Reinforcing innovation through transformational leadership: mediating role of job satisfaction

Abstract

Purpose The purpose of this paper is to examine the direct role being played by transformational leadership (TL) dimensions in reinforcing product and service innovation. More particularly, the paper focusses on the role of job satisfaction (JS) as a mediator in this relationship. Design/methodology/approach A concurrent mixed methods technique was employed. The researcher surveyed 486 participants from three major telecoms companies that operate in Jordan to supply the society with mobile phones and internet services. In addition, 15 team leaders were interviewed for the same purpose. Findings The results of this paper support the positive direct impact of transformational leaders on both employees’ innovativeness and JS. In addition, JS was found to positively impact product and service innovation. Moreover, the results revealed that JS mediates the relationship between TL and innovation. Research limitations/implications Leaders are playing a direct and significant role in reinforcing product and service innovation in an interesting manner, especially through JS. Other styles of leadership, populations, and methods may create new perceptions in further research works. Practical implications The findings in this paper indicate that practising superior level of TL behaviours enhances overall JS, which, as a result, reinforces product and service innovation within employees in the Jordanian telecom sector. Superior outputs are achieved through such styles both for the firm as a whole towards innovative products and services, and similarly, for individuals within teams who involve in further innovative team climate. Originality/value These outcomes augment understanding of practises in which transformational leaders endorse innovation, and emphasise the values added through endorsing more TL behaviours to yield more innovative outputs by employees.

The influence of situational leadership on employee performance mediated by job satisfaction and Islamic organizational citizenship behavior

“…The results show that from 7 hypotheses, 6 are supported, and 1 hypothesis is not. The first hypothesis of this study is that situational leadership has a positive and significant influence on job satisfaction, as found by several previous studies (Al-Edenat, 2018;Li et al, 2017;Saleem, 2015;Fonda et al, 2015;Braun et al, 2013;Brahmasari et al, 2008. Fonda et al, 2015.…”

“…As one of the functions of management, situational leadership is a very important factor to achieve organizational goals. The study from Al-Edenat (2018) found that leadership has a positive and significant influence on job satisfaction. Leaders can develop trust, respect, and pride among their subordinates.…”

Antecedents of employee performance in public services

“…Self-development opportunities and career (Crossman & Abou-Zaki, 2003) given by the leader is a determinant of job satisfaction and increasing employee performance. This study supporting previous study by (Al-edenat, 2018;Prabowo et al, 2018;cWang et al, 2011).…”

“…Supportive colleague by the leader able to reduce the level of conflict and work pressure felt by employees so that they have better job satisfaction (Podsakoff et al, 1996). This study support (Al-edenat, 2018;Puni et al, 2018;Torlak & Kuzey, 2019).…”

“…Transformational leaders are concerned with the problems and disappointments of subordinates, and influence them to work together and achieve more results than expected (Bass & Avolio, 1994). Previous study by (Al-edenat, 2018;Torlak & Kuzey, 2019) conclude transformational leadership has a significant effect on job satisfaction. Based on the description a hypothesis can be formulated: H3: Transformational leadership has a significant effect on job satisfaction Job satisfaction is a person's attitude towards work and related emotions, beliefs, and behaviors that do not only depend on the nature of the job but also their dispositions, attitudes and expectations (Wang et al, 2017 Employee with positive feelings that reflect job satisfaction will encourage positive employee attitudes, organizational commitment, productivity, and loyalty.…”