Transformational Leadership and Job Satisfaction in the Banking Sector: A Review (original) (raw)
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Organizational Culture and Job Satisfaction, A Review
The purpose of the present study is to provide a critical review of the relation between organizational culture and the levels of job satisfaction experienced by employees. Organizational culture refers to a series of attitudes and behaviors adopted by employees of a certain organization, which affect its function and total well-being. Job satisfaction refers to the employees' perceptions of their working environment, relations among colleagues, earnings and promotion opportunities. The review shows that contemporary job-related phenomena like job satisfaction are related to their perceptions of their working environment, relations with colleagues, institution aims and strategies and success criteria. In addition, the employees' preference of organizational culture is likely to be affected by demographic characteristics, especially gender. It can be supported, therefore, that measuring and analyzing an institution's organizational culture in combination with its employees' demographic and individual characteristics may lead to valuable conclusions, so that job satisfaction is promoted.
2014-Transformational Leadership and Job Satisfaction in the Banking Sector A Review
The purpose of the present study is to provide a critical review of the relation between transformational leadership and the levels of job satisfaction experienced by bank employees. An organization's or institution's leadership refers to its leader's style of providing direction, implementing plans and motivating employees. Transformational leadership is a specific leadership style applied by superiors who motivate their subordinates to perform at a higher level by inspiring them, offering them intellectual challenges and paying attention to their individual needs. Job satisfaction refers to the employees' perceptions of their working environment, relations among colleagues, earnings and promotion opportunities. The review shows that contemporary job-related phenomena like job satisfaction are related to employees' relations with colleagues and superiors, performance and perceptions of their organization's specific culture. In addition, the employees' preference of leadership style is likely to be affected by several factors, including demographic characteristics. Therefore, the reciprocal relation between organizational culture and transformational leadership in job satisfaction in the banking field is revealed in the review, and several conclusions and suggestions are formed. ). Furthermore, studies have shown that in organizations which are flexible and adopt a participative management type, with emphasis in communication and employees' reward, the latter are more likely to be satisfied, resulting in the organization's success .
ORGANIZATIONAL CULTURE AND JOB SATISFACTION: A LITERATURE REVIEW
ABSTRACT Organizations today are functioning in a volatile and challenging environment. To survive in this intensively competitive environment employees are trying to adapt themselves to changing scenarios in organizations. So adaptability can be identified as a key factor in moulding an individual to an organization's unique environment, referred to as organizational culture. Each organization is characterized by its beliefs, values, systems, rules and regulations. Organization culture is what distinguishes one organization from the other. A concept which is used along with culture is job satisfaction. In simple terms job satisfaction is the contentment an individual derives from his work. The extent to which an employee is satisfied with his or her job determines the tenure of the individual with the organization. Job satisfaction is the cumulative sum of various factors which includes organizational factors, work environmental factors, work itself and personal factors. Job satisfaction is often affected by one's feeling towards the job. If an employee has a positive attitude towards job he will be able to face any difficult situation that comes his way. Organizational culture and job satisfaction are two relevant concepts in today's organization. A positive culture leads to a happy and motivated work force. The paper focuses on organizational culture and job satisfaction and the extent to which they are correlated.
Purpose -This paper seeks to examine how values comprising organizational culture impact on employees' job satisfaction, taking also into account their gender and age. Design/methodology/approach -The study took place in all three public hospitals located in a major Greek city, where 125 usable questionnaires were gathered. The measures adopted include the Organizational Culture Profile and the Job Descriptive Index. The statistical analyses include descriptive statistics, stepwise regression analyses, and t-tests. Findings -Findings suggest that employees recognize certain cultural traits as job satisfaction amplifiers. These are fairness, opportunities for personal growth, enthusiasm for the job and good reputation. On the other hand, another cultural trait, that is aggressiveness, seems to confine job satisfaction. Going a step further, it appears that employee gender and age influence the way that the organizational values affect their job satisfaction. This influence is in accordance with gender and age profiles identified by literature. Practical implications -Employers can incorporate these findings by shaping organizational culture in such a way as to enhance the overall level of job satisfaction of their employees, making them more willing to remain and build their career within the organization. This way, the organization can minimize the chances of losing talented individuals and is thus more likely to create a competitive advantage. Originality/value -These findings help in creating a better understanding of job satisfaction and delineating its relationship with organizational culture.
