Both angel and devil: The suppressing effect of transformational leadership on proactive employee’s career satisfaction

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

“…Demonstrating these senses can help leaders build employee commitment, share risk potential, articulate shared vision, and echoes belief in vision. This is also in line with the study conducted by Li et al (2017) who found that leadership has a positive and significant influence on job satisfaction. Leadership is a person's ability to influence others (subordinates) in such a way that the other person is willing to do the will of the leader, although personally it may not be liked by this person.…”

“…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.…”

Can Ethical Leadership Improve Employees’ Well-Being at Work? Another Side of Ethical Leadership Based on Organizational Citizenship Anxiety

“…Research by Mao et al (2017) showed that employees are more willing to be close to humble leaders and then engage in organizational citizenship behaviors. Although meta-analysis of Hoch et al (2018) showed transformational leadership has a stronger predictive and explanatory power on organizational citizenship behavior than ethical leadership, they may filter out subordinates’ critical thoughts that are inconsistent with their own views and force their own vision forward ( Tourish, 2013 ; Li and Yuan, 2017 ). Organizational citizenship behavior contains a strong ethical element ( Yam et al, 2017 ), which is more closely related to ethical leadership.…”

Is transformational leadership always good for employee task performance? Examining curvilinear and moderated relationships

“…Prior research proposed that group-focused transformational leadership is positively associated with team innovation (Jiang et al 2015), whereas differentiated individual-focused transformational leadership is negatively related to team innovation. Li and Yuan (2017) found that the "bright side" of transformational leadership has a direct positive moderation effect, while the "dark side" has an indirect negative moderation effect via leader-leader exchange when the relationship between proactive personality and career satisfaction is empirically examined. Bednall et al (2018) argued that the relationship between transformational leadership and follower innovative behavior is non-linear rather than having a positive linear relationship.…”