How financial and non–financial rewards moderate the relationships between transformational leadership, job satisfaction, and job performance

Chi, Hsin‐Kuang; Vu, Thinh‐Van; Nguyen, Hoang Viet; Truong, Thanh Ha

doi:10.1080/23311975.2023.2173850

Cited by 22 publications

(9 citation statements)

References 62 publications

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“…Among organizational aspects, the reward system, including FR, is particularly influential on employee motivation. Chi et al (2023) defined FR as fixed rewards like salary, benefits and performance-based bonuses. This study theorizes that FR moderates the relationship between TL and PE, suggesting that the strength of the connection between TL and PE can vary based on an organization’s compensation structure.…”

Section: Theory and Hypothesis Developmentmentioning

confidence: 99%

Charting creativity in government: the relationship between transformational leadership, psychological empowerment and employee creative performance

Alhosani,

Ahmad

2024

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Purpose This paper aims to explore the link between transformational leadership and employee creativity through the lens of self-determination theory, with psychological empowerment serving as a mediating factor. Additionally, it will examine how financial rewards and job formalization might moderate this relationship. Design/methodology/approach The research uses a survey approach, targeting employees and supervisors from government ministries in the United Arab Emirates through purposive sampling. The study collected data from 254 participants via an online questionnaire and analyzed it using the partial least squares structural equation modeling technique in SmartPLS4. Findings The results show that transformational leadership has a significant impact on the psychological empowerment and creative performance of employees. The relationship between transformative leadership and employee creative performance is mediated by psychological empowerment. Additionally, the moderating effects of financial rewards and job formalization are explored. The findings do not support the moderating role of job formalization, and financial rewards negatively moderate the transformational leadership–psychological empowerment relationship. Research limitations/implications The research is centered on a particular cultural setting and government ministry employees, thus limiting the generalizability. Originality/value This study explores at how transformational leadership affects employee creativity, considering the role of psychological empowerment and how financial rewards and job structure might influence this relationship.

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Section: Theory and Hypothesis Developmentmentioning

confidence: 99%

Charting creativity in government: the relationship between transformational leadership, psychological empowerment and employee creative performance

Alhosani,

Ahmad

2024

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“…In order to increase organizational effectiveness, leaders continue to strive to satisfy their employees (Chi et al, 2023). The principal's leadership style plays a significant role in school management and can improve the quality of education (Pacia & Guevarra, 2023).…”

Section: Completion Of Studiesmentioning

confidence: 99%

Transformational Leadership on Teachers' Performance Mediated by Teacher Satisfaction

Mardalena,

Sarinah,

Taufan

et al. 2024

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This study aims to determine the effect of transformational leadership on teacher performance mediated by teacher satisfaction on Tahfidzil Quran Lebay Yasin Boarding School. A quantitative approach and explanatory research will be used in this research. Primary data comes from questionnaires of variables, while secondary data comes from school data, textbooks, and journals. The population were 41. The sample was used through non-probability sampling purposive sampling, were 41. The data analysis techniques used SEM PLS by SmartPLS 3. The results of this study indicate that there was significant direct effect of transformational leadership on teacher performance t-statistic 2.444 > 1.96 p-value 0.015 or (p < 0.05), transformational leadership on teacher satisfaction t- statistic 10.319 > 1.96 p-value 0.00 or (p < 0.05), teacher satisfaction on teacher performance t-statistic t-statistic 21.404 > 1.96 p-value 0.00 or (p < 0.05), The result also discovered that there was significant indirect effect of transformational leadership on teacher performance mediated by teacher satisfaction t-statistic 8.232 > 1.96 p-value 0.00 or (p < 0.05). So, the school leader was recommended to empower and develop peer relationships in order to achieve teacher performance effectively.

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“…The non-significant result may indicate that, in the specific sample or model considered, the impact of transformational leadership on performance is not statistically discernible. Organizations should delve into the specific behaviors and practices associated with transformational leadership and how they align with the organizational culture and employee expectations (Abas et al, 2018;Chi et al, 2023).…”

Section: B Transformational Leadership To Employee Performancementioning

confidence: 99%

“…Against the backdrop of Indonesia's technological ascendancy, understanding the nuanced facets of job satisfaction becomes imperative (Chi et al, 2023). Examining how employees perceive their roles, their relationships with colleagues, and the overall work environment is crucial in crafting strategies for organizational success (Braun et al, 2013).…”

Section: Introductionmentioning

confidence: 99%

Impact of Job Satisfaction, Transformational Leadership, and Work-Life Balance on Employee Performance: A Study in Technology Companies in Indonesia

Marnoto,

Supardi,

Soegiarto

2024

IJBLE

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This research explores the dynamic interplay of job satisfaction, transformational leadership, work-life balance, and their collective impact on employee performance within the burgeoning technology sector of Indonesia. The study employs a quantitative research design, utilizing Partial Least Squares Structural Equation Modeling (PLS SEM) to analyze data gathered through a questionnaire survey of employees in various technology companies. The findings reveal a robust and positive association between job satisfaction and employee performance, emphasizing the need for organizations to prioritize initiatives that cultivate positive work environments. While the study did not establish a direct link between transformational leadership and employee performance within the specific model, it underscores the nuanced dynamics of leadership impact. Additionally, the research highlights the highly significant and positive relationship between work-life balance and employee performance, emphasizing the crucial role of promoting a healthy balance between work and personal life in enhancing overall employee effectiveness.

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How financial and non–financial rewards moderate the relationships between transformational leadership, job satisfaction, and job performance

Cited by 22 publications

References 62 publications

Charting creativity in government: the relationship between transformational leadership, psychological empowerment and employee creative performance

Charting creativity in government: the relationship between transformational leadership, psychological empowerment and employee creative performance

Transformational Leadership on Teachers' Performance Mediated by Teacher Satisfaction

Impact of Job Satisfaction, Transformational Leadership, and Work-Life Balance on Employee Performance: A Study in Technology Companies in Indonesia

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