Leadership and Job Satisfaction: Implications for Leaders of Accountants

Abstract

This study conducted a review of the meta-analytic literature which correlated leadership and job satisfaction. Twenty-five meta-analytic correlations were extracted and analyzed in order to focus specifically on how leadership affected worker job satisfaction. Results indicated that charismatic and transformational leadership behaviors had the highest positive correlations with worker job satisfaction while non-contingent punishment and abusive supervision showed low negative relationships to worker job satisfaction. Implications to both overall job satisfaction and specific applications to satisfaction and attrition in the financial industry are discussed.

Antecedents of Job Satisfaction and the Influence on Turnover Intention

“…If the leader is close to employees, respect to the employees opinion and to communicate openly would increase job satisfaction. Some previous research found the influence of leadership style and organizational commitment to job satisfaction and ultimately led to the turnover intention (Fitriany et al, 2011;Joo & Ready, 2012;Mehrad & Fallahi, 2014;Long et al, 2014;Bateh & Heyliger, 2014;Siddiqui & Jamil, 2015;Sun et al, 2016). Based on the basis of previous studies review and explanations described earlier, the fourt Hypothesis proposed in this study is: H4: Leadership Style has positive effect on Job Satisfaction.…”

“…This finding shows that if employees felt comfortable with his supervisor's leadership style applied will influence in the increase of job satisfaction (Fitriany et al, 2011;Joo & Ready, 2012;Mehrad & Fallahi, 2014;Long et al, 2014;Bateh & Heyliger, 2014;Siddiqui & Jamil, 2015;Sun et al, 2016).…”

“…A strong emotional attachment between the employee and the organization will reduce the employee's turnover intention. The results of previous studies found the organizational commitment had negative effects to the turnover intention (Fitriany et al, 2011;Joo & Ready, 2012;Long et al, 2012;Mehrad & Fallahi, 2014;Bateh & Heyliger, 2014;Siddiqui & Jamil, 2015;Srimindarti et al, 2015;Sun et al, 2016). But Yasmin and Marzuki (2015) found that organizational commitment had no effect on turnover intention.…”

“…The employee who feels more suitable against his authority's leadership style will increase job satisfaction, otherwise if the employee feels uncomfortable, authority's leadership style will lead to higher dissatisfaction with the job. Some studies found a leadership style had positive effect on job satisfaction ( Joo & Ready, 2012;Bateh & Heyliger, 2014;Long et al, 2014;Mehrad & Fallahi, 2014;Siddiqui & Jamil, 2015;Sun et al, 2016).…”

Evaluated Strategies to Increase the Attraction and Retention of Competencies in Algerian Companies

“…However, the conduct of the process has not lived up to the required level, since independence and to this day, these institutions knew many conventions in the search for efficiency. It is interesting Algerian institutions attracting talent and maintains regarded as an investment in their greatest resource and human capital to keep pace with changes economic developments [6][7][8][9].…”