This study aims to examine the mediating role of organizational happiness in the relationship between teachers' work engagement and life satisfaction. The study involved 767 teachers, 557 women (73%) and 210 men (27%). Data from the study were collected using the Work Engagement Scale, the Organisational Happiness Scale, and the Life Satisfaction Scale. Descriptive statistics, Pearson product moment correlation coefficient, path analysis and bootstrapping procedure were used in the analysis of the data to test the significance of the mediating effect. As a result of the study, it was found that there is a significant positive relationship between work engagement, organizational happiness and life satisfaction. The bootstrapping result showed that organizational happiness has a partially mediating role in the relationship between work engagement and life satisfaction. It is thought that the results obtained can be used to increase the life satisfaction of teachers. In addition, it can be said that the results obtained from the research will be a guide for future studies.
Sustainable leadership is a field of research in which a lot of research has been done recently. In this study, the effects of sustainable leadership behaviors of school principals on teachers’ organizational commitment and job satisfaction were examined based on teachers’ opinions. The sample of the study consists of 338 teachers working in three districts of Istanbul. Sustainable Leadership Scale, Organizational Commitment Scale and Job Satisfaction Scale were used in the research. Research data were analysed by arithmetic mean, standard deviation, correlation analysis and stepwise regression analysis. According to the findings, teachers’ organizational commitment, job satisfaction, and their perceptions regarding sustainable leadership behaviors of school principals were found to be at a high level. As a result of the stepwise regression analyses, the economic sustainability sub-dimension of the sustainable leadership scale was found to predict teachers’ job satisfaction. On the other hand, it was determined that the managerial and social sustainability sub-dimensions significantly predicted teachers’ organizational commitment. The findings obtained were discussed in the light of the related literature and suggestions were presented.
The purpose of this research is to examine the mediating role of emotional intelligence in the relationship between school principals’ sustainable leadership behaviors and their diversity management skills. For this purpose, this research, which was designed in the relational survey model, was carried out on teachers. The data of the study were collected using the “Sustainable Leadership Scale,” “Diversity Management Scale,” and “Emotional Intelligence Scale.” Descriptive statistics, Pearson product-moment correlation coefficient, t-test, one-way ANOVA analyses and structural equation model were used in the analysis of the data. As a result of the research, it was found that the school principals’ sustainable leadership behavior levels, their ability to manage differences and their emotional intelligence levels were high according to teacher perceptions. According to the correlation analysis, it was found that there is a positive and significant relationship between sustainable leadership, diversity management, and emotional intelligence. In addition, path analyses to examine the mediator variable effect revealed that emotional intelligence has a full mediating role in the relationship between school principals’ sustainable leadership behaviors and their diversity management skills. In addition to the research, it was also examined whether teachers perceptions of school principals on sustainable leadership behaviors, diversity management skills, and emotional intelligence levels differ significantly according to teachers’ gender, professional seniority, educational status and the level of education they work in. In addition to this, they have shown that they need to use their emotional intelligence effectively.
Research on organizations operating in different fields has shown that organizational hypocrisy has negative impact on employees' organizational behaviors. In terms of educational organizations, the studies show that organizational hypocrisy has a negative relationship with organizational silence, organizational rumor, organizational happiness, organizational commitment etc. Thus, these situations suggest that organizational hypocrisy may have a mediating role between organizational silence and organizational rumor. Based on this thought this study aims to examine the mediating role of organizational hypocrisy in the relationship between organizational silence and organizational rumor in educational organizations. The study was conducted with a total of 323 teachers, 236 females (73%), and 87 males (27%). The data were collected by using the "Organizational Silence Scale", "Organizational Rumor Scale" and "Organizational Hypocrisy Scale." In analyzing the data, descriptive statistics, Pearson product-moment correlation coefficient, path analysis, and bootstrapping method were used to test the significance of the mediating effect. The results of the study showed that there was a positive significant relationship between organizational silence, organizational hypocrisy, and organizational rumor. The bootstrapping results showed that organizational hypocrisy had a partial mediating role in the relationship between organizational silence and organizational rumor. It is considered that the results obtained can be used to reduce organizational rumor at schools. In addition, it can be said that the results obtained from the study will be a guide for future studies.
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