IB.Originality/valueThere was a scarcity of research on IB especially in public sector institutions such as academia. This study theoretically contributed to the literature by providing a refined picture in assessing the proposed relationship of the constructs. This is also one of the original studies that examine the relationship between the dimensions of PSM and IB.

Mediation role of diversity climate on leadership and job satisfaction in the Ghanaian public sector

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Michael K. Mickson ◽  
Alex Anlesinya ◽  
Ebenezer Malcalm
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Public Sector ◽  
Local Government ◽  
Transactional Leadership ◽  
Diversity Climate ◽  
Content Type ◽  
Intrinsic Job Satisfaction ◽  
The Relationship

PurposeThis study examines the mediation role of diversity climate in the relationship between transformational leadership, transactional leadership and job satisfaction from the two-factor perspectives of intrinsic and extrinsic job satisfactions among local government servants in Ghana.Design/methodology/approachThe study uses cross-sectional data from 322 employees in local government service of Ghana in the Greater Accra Region using purposive and stratified sampling methods. Bootstrapping method of mediation estimated using structural equation modelling is employed to test the hypothesized relationships.FindingsThe results find a differential effect of leadership behaviours on intrinsic and extrinsic job satisfaction, where transformation and transactional leadership relate positively to intrinsic and extrinsic job satisfaction respectively. Furthermore, the empirical findings reveal that diversity climate has mediated the relationship between transformational leadership and intrinsic job satisfaction, implying that diversity climate is an important process through which transformational leadership behaviours can elicit intrinsic job satisfaction among local government servants. Surprisingly, however, diversity climate does not serve as an important transmission mechanism in the relationship between transactional leadership and extrinsic job satisfaction.Practical implicationsThis means that public sector leaders or managers can improve intrinsic job satisfaction among local government servants and by extension public sector employees by creating an ideal climate for diversity by transforming the work environment through leadership, specifically, transformational leadership behaviours.Originality/valueAlthough studies abound on the link between leadership behaviours (transformational and transactional) and job satisfaction, the mediating effect of diversity climate as a mechanism in this relationship is very scarce and rare to find. Hence, our study has made original contributions to theory and practice by highlighting the role of diversity climate in converting leadership behaviours, specifically; transformational leadership into creating intrinsically satisfied workers in the public sector.

Influence of leadership style on job satisfaction of NGO employee: The mediating role of psychological empowerment

2019 ◽  
Vol 20 (1) ◽  
Author(s):  
Mishal Mufti ◽  
Peng Xiaobao ◽  
Syed Jamal Shah ◽  
Asma Sarwar ◽  
Yuan Zhenqing
Keyword(s):  
Job Satisfaction ◽  
Leadership Style ◽  
Psychological Empowerment ◽  
Mediating Role

Job Involvement and Job Satisfaction of Bank Officers: Role of Type of Organization and Gender

2014 ◽  
Vol 1 (1) ◽  
pp. 1-17
Author(s):  
Anita Sharma
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Private Sector ◽  
Job Involvement ◽  
Private Bank ◽  
Public And Private ◽  
Significant Difference ◽  
And Gender ◽  
Female Officers

The main objective of the present study was to examine and compare the level of job involvement and job satisfaction of public and private bank officers. A 2X2 Factorial design was used to study the role of organization and gender on job involvement and job satisfaction The sample of the study comprised of forty bank officers who were divided into two groups of organization i.e. private banks (n=20) and government banks (n=20), these subjects were further divided into two sub-groups based on genders, males (n-10) and females (n=10) included in equal number. Results revealed significant differences between public and private bank officers and males and females and were in line with all the hypotheses on all the variables. The main findings were: (1) the public and private sector bank officers differed significantly on the variable of job involvement as the mean value of private sector bank officers was significantly higher as compared to public sector bank officers. (2) There was a significant difference for gender on the variable of job involvement. The female officers reported higher level of job involvement as compared to their counterparts viz. males of both the sectors irrespective of their organizations. (3) There was a significant difference for groups on the variable of job satisfaction. The job satisfaction of private sector bank officers was significantly higher as compared to public sector bank officers. (4) There was a significant difference for gender on the variable of job satisfaction. The female officers of both the sectors reported significantly higher level of job satisfaction to that of males.

scholarly journals The Impact of Emotional Intelligence on Job Performance via the Mediating Role of Job Satisfaction

2016 ◽  
Vol 11 (2) ◽  
pp. 69 ◽  
Author(s):  
Ivan Vratskikh ◽  
Ra'ed (Moh’dTaisir) Masa'deh ◽  
Musa Al-Lozi ◽  
Mahmoud Maqableh
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Public Sector ◽  
Job Performance ◽  
Equation Modeling ◽  
Mediating Role ◽  
University Of Jordan ◽  
The University ◽  
The Impact

<p class="NoSpacing1">Recent research findings are accumulating evidence that Emotional Intelligence (EI) is associated positively with important work manners. However, the research on Emotional Intelligence is mainly conducted in business field and in western countries; therefore there is a shortage of research on Emotional Intelligence in the context of public sector in Jordan. The aim of this study is to explore the influence of Emotional Intelligence on job performance and job satisfaction as well as the mediating role of job satisfaction on job performance among the administrative employees of the University of Jordan. The present study is based on Mayer and Salovey’s (2000) ability model of Emotional Intelligence. A sample consisted of 354 employees from the University of Jordan who completed self-report questionnaire. Structural equation modeling (SEM) was used in order to test the proposed hypotheses. The research found that Emotional Intelligence is positively correlated with job performance and job satisfaction. The findings of this study also confirm the mediatory role of job satisfaction in relationship between Emotional Intelligence and job performance. It is suggested that Emotional Intelligence can be used to predict job performance and job satisfaction, therefore the understanding of Emotional Intelligence theory and its applications can be promoted for managerial and human resource practices throughout public sector organizations.</p>

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