The Impact of Constructive and Destructive Leadership on Soldier’s Job Satisfaction

Abstract

The aim of this study was to investigate whether constructive or destructive leadership behaviors are the best predictors of soldiers' experienced meaningfulness of work and general job satisfaction. Data were collected among 300 employed soldiers using a questionnaire. The questionnaire contained questions about the immediate leader's constructive and destructive leadership, meaningfulness of work and general job satisfaction. The results show that the constructive leadership factor inspiration and motivation was the best predictor of both experienced meaningfulness of work and general job satisfaction. None of the destructive leadership factors gave a significant contribution to the models although both the passive and active forms of destructive leadership showed a weak to moderate significant, negative correlation with experienced meaningfulness of work and general job satisfaction.

Career Calling and Job Satisfaction in Army Officers: A Multiple Mediating Model Analysis

“…Our findings modestly suggest that career calling associate with promoting job satisfaction among the officers, who are the backbone of the army. As a noble profession, being an army officer is not only a means of living or personal interest but also a kind of social demand (Bateman & Organ, 1983; Fors Brandebo et al., 2019). To actively adapt to the boring and tedious military life while obtaining satisfaction from this job, young officers should try to combine personal values with their military career and regard this career as a way of pursuing such values (Hall & Chandler, 2005; Huang et al., 2014).…”

“…More importantly, the soldiers’ drive might be stronger than other careers, considering that they are risking their own life every day to protect others, which can be manifested as high internal job satisfaction and dedication for their job (Bateman & Organ, 1983). In sum, calling appears to be endorsed by a substantial percentage for soldiers (Fors Brandebo, Österberg, & Berglund, 2019), lending support to the importance of adopting those participants to explore career calling in greater depth.…”

“…Job satisfaction thus has something to do with one subjective perceptions and assessment of one’s job, and the perception is affected by people’s inner orientation such as values, overall life goal, and expectations. Researchers point out that jobs satisfaction is a sophisticated variable and is affected by both situational factors of job environment and dispositional characteristics of an individual (Fors Brandebo et al., 2019; Morris & Venkatesh, 2010). Hirschfeld (2000) further point out that job satisfaction can be arranged into two dimensions: the extrinsic and the intrinsic one.…”

Introductory Chapter: Dark Sides of Organizations and Leadership - An Integrative Approach and Definitions

“…Several researchers argue that the intent is of less importance. Rather, it is the consequences of the behavior that matter [16][17][18].…”

Professional Pride and Dignity? A Classic Grounded Theory Study among Social Workers

“…Legitimacy for the organization in the long run-Bitektine [38]. On the other hand, if managers convey a negative feel or exercise destructive leadership, this is reflected in employees having greater intention to change their place of work or actually change it-Rydstedt & Österberg [39]; Bogler [40]; Siegel [41]; Fors Brandebo et al [42,43]. This brings us to our topic for discussion, namely the negative factors that negatively impact on job satisfaction.…”