Leadership Styles and Employee Satisfaction Among Police Officers at Bukit Aman: A Case Study

Hassan, Norazian Mohd; Wahab, Izuddin Ab.; Halif, Mazuin Mat; Ali, Sharrifah; Aziz, Rozilah Abdul; Hamid, Nur

doi:10.1007/978-981-10-6053-3_35

Cited by 2 publications

(4 citation statements)

References 35 publications

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“…Some research defends transactional and transformational leadership's importance for employee satisfaction (Lok & Crawford, 2004). Compared to transactional leadership, transformational leadership showed a greater significance toward job satisfaction (Hassan, Ab. Wahab, Mat Halif, Ali, Abdul Aziz & Abd.…”

Section: Transformational Leadership and Job Satisfactionmentioning

confidence: 99%

“…Another study found that transactional leadership positively impacts job satisfaction through regulating job worth or equity and meeting desired needs inside the workplace (Albagawi, 2019). Some studies also found that leadership styles positively affect employees' job satisfaction (Budiasih et al, 2020;Hassan et al, 2018). A prior study showed that job satisfaction was positively correlated with transactional leadership (behavior and attributed) in health workers in Uganda (Musinguzi et al, 2018).…”

Section: Transactional Leadership and Job Satisfactionmentioning

confidence: 99%

“…Furthermore, among police officers in Bukit Aman, Malaysia, some research discovered a positive association between transactional leadership style and employee work satisfaction, considerably influenced by contingent compensation (Hassan et al, 2018). Lastly, a study in Uganda public universities showed a positive correlation between transactional leadership stay and employee job satisfaction by rewarding them via incentive programs or fringe benefits (Mwesigwa et al, 2020).…”

Section: Transactional Leadership and Job Satisfactionmentioning

confidence: 99%

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Effects of Leadership Types on Job Satisfaction Among Malaysian Higher Education Institutions

SHAARI

Kamarudin

Suderman

2022

Asya Öğretim Dergisi

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Employee job satisfaction is an important component of any job and could be influenced by different types of leadership. Keeping employees happy and satisfied while at the same time being a great leader is an extremely difficult balance, especially in educational leadership, where there are two different types of employees, mainly administrators, and educators. It requires a leader who can balance between the lines and choose the proper leadership style to motivate different types of employees. This study looks at three different leadership types: laissez-faire, transformational and transactional leadership. A purposeful sampling of 393 participants was utilized to sample educators from Malaysia's private and governmental education institutions. Data were collected using questionnaires. The findings indicated that transformational leadership and laissez-faire have a significant relationship to job satisfaction where laissez-faire (β = 0.608, t = 16.576, p = 0.000) and transformational leadership (β = 0.865, t = 8.498; p = 0.000), while transactional leadership has an insignificant relationship with job satisfaction (β = -0.019, t = 0.747, p = 0.227).

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Section: Transformational Leadership and Job Satisfactionmentioning

confidence: 99%

Section: Transactional Leadership and Job Satisfactionmentioning

confidence: 99%

Section: Transactional Leadership and Job Satisfactionmentioning

confidence: 99%

See 1 more Smart Citation

Effects of Leadership Types on Job Satisfaction Among Malaysian Higher Education Institutions

SHAARI

Kamarudin

Suderman

2022

Asya Öğretim Dergisi

View full text Add to dashboard Cite

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“…Meanwhile, according to the findings of the studies conducted by Hassan et al (2018) and Khuong & Hoang (2015), employees or followers will have strong motivation in doing their job, reach their full potentials and can work well under the observation of the leader when the leader is able to attract their attention. Thus, charismatic leader is viewed as a leader with good attitudes or behaviors.…”

Section: Introductionmentioning

confidence: 99%

Person-Oriented Leadership Enhancing Employee Outcomes

Albertus¹,

Lee²,

Ismail³

et al. 2018

ipnj

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This study evaluates the relationship between person-oriented leadership and employee outcomes. Person-oriented leadership requires leaders to build and maintain their relation with the employees. In order to accomplish organizational goals, the leader need to understand that having a strong bond with the employee is important. Therefore this research focuses on the effect of person-oriented leadership on employee outcome. The data collection was conducted by distributing questionnaires to 200 employees in different divisions and departments at a public research university in Malaysia. The result of the SmartPLS path analysis model displayed four findings: first, participative leadership style was significantly associated with job satisfaction. Second, consultative leadership style was significantly associated with job satisfaction. Third, participative leadership style was significantly associated with organizational commitment. Fourth, consultative leadership style was significantly associated with organizational commitment. These findings demonstrate that it is important for leaders to implement participative and consultative leadership style during their day-to-day job operations, in order to ensure job satisfaction and organizational commitment of employees in organization. Keywords: participative style, consultative style, job satisfaction, organizational commitment

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Leadership Styles and Employee Satisfaction Among Police Officers at Bukit Aman: A Case Study

Cited by 2 publications

References 35 publications

Effects of Leadership Types on Job Satisfaction Among Malaysian Higher Education Institutions

Effects of Leadership Types on Job Satisfaction Among Malaysian Higher Education Institutions

Person-Oriented Leadership Enhancing Employee Outcomes

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