Nexuses of Ethical Leadership, Job Satisfaction and Job Performance in Academia of Khyber Pakhtunkhwa Pakistan

Khan, Anwar; Khan, Muhammad Anwar; Jan, Sajjad Ahmad

doi:10.51380/gujr-37-02-06

Cited by 19 publications

(37 citation statements)

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“…Thus, the hypothesis that RT significantly affects JS is accepted. This result is consistent with the study by 7,20,21,[26][27][28] . This confirms the hypothesis that RT has a positive influence on employees' JS.…”

Section: Results Of Model Testsupporting

confidence: 94%

“…The result indicated that the relationship between BP and JS is significant at a coefficient of β = 0.236 (p= 0.001 < 0.01) and hypothesis H 3 was accepted. This result is also consistent with the study of 7,20,21,[26][27][28] . This confirms the hypothesis that BP has a positive influence on employees' JS.…”

Section: Results Of Model Testsupporting

confidence: 93%

“…H 2 : Internalized moral positively job satisfaction.Table 5 indicated that the relationship between IMP and JS was significant at a coefficient of β = 0.296 (p= 0.000 < 0.01) hypothesis H 2 accepted. This result is also similar to the study of 7,20,21,[26][27][28] . This confirms the hypothesis that IMP has a positive influence on employees' JS.…”

Section: Results Of Model Testsupporting

confidence: 91%

“…The results of a survey of employees at Tan Son Nhat Operation Center -Vietnam Airlines JSC showed that the components of AL: SA, IMP, BP, RT had a positive effect on employees' JS. This result was consistent with the study by 7,20,21,[26][27][28] . Besides, employee's JS (JS) had an impact on employee engagement (EE).…”

Section: Discussionsupporting

confidence: 94%

“…The significant relationship between JS and RT was confirmed 20 . More specifically, a systematic review by Cummings et al 21 on leadership and results reported that leadership style affected satisfaction [22][23][24][25][26] According to Darvish & Rezaei 27 ; Aycą 28 ; Wong & Laschinger 29 showed that RT has a significant impact on employee JS. Hence, the next hypothesis is developed: H 4 : Relational transparency positively influences job satisfaction.…”

Section: The Relationship Between Authentic Leadership and Job Satisf...mentioning

confidence: 99%

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The impact of authentic leadership on employee’s engagement at Tan Son Nhat Operation Center in the COVID-19 period: The mediating role of job satisfaction

Nguyen

Vũ²

2022

Sci.Tech.Dev.J.-Eco.LawManag.

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Human resources is one of the important resources to promote the development of enterprises in the aviation sector in Vietnam. Therefore, airline firms are increasingly interested in job satisfaction and employee engagement. Aviation is a sector of special importance in economic development. Before the COVID-19 pandemic, the aviation sector developed strongly. However, when the COVID-19 pandemic broke out, the world economy suffered from enormous damage, with the first hardest-hit sector being air transport. Vietnam's aviation sector was also not an exception from the impact of the COVID-19 pandemic, according to a report by the Ministry of Planning and Investment, which said that in 2020 and the first 5 months of 2021, the revenue of aviation enterprises decreased by 61% compared to that of 2019. In Vietnam Airlines Annual report 2020, Vietnam Airline had more than 100 aircraft temporarily suspended from operation. Tan Son Nhat Operation Center was a unit of Vietnam Airline JSC with the role of a representative at Tan Son Nhat airport, which was also affected by many related impacts. In a difficult period, the role of leadership in general and authentic leadership in particular was very important in improving employee satisfaction and engagement. This research investigated and tested affecting authentic leadership on employee engagement at Tan Son Nhat Operation Center in the covid-19 period: the mediating role of job satisfaction. It uses both qualitative and quantitative research. The qualitative research was carried out through focus group discussions with 10 employees. The quantitative research was conducted with 155 employees at Tan Son Nhat Operation Center – Vietnam Airlines JSC through a survey questionnaire by the convenient sampling method. The research results analyzed by partial least square – structural equation modeling (PLS – SEM) indicated that: Components of authentic leadership (AL): self-awareness (SA), internalized moral perspective (IMP), balanced processing (BP), and relational transparency (RT) have a positive impact on employee’s engagement through the mediating role of job satisfaction.

