Through two studies, this paper investigates the moderating effects of personality traits (i.e., extraversion, conscientiousness, agreeableness and neuroticism) and the mediating effect of psychological empowerment on the relationship between perceived transformational leadership and job satisfaction. Study 1 searches whether personality traits moderate the effects of perceived transformational leadership on followers' job satisfaction. Using a sample of 221 R&D employees employed by information technology organizations, the results of Study 1 indicate that the more conscientious the employee, the stronger the relationship between perceived transformational leadership and job satisfaction. Study 2 explores whether psychological empowerment mediates the effects of perceived transformational leadership on followers' job satisfaction. Based on data from 348 academics, the results support the mediating role of psychological empowerment on job satisfaction, in that when employees perceive their leader as transformational they feel more psychologically empowered, which in turn increases job satisfaction levels. Implications for future research and practice are discussed.Keywords: perceived transformational leadership, personality traits, psychological empowerment, job satisfaction Received 1 February 2016. Accepted 6 November 2016 T oday's dynamic work environment brought about by economic, technological and demographic changes affecting the magnitude of employee job satisfaction. It has been well documented that highly satisfied employees are more likely to be committed to their organization (Cooper-Hakim & Viswesvaran, 2005), have higher levels of job performance (Judge, Scott, & Ilies, 2006) and lower levels of turnover (Hulin & Judge, 2003). The accumulating evidence about the role of job satisfaction on various organizational outcomes triggered the studies investigating its predictors. Although job satisfaction was found to be affected by situational factors, it was also found to be shaped by individual * Faculty of Business Administration, Bilkent University, Ankara, Turkey ** Department of Business Administration, Faculty of Economics and Administrative Science, Hacettepe University, Ankara, TurkeyCorresponding author: caydogmus@bilkent.edu.tr § This manuscript is an original work that has not been submitted to nor published anywhere else. This study probes the underlying mechanism and the processes of how followers' perceptions of transformational leadership influence job satisfaction, with a focus on followers' personality traits and psychological empowerment with two different studies. With this aim, we provide follower-based perspective on leadership issues on management and organizations of benefit to scholars, Human Resource practitioners and managers.

Purpose The purpose of this paper is to examine the potential effects of Millennial knowledge workers’ emotional intelligence (EI) on their subjective career success (SCS) through their protean career attitudes (PCAs) and psychological empowerment (PE). Design/methodology/approach Survey methodology was used to collect data from 623 Millennial knowledge workers in 42 Turkish Information Technology companies. Participants answered the surveys at three different points within a 12-week period. Measures of EI, PCAs, PE and SCS were analyzed using structural equation modeling and the bootstrapping method. Findings The empirical results provide support for the author’s proposed model that positive relations between EI and Millennial knowledge workers’ SCS are mediated by their PCAs and PE. Research limitations/implications To generalize the study findings, future research should be conducted for Millennial knowledge workers in different cultures and countries. Practical implications Particularly for Millennial knowledge workers, managers need to be aware of positive influence of EI on employees’ SCS and should consider implementing policies and procedures that recognize EI as a key ingredient for their SCS. Additionally, human resource professionals should aim to create an organizational culture around career development, in addition to career attitudes trainings, and provide career growth opportunities to retain Millennial talent. Finally, organizational development professionals should establish work environments that increase employee empowerment and thus improve SCS. Originality/value The findings advance the understanding of how Millennial knowledge workers’ EI can influence their SCS through focusing on PCAs and PE. The results underpin the self-determination theory, contextualist action theory of career development and job design theory.

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This study proposes a model for the impact of the employees' psychological empowerment on the relationship between their personality characteristics and job satisfaction. The model was tested on a sample of 221 participants working in education and IT sectors. For the indicators of participants' personality, Big Five Model, involving extraversion, conscientiousness, agreeableness, openness to experience and neuroticsm traits, has been applied in the study. Findings reveal that psychological empowerment positively influence job satisfaction. Conscientiousness, openness to experience and neuroticism are found to be the predictors of job satisfaction. As a result of the regression analyses, psychological empowerment is revealed as the mediating mechanism on personality and job satisfaction relationship. More specifically, followers' psychological empowerment, including competence, impact, meaning and self-determination, partially mediated the effect of followers' conscientiousness on job satisfaction and fully mediated neuroticism and job satisfaction relationship. The findings are discussed along with some theoretical and practical implications.

Bu araştırma, Y Kuşağı bilgi çalışanlarının duygusal zekâları ile örgütsel bağlılıkları ilişkisi üzerinde öz-yeterlilik düzeylerinin etkisini inceleyen bir model sunmaktadır. Araştırmanın örneklemini, Ankara ilindeki üç üniversitede yer alan tekno-parklarda bulunan 37 teknoloji şirketinde görev yapan 591 Y Kuşağı bilgi çalışanı oluşturmaktadır. Araştırma verileri anket tekniği kullanılarak toplanmıştır. Araştırma değişkenlerinin ölçülmesinde Duygusal Zekâ, Özyeterlilik ve Örgütsel Bağlılık ölçekleri kullanılmıştır. Ölçeklerin geçerlilikleri doğrulayıcı faktör analizi ile test edilmiştir. Değişkenler arasındaki ilişkiyi belirlemek için korelasyon analizi, aracılık rolünü tespit etmek için ise yapısal eşitlik modellemesinden yararlanılmıştır. Elde edilen bulgular Y Kuşağı bilgi çalışanlarının duygusal zekâlarının öz-yeterlilik ve örgütsel bağlılıklarını olumlu yönde etkilediğini göstermektedir. Y Kuşağı bilgi çalışanlarının özyeterlilikleri ile örgütsel bağlılıkları arasında olumlu ve anlamlı bir ilişki tespit edilmiştir. Sonuç olarak, Y Kuşağı bilgi çalışanlarının duygusal zekâlarının örgütsel bağlılıkları üzerindeki etkisinde öz-yeterlilik düzeylerinin tam aracılık etkisine sahip olduğu belirlenmiştir.