Transformational leaders are known to inspire and motivate their followers, thereby leading to enhanced job satisfaction. Job satisfaction is an intellectual concept regarding individuals' attitudes toward their jobs. This study asserts that the underlying mechanisms for transformational leadership to affect employee satisfaction are trust in the community, including the leader (that is, organization) and trust in the self, namely self-efficacy. Leadership is specifically associated with continual transformations in the higher educational context, and collectivist cultures may manifest different processes underlying the transformational leadership-satisfaction relationship. This study investigated the mediating effects of trust and self-efficacy on the relationship between transformational leadership and job satisfaction. The study sample included academicians from a nonprofit higher education institution in Turkey. The data were analyzed using structural equation modeling. The results showed that the relationship between transformational leadership and job satisfaction is fully mediated by both trust and self-efficacy. The mediator effect of trust was shown to be stronger than self-efficacy, which is assumed to be the result of the cultural context. The results are discussed in the context of employee satisfaction and cultural determinants of employee satisfaction.
Conflict is a state of disagreement experienced between two individuals or parties, which can result from many factors. When conflict occurs at organizations, it may lead to many problems such as unaccomplished goals, decreased effectiveness, and low levels of individual and overall performance. However, organizational conflict may positively influence organizations under certain circumstances. The recent literature especially places emphasis on conflict management rather than conflict resolution, as conflicts are likely to enable organizations to enhance their performance and productivity when they are managed in an appropriate way. In this sense, organizations have to develop strategies that are aimed at improving the constructive aspect of conflicts instead of trying to reduce and remove them. As the first step toward this goal, organizations have to provide a learning environment so that they can benefit from conflicts. Since it is considered a key concept for the survival and adaptability of an organization, organizational learning stands out as an effective means of fostering such favorable effects. For this purpose, this article discusses the role of organizational learning in conflict management by examining the factors that facilitate and result from it.
Purpose – This study attempts to compare and contrast workaholism and work engagement in terms of their dispositional antecedents. Although both concepts are perceived as heavy work investment, workaholism is associated with negative consequences such as burnout, counterproductive behavior, work-family conflict, psychosomatic symptoms, and declining work performance. Work engagement, on the other hand, is associated with positive aspects that include superior performance, organizational commitment, organizational citizenship behavior, physical and mental health. To distinguish a workaholic from a work engaged employee, this study offers a bird’s eye view using the Big Two, the higher order traits of the Big Five. Design/Methodology/Approach – The study is conducted on a sample of 250 full-time teachers (male: 154, female: 96; mean age:33.38 years) who were working at a higher education institution or a K-12 school in Istanbul, Turkey. The response rate was 90.9%. The convenience sampling method was used in data collection procedures. The data obtained by the survey method were analyzed using the structural equation modeling and common method variance techniques. Finding – According to the results, stability was positively and significantly correlated with work engagement but negatively and significantly correlated with workaholism. Plasticity, on the other hand, was correlated strongly and positively with workaholism yet had no statistically significant correlation with work engagement. The negative and weak correlation between Stability and workaholism became a stronger path in the structural regression model, indicating the presence of a suppressor effect. Discussion – The results of this research reveal that if an organization prefers work engaged employees rather than workaholics, then during the selection process, the hiring decision makers should look for the trait Stability as well.
scite is a Brooklyn-based organization that helps researchers better discover and understand research articles through Smart Citations–citations that display the context of the citation and describe whether the article provides supporting or contrasting evidence. scite is used by students and researchers from around the world and is funded in part by the National Science Foundation and the National Institute on Drug Abuse of the National Institutes of Health.
hi@scite.ai
10624 S. Eastern Ave., Ste. A-614
Henderson, NV 89052, USA
Copyright © 2024 scite LLC. All rights reserved.
Made with 💙 for researchers
Part of the Research Solutions Family.