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1 – 10 of 606Murat Özdemir, Barış Eriçok, Hakan Topaloğlu and Gamze Tuti
In recent decades, researchers have increasingly begun to study the effects of transformational leadership on various teachers’ attitudes in K-12 settings. However, studies on the…
Abstract
Purpose
In recent decades, researchers have increasingly begun to study the effects of transformational leadership on various teachers’ attitudes in K-12 settings. However, studies on the effect of transformational leadership on the job satisfaction of vocational high school teachers are not sufficient. Therefore, in this study, the nature of the relationship between transformational leadership and job satisfaction in Turkish vocational high schools was examined.
Design/methodology/approach
The study data came from 847 teachers working at 82 state vocational high schools located in 12 regions in Türkiye. To test the research model, we conducted multilevel structural equation modeling to explore the structural relationships between transformational leadership, teacher professional learning, teacher’ self-efficacy and job satisfaction.
Findings
The analysis confirms that teacher professional learning and self-efficacy are prominent mediators in the relationship between transformational leadership and job satisfaction in Turkish vocational high schools.
Originality/value
The present study is expected to contribute to the body of research focusing on the effects of transformational leadership on job satisfaction in vocational high schools. Implications for theory, practice and policy are discussed.
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Furkan Khan, Preeti and Vishal Gupta
Building on the social cognitive theory, a mediation model was examined to understand the role of teacher self-efficacy as the underlying mechanism for the relationship between…
Abstract
Purpose
Building on the social cognitive theory, a mediation model was examined to understand the role of teacher self-efficacy as the underlying mechanism for the relationship between instructional leadership and teacher job satisfaction.
Design/methodology/approach
The study tests a mediation model between instructional leadership, teacher self-efficacy and job satisfaction. The data were collected via online survey from primary school teachers (N = 320) working for the Municipal Corporation of Delhi (MDC) in India. The mediation model was tested using the AMOS 22.0 after establishing the reliability and validity of measures.
Findings
Regression analyses using the bootstrapping method indicated that teacher self-efficacy mediates the relationship between instructional leadership and teacher job satisfaction.
Research limitations/implications
This is a cross-sectional study. The scope for causal inferences is, thus, limited.
Practical implications
In the Indian setting, the study examines the association between instructional leadership and job satisfaction. The results show that the instructional leadership of the school principal is strongly related to teachers' self-efficacy, which, in turn is positively associated with teacher’s job satisfaction. Further, the findings confirm that instructional leadership, emphasizing instructional improvement, improves teachers' self-efficacy and job satisfaction.
Originality/value
The study explains the underlying process through which a school principal’s instructional leadership is related to teacher job satisfaction. This study is perhaps the first to focus on an Indian or a non-Western context.
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The present study aimed to examining the association between work–family conflict and turnover intention by exploring the mediating effect of job satisfaction and the moderating…
Abstract
Purpose
The present study aimed to examining the association between work–family conflict and turnover intention by exploring the mediating effect of job satisfaction and the moderating effect of perceived organizational support on preschool teachers in China.
Design/methodology/approach
A survey of 827 preschool teachers was conducted, and the data were analyzed using correlation analysis, hierarchical linear regression and path analysis with a structural equation model.
Findings
The results revealed that work–family conflict was significantly and positively associated with preschool teachers' turnover intention. Job satisfaction partially mediated the relationship between work–family conflict and turnover intention, while perceived organizational support moderated the association between work–family conflict and job satisfaction, thus mitigating the negative impact of work–family conflict on job satisfaction.
Originality/value
These findings contribute to the understanding of turnover among preschool teachers and suggest the need to enhance perceived organizational support to promote job satisfaction and reduce turnover in this profession.
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Dalia Birani-Nasraldin, Anit Somech and Ronit Bogler
Previous studies have examined the empowerment of individual teachers, while neglecting the fact that such a phenomenon might grow within a team. Building on the crossover model…
Abstract
Purpose
Previous studies have examined the empowerment of individual teachers, while neglecting the fact that such a phenomenon might grow within a team. Building on the crossover model and social exchange theory, the aim of this study is to explore whether team empowerment among school management teams (SMTs), is transmitted to the school level and affects schoolteachers' job satisfaction and thereby schoolteachers' organizational citizenship behavior (OCB). Furthermore, we explored whether those relationships are moderated by team-member exchange (TMX) relationships.
Design/methodology/approach
Data were collected from 86 principals, 357 SMT members and 683 schoolteachers from 86 schools.
Findings
Results confirmed the mediating role of schoolteachers' job satisfaction, showing a positive relationship between SMT empowerment and schoolteachers' job satisfaction, and between job satisfaction and OCB. The moderation of TMX and the overall moderated mediation hypotheses were not supported.
Research limitations/implications
The nature of data collected in the current study precludes any inference concerning the direction of casual links among the study constructs. Therefore, longitudinal studies could be designed, aimed at confirming the direction of links among the variables.
Practical implications
The findings reinforce the impact of schoolteachers' job satisfaction on achieving OCBs. Hence, SMT members carry the responsibility to cultivate satisfied schoolteachers through schools' support mechanisms and guidance in order to achieve schoolteachers' OCB.