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Section: Results Of Model Testsupporting

confidence: 94%

Section: Results Of Model Testsupporting

confidence: 93%

Section: Results Of Model Testsupporting

confidence: 91%

Section: Discussionsupporting

confidence: 94%

Section: The Relationship Between Authentic Leadership and Job Satisf...mentioning

confidence: 99%

See 3 more Smart Citations

The impact of authentic leadership on employee’s engagement at Tan Son Nhat Operation Center in the COVID-19 period: The mediating role of job satisfaction

Nguyen

Vũ²

2022

Sci.Tech.Dev.J.-Eco.LawManag.

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How Burnout and Perceived Decision Authority Influence Employee Satisfaction? A Case Study in PT. Qerja Manfaat Bangsa

Dwidienawati,

Sari,

Velicia

et al. 2023

E3S Web Conf.

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Employee Satisfaction is an employee’s perception of work and an emotional response to a perception and level of need satisfaction. Employee Satisfaction is one of the most important indicators to increase the level of productivity and company performance. The problem of Employee Satisfaction was found at QMB, a company located in Jakarta. The purpose of this study is to see the effect of Burnout and Decision Authority on Employee Satisfaction at QMB. This research method is descriptive quantitative research. Data analysis from 155 employees was performed using Partial Least Squares (Smart PLS). The results showed that Burnout had a negative and significant effect on Employee Satisfaction, and Decision Authority had a positive and significant effect on Employee Satisfaction. This study contributes to the Burnout and Decision Authority literature and their impact on Employee Satisfaction.

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Substitute vs permanent teacher job satisfaction: applying MUSA to delineate differences and highlight evidence-based guidelines for decision makers

Glaveli

Manolitzas

Grigoroudis

2022

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PurposeThe purpose of this paper is threefold. First, to explore the importance of specific work environment facets for the overall job satisfaction (JS) of primary full-time permanent teachers (PTs) and substitute/temporary teachers (STs). Second, to highlight the similarity or difference in JS patterns among PTs and STs. Third, to provide guidelines for effective evidence-based human resource management (HRM) interventions targeting to boost PTs and STs JS levels by considering: (1) the perceived importance of individual work facets for them and (2) the school's performance in providing a satisfactory work environment.Design/methodology/approachData on overall and important JS facets (i.e. satisfaction with opportunities for self-fulfillment, work intensity/load, salary/income, leadership and collegial relations) were collected from a sample of 438 PTs and STs in Greece. Moreover, MUSA, a method that combines Multi-Criteria Decision (MCDA) and Importance-Performance Analysis (IPA), was applied to uncover the critical work environment facets of PTs and STs overall JS that call for interventions.FindingsThe findings suggest that PTs seem to value, more than STs, the transactional and economic aspects of the school environment. More precisely, on the part of PTs, self-fulfillment and salary/income are the main contributors to their JS, whilst leadership is the least important facet of JS. For STs self-fulfillment and collegial relationships are the aspects of work that contribute the most to their overall JS, whilst salary/income is the least important contributor. The study results further indicate that self-fulfillment is the strong attribute of Greek schools' work environment in boosting TJS regardless teachers' status, whilst salary/income and workload are potential threats.Originality/valueIt is one of the few studies that provide insights into the differing JS patterns of STs and PTs through the application of a MCDA/IPA method. Therefore, it offers evidence-based guidelines that take into consideration both the school's performance (overall and facet JS) and importance of core aspects of the work experience for STs and PTs.

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Nexuses of Ethical Leadership, Job Satisfaction and Job Performance in Academia of Khyber Pakhtunkhwa Pakistan

Cited by 19 publications

References 0 publications

The impact of authentic leadership on employee’s engagement at Tan Son Nhat Operation Center in the COVID-19 period: The mediating role of job satisfaction

The impact of authentic leadership on employee’s engagement at Tan Son Nhat Operation Center in the COVID-19 period: The mediating role of job satisfaction

How Burnout and Perceived Decision Authority Influence Employee Satisfaction? A Case Study in PT. Qerja Manfaat Bangsa

Substitute vs permanent teacher job satisfaction: applying MUSA to delineate differences and highlight evidence-based guidelines for decision makers

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