Effect of Idealized Influence and Inspirational Motivation on Job Satisfaction Among Employees in Commercial Banks in Kenya

Abstract

Purpose: The purpose of the study was to determine the extent to which idealized influence and inspirational motivation influence job satisfaction among employees in commercial banks in Kenya.Methodology: The study adopted a positivism research philosophy and a descriptive correlation research design. The target population consisted of 10,310 managerial employees in the commercial banks in Kenya. A sample of 424 employees was obtained from the population using stratified random sampling technique. Data was collected using structured questionnaires. A response rate of 82% was obtained. Data was analyzed using descriptive statistics and inferential statistics. Inferential statistical methods used to analyze the data were Chi-square, Pearson’s correlation, ANOVA, and multiple linear regressions. The Statistical Package for Social Sciences (SPSS) tool version 22 was used to analyze the data. Findings: Correlation analysis found that idealized influence, inspirational motivation and job security were positively and significantly correlated to job satisfaction r (346) =.496, p<.05, r (347) =.587, p<.05, r (347) =.697, p<.05 respectively. Multiple linear regression results showed that idealized influence significantly influenced job satisfaction of the employees (R2 = .246, F(1, 97.750) = 112.421, p< .05).Similarly, multiple linear regression results showed that inspirational motivation significantly influenced job satisfaction of the employees (R2 = .344, F(1, 126.302) = 180.980, p < .05).Job security was found to significantly moderate the relationships between idealized influence, inspirational motivation and job satisfaction (R2 = .431, F (3, 44.688) = 86.330, p<.05).Unique contribution to the theory, practice and policy: Previous studies on transformational leadership have focused mainly on transformational leadership and employee performance. The unique contribution of this study is the advancement of transformational leadership theory dimensions – idealized influence and inspirational motivation - and job satisfaction among employees in commercial Banks in Kenya. The recommendations of this study contribute to practice of leadership in the commercial banks in Kenya by providing tools that enhance job satisfaction. Lastly, the findings inform organizational polices touching on leadership and job satisfaction.

Influence of Employee Empowerment on Job Satisfaction of Commercial State Corporations in Kenya

“…Multiple studies have been steered to explore the relationship between worker empowerment on employee job satisfaction Begzadeh and Nedaei, 2017;Shah, Ali, Dahri, Brohi, Maher and Hameed, 2018;Njiraini, K'Aol & Linge, 2018;Hussein and Kanyanjua, 2020). , sought to carry out a study that was aimed at determining whether there exists a dimensional analysis between workers' psychological empowerment and their job satisfaction.…”

“…They discovered that inspirational motivation and idealized influence had significant influence on employees' job satisfaction. Notably, job security was reported to be a significant moderator of the relationship between inspirational motivation, idealized influence and worker job satisfaction (Njiraini, K'Aol & Linge, 2018). Furthermore, Mutiso, (2017) conducted a study on the result of employees' empowerment on the job satisfaction of Machakos level five hospital employees within Kenya.…”

“…Moreover, the commercial State Corporations have grappled with operational models that do not utilize technology and their employees have not been at the forefront to innovate new methods of doing business. From the examples given above, it is evident that most studies seem to have been directed on the banking sector and the health sector within Kenya (Mutiso, 2017;Njiraini, K'Aol & Linge, 2018;Okoth & Oluoch, 2019;Hussein & Kanyanjua, 2020). There have not been studies done on the commercial State Corporations thus giving a contextual gap.…”

An Empirical Survey of the Relationship between Transformational Leadership and Staff Retention in the Context of Microfinance Institutions in Kenya

“…The current study encompassed all the four dimensions of transformational leadership and focused on microfinance context, thus addressing both the conceptual and contextual gaps in this study. Njiraini et al (2018) explored the effect of idealized influence and inspirational motivation on job satisfaction in the context of commercial banks in Kenya. The findings revealed a positive and significant effect of both idealized influence and inspirational motivation on employees' job satisfaction.…”

The Effect of Idealized Influence, Inspirational Motivation, Intellectual Stimulation, and Individual Consideration on HR Performance

“…As a resource, leaders have a major role in an organization to improve the productivity of human resource performance. This can be achieved through effective leadership, which can accelerate the realization of achievements, be able to motivate subordinates, and provide a clear understanding of organizational goals (Njiraini, 2018). Transformational leaders can motivate their people, increase their maturity and enthusiasm, transcend their own interests, and directly influence the happiness and work productivity of their peers (Cruz-Ortiz et al, 2013a) in Cardona et al, (2018).…”