The Mediator Role of Organizational Justice in the Relationship Between School Principals’ Agile Leadership Characteristics and Teachers’ Job Satisfaction

Abstract

Teachers with high job satisfaction become more effective and productive by showing high performance and positively affecting student and school outcomes. This study investigates the relationship between school principals’ agile leadership characteristics, organizational justice, and job satisfaction, and sheds light on the role of organizational justice in the relationship between agile leadership and job satisfaction. To achieve this aim, a theoretical model has been put forward and this model has been tested with the data collected from 409 teachers working in public schools in Istanbul. The results show that school principals with high agile leadership characteristics and organizational justice are associated with teachers’ job satisfaction. The analyses also indicate that organizational justice strongly contributes to the relationship between agile leadership and job satisfaction and plays an important role in the relationship between the two determinants.

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“…Agile leadership has no or a weak effect on job satisfaction, team effectiveness, professional development (0.16), organizational ambidexterity (0.17), occupational commitment (0.28), and employee silence (0.23). This result supports the findings reported in various existing works (Özgenel et al, 2022;Akkaya & Bagieńska, 2022;Yalçin & Özgenel, 2021). The analysis's estimated combined effect size shows that agile leadership has a moderately positive impact on overall organizational outcomes (0.49) (see Figure 8).…”

“…On the other hand, employee voice (0.22), occupational commitment (0.21), and professional development (0.162) are not influenced by agile leadership due to a weak association. This finding supports the evidence reported by Ibrahim et al (2022), Ul Hassan (2022), andÖzgenel et al (2022). The combined effect size of the analysis using a random effect model for agile leadership and employee outcomes is 0.48 (95% CI: 0.38, 0.59, p<0.01), which indicates that agile leadership has a highly moderate association with employee outcomes with a higher level of heterogeneity of 98% (see Figure 11).…”

“…Operational Outcome Organizational Effectiveness Turkey (Özgenel, Yazıcı, & Asmaz, 2022) To inspect the relationship of agile leadership and job satisfaction with organizational justice as a mediator.…”