Keywords : Job Satisfaction


Psychological Empowerment and Organizational Innovation: Mediating Role of Job Satisfaction and Organizational Commitment

Amin Nikpour

International Journal of Organizational Leadership, Volume 7, Issue 2, Pages 106-119
DOI: 10.33844/ijol.2018.60421

The aim of this study is to investigate the effect of employee’s psychological empowerment, employee’s job satisfaction, and employee’s organizational commitment on organizational innovation. The study is a kind of descriptive- correlational research that was conducted using a survey. Also, this study is in terms of the objective of the development-applied research. The statistical population of the study included all employees in Refah bank of Kerman city, and 244 employees were selected as the sample. The psychological empowerment, job satisfaction, organizational commitment, and organizational innovation questionnaires were used to collect the data, and descriptive and inferential statistics including structural equation modeling technique were used to analyze the gathered data. The findings confirmed the conceptual model of the study, and also found that employee’s psychological empowerment beyond its direct influence exerts indirect effect on organizational innovation through the mediations of employee’s job satisfaction and organizational commitment and the extent of indirect effect is significantly higher than that of direct one.

Leader member exchange as a mediator of the relationship between servant leadership and job satisfaction: A research on Turkish ICT companies

Buket Akdol; F. Sebnem Arikboga

International Journal of Organizational Leadership, Volume 6, Issue 4, Pages 525-535
DOI: 10.33844/ijol.2017.60226

Servant leadership (SL) is a theoretical framework that defines a leader’s primary motivation and role as service to others.  It introduces a holistic approach to work, advocates a sense of community, and promotes the sharing of power in decision making by showing humility, authenticity, and stewardship.  Servant leader also develops and empowers employees by standing back, encouraging to be autonomous, and by forgiving mistakes.  On the other hand, the Leader Member Exchange (LMX) Theory explores the one-on-one relationship between a leader and the individual follower independently, instead of focusing on the general relationship between the leader and the group as a whole.  The objective of this study is to test the effect of SL on job satisfaction (JS) in Turkish business context and to identify the mediator effects of LMX on the relationship between SL and JS by quantitative data obtained from Information and Communication Technologies (ICT) Sector companies in Turkey. The multidimensional leadership measure developed by Van Dierendonck and Nuijten (2011), four-dimension LMX Measure of Liden and Maslyn (1998), and short form of Minnesota Job Satisfaction Questionnaire (MSQ) developed by Weiss, Dawis, England, and Lofquist (1967) were used as assessment tools on questionnaire. Research results show that there is a partial mediator effect of LMX on the relationship between SL and JS.

Antecedents of job turnover in educational sector of Pakistan

Muhammad Rizwan; Asad Afzal Humayon; Ahmad Usman Shahid; Rizwan Qaiser Danish; Nauman Aslam; Jawad Shahid

International Journal of Organizational Leadership, Volume 6, Issue 1, Pages 89-101
DOI: 10.33844/ijol.2017.60404

The primary purpose of this research was to analyze the effect of affective commitment, job satisfaction, job stress, organizational politics, job role ambiguity, and job formalization on employees’ job turnover in private and public sector universities of Lahore, Pakistan. A survey based explanatory research design was used. This study was conducted among the employees working in educational sectors such as universities and colleges in Lahore. About 270 questionnaires were distributed by employing various methods of communication such as email in person and post. The findings of this study indicated that job satisfaction, job stress, organizational politics, and job role ambiguity had significant effects on job turnover of employees while affective commitment and job formalization had adverse effects on the employees. Self-reported measures were used to measure employees’ turnover, affective commitment, job satisfaction, job stress, organizational politics, job role ambiguity, and job formalization. Since all the participants were selected from Lahore’s public and private universities and colleges, the outcomes were not connected to differences of instructional materials or educational foundations. Considering the importance of employees’ turnover, affective commitment, job satisfaction, job stress, organizational politics, job role ambiguity, and job formalization, higher education institutional management and policy makers should take the necessary measures to reduce the extent of turnover which will improve the employees’ individual and organizational performance. The relevant literature shows that employees’ turnover is under investigation especially in public sector universities of Lahore, Pakistan. So, the current study has contributed to enhance the consideration on the most noteworthy problems.

The Effect of strategic leadership and empowerment on job satisfaction of the employees of Guilan University

Mostafa Ebrahimpour Azbari; Mohsen Akbari; Milad Hooshmand Chaijani

International Journal of Organizational Leadership, Volume 4, Issue 4, Pages 453-464
DOI: 10.33844/ijol.2015.60230

The methods for the management and leadership of educational and research organizations has always been a question of some researchers. With the emergence of the strategic management in educational organizations, different views were raised about the management of these institutions whether it is possible to apply issues related to the business and educational administration field. They both agree on the difference between educational environment and business environment. This difference leads to different research areas which one of them is the managers’ educational leadership style. Regarding to the educational research centers’ management, strategic leadership is one of leadership styles. This paper examined the effect of this leadership style on empowerment and job satisfaction of employees of Guilan University. The statistical population of the study consisted of 235 employees of Guilan University. Smart PLS software and Structural Equation Modeling were used for data analysis. The results showed that the style of strategic leadership and employee empowerment had a significant positive effect on job satisfaction.

Effects of stress on auditors organizational commitment, job satisfaction, and job performance

Abolghasem Masihabadi; Alireza Rajaei; Amir Shams Koloukhi; Hossein Parsian

International Journal of Organizational Leadership, Volume 4, Issue 3, Pages 303-314
DOI: 10.33844/ijol.2015.60353

This study was designed to measure the effects of job stress on organizational commitment, job satisfaction, and job performance. A total of 170 questionnaires were distributed among auditors in the audit institutions in Tehran and Mashhad. To test the hypotheses, path analysis and structural equation and regression were employed. The results showed that the job stress had a negative effect on organizational  commitment and job satisfaction and there was not a negative correlation between job stress and job performance. Job stress via organizational commitment and job satisfaction affected job performance negatively. Also, job stress had a negative impact on job satisfaction via organizational commitment.