Organization Culture and Job Satisfaction – A Study
Jidnyasa, 2019
Job satisfaction is a state of pleasant emotion of appreciation of one‘s work and that which contributes immensely to the performance of an organization. It is the efforts of the employees that will bring glory to the firm. This study helps us assess the relation between organization culture and factors that influence job satisfaction. It was conducted at HPCL, Visakhapatnam. To find whether or not there's vital relation between factors of job satisfaction and organization culture one sample T-Test was applied.
ORGANIZATIONAL CULTURE AND ITS IMPACT ON THE JOB SATISFACTION
IAEME PUBLICATION, 2020
In a developing country like India, quality of education is comparatively lower than many developed nations. One of the fundamental reasons for this is lack of a supportive organizational culture in the education sector. Supportive organization culture like corporate culture can increase level of job satisfaction for teachers. Satisfied teachers will be able to generate and deliver desired knowledge, skill and attitude to students. This study aims to ascertain the impact of organizational culture on the level of job satisfaction of public and private sector teachers working in higher education institutes and universities. Data collected through a structured questionnaire from a group of 347 teachers is used for data analysis. The researchers have used statistical methods like Principal Component Analysis and regression analysis to drive the findings. This study suggests that organizational culture - split into two major components i.e. management and leadership corporate culture (OCM) and employee-related corporate culture (OCE) has a significant bearing on the job satisfaction of teachers in higher education sector. The effect of both forms of culture on work satisfaction is significant and has larger policy implications. The research also proves that OCE's influence on job satisfaction is more than OCM.
The Impact of Organizational Culture Types on the Job Satisfaction of Employees
Sukkur IBA Journal of Management and Business, 2016
The study focused on investigating the impact of organizational culture types on the job satisfaction of employees. The study was based on four cultural types named as clan, adhocracy, market, and hierarchy culture. The empirical investigation was conducted by data collection from 11 organizations of Rawalpindi and Islamabad with the help of questionnaire based on five points Likert scale. The famous organizational culture model adopted from research of (S. K. Cameron, & Freeman, J. S., 1991) which incorporated clan, adhocracy, market and hierarchy cultures were utilized to test hypotheses against job satisfaction. The study was based on collection of data from entrepreneurial organizations and it was interesting to note that all the four type of cultures were prevailing in the same nature of the organizations. The study was conducted in order to cater with the discrepancies found in the literature. The Asian cultural studies depict contradictory phenomena as compared to the Western...
International Journal of Mechanical Engineering, 2022
Culture is made of the values, attitude, beliefs, philosophies, underlying assumptions, and behaviors shared through a set of people. Culture is usually unstated and unwritten rules but it is the most powerful determinant of how people or teams work together in the organization and produce results. It has a profound impact on employees' performance. Workplace culture is also a predictor of job satisfaction among employees because it boils down to whether employees are culturally fit with the organization i.e., employees personal values and work ethos are aligned with those of the organization. The purpose of the study is to understand the work culture and its effect on overall performance of the personnel in a banking sector. Exploratory study design helped acquire initial statistics, define the challenges and propose hypotheses. This research paper highlights the effects of Work Culture on employee satisfaction in Public & Private Sector Bank.
The concept of organizational culture has gained wide acceptance in understanding the management of change in human relation practices. The review of numerous literatures proved that management of human resource in organization has become indispensable in attaining the mission and vision statement. In the light of the complexity of organizational culture and how it impacts on employees' performance, the study examined the fears and style of management in integrating employees to the values, norms and beliefs of organizations s in organization on the performance of their employees. The survey descriptive research design was adopted for the study and empirical data for the study were collected through a well-structured questionnaire, which was prepared and distributed among the staff and management in Abeokuta Metropolis, Ogun State, South-West Nigeria. 97 questionnaires were duly filled and returned. Stratified and simple random sampling methods were adopted in selecting the participants for this study. The inferential statistics was adopted through SSPS. The findings revealed that it is evident that strong relationship exists between organizational culture and employee performance, suggesting organization material such as equipment handling; social behavior and symbolic elements have positive and large influences the performance of employees. It was also evident that there was a significant relationship between employees' attitudinal behaviors and management style; while relative relationship exists between learning new culture and cooperation among employees. An organization with a culture that encourages employee participation, commitment, team work, which is characterized by team work and harmony, and which give room for employee self-development and improvement will attract highly attract, retain and motivate highly skillful individuals. No doubt, this will result in a high performing organization evident in its profitability and turnover rate. Consequently the challenge of incompatibility in values, beliefs and norms that could arise between employee and the organization will be avoided.