Originality/value
The study identifies SMT empowerment as a key factor that may indirectly encourage schoolteachers to invest in OCBs through positive attitudes of schoolteachers' job satisfaction.
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Candida Brush, Birgitte Wraae and Shahrokh Nikou
Despite the considerable increase in research on entrepreneurship education, few studies examine the role of entrepreneurship educators. Similarly, most frameworks from…
Abstract
Purpose
Despite the considerable increase in research on entrepreneurship education, few studies examine the role of entrepreneurship educators. Similarly, most frameworks from entrepreneurship education recognize the educator’s importance in facilitating instruction and assessment, but the factors influencing the educator role are not well understood. According to the identity theory, personal factors including self-efficacy, job satisfaction and personal values influence the perspective of self, significance and anticipations that an individual in this role associates with it, determining their planning and actions. The stronger the role identity the more likely entrepreneurship educators will be in effectively developing their entrepreneurial skills as well as the overall learning experience of their students. The objective of this study is to pinpoint the factors that affect entrepreneurial role identity.
Design/methodology/approach
Drawing upon the identity theory, this study developed a theoretical framework and carried out an empirical investigation involving a survey of 289 entrepreneurship educators across the globe. Structural equation modeling (SEM) technique was applied to analyze and explore the factors that impact the identity of the educators in their role as entrepreneurship teachers.
Findings
The findings show that the role identity of entrepreneurship educators is significantly influenced by their self-efficacy, job satisfaction and personal values. Among these factors, self-efficacy and job satisfaction have the most significant impacts on how educators perceive their role. The implications of these results and directions for future research are also discussed.
Originality/value
The novelty of the current study is derived from its conceptualization of the antecedents of role perception among entrepreneurship educators. This study stands out as one of the earliest attempts to investigate the factors that shape an individual’s scene of self and professional identity as an entrepreneurship educator. The significance of comprehending the antecedents of role perception lies in the insights it can offer into how educators undertake and execute their role, and consequently, their effectiveness in teaching entrepreneurship.
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Dalia Birani-Nasraldin, Ronit Bogler and Anit Somech
Relying on the principles of the social exchange theory, the current study is aimed at investigating the impact of team-member exchange relationships (TMX) among school management…
Abstract
Purpose
Relying on the principles of the social exchange theory, the current study is aimed at investigating the impact of team-member exchange relationships (TMX) among school management team (SMT) members on school outcomes (organizational citizenship behavior [OCB], job satisfaction and innovation) via the mediating role of leader-member exchange (LMX) relationships between principals and SMTs.
Design/methodology/approach
Data were collected from multiple sources in 86 elementary and junior high schools to avoid one-source bias: 86 principals, 357 SMT members and 683 schoolteachers who were not members of the management teams.
Findings
The results revealed a positive relationship between TMX and teachers' job satisfaction and OCB, but no significant link between TMX and innovation. LMX partially mediated the relationship between TMX and OCB and between TMX and teachers' job satisfaction. Full mediation was found in TMX-innovation relationship.
Practical implications
The findings carry a message for school principals and policymakers regarding the importance of developing and maintaining high-quality horizontal and vertical exchange relationships among the SMT members for their positive influence on school outcomes.
Originality/value
To the best of the authors' knowledge, this is the first study to examine the link between TMX and LMX as a team phenomenon, and specifically in the educational setting. The finding that there is a positive link between the two constructs may imply that SMTs contribute to school success not only directly by exhibiting high-quality TMX but also indirectly through the high-quality LMX.
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Liang Hong and Siti Rohaida Mohamed Zainal
Researcher agreed that job performance has a positive effect on productivity as well as an organisation’s efficiency. Thus, this study aims to investigate the impact of…
Abstract
Purpose
Researcher agreed that job performance has a positive effect on productivity as well as an organisation’s efficiency. Thus, this study aims to investigate the impact of mindfulness skill, inclusive leadership (IL), employee work engagement and self-compassion on the overall job performance of secondary school teachers in Hong Kong. It then evaluates the mediating effect of employee work engagement between the relationships of mindfulness skill, IL and job performance, as well as the moderate effect of self-compassion between the relationships of mindfulness skill, IL and employee work engagement.
Design/methodology/approach
The sample comprised 263 teachers working from three secondary schools in Sha Tin, Hong Kong. The data was then analysed using Smart PLS version 4.0.9.
Findings
The results showed significant positive relationships between mindfulness skill and IL towards employee work engagement and between employee work engagement and job performance; meanwhile, there emerged a significant effect on the relationship between mindfulness skill and IL towards job performance. Furthermore, this research has confirmed that self-compassion did not moderate the relationship between mindfulness skill, IL and employee work engagement, but employee work engagement plays a mediating effect on the relationship between mindfulness skill, IL and job performance.
Originality/value
This research has helped to fill the literature gap by examining the mediating roles of employee work engagement and mediator role of self-compassion in the integrated relationship of multi-factor and job performance. Examining the mediating role of employee work engagement has helped to enhance the understanding of the underlying principle of the indirect influence of mindfulness skill, IL and job performance. The result of this research shows that self-compassion plays a vital role in influencing the employees’ work engagement. Hence, it is important that companies design human resource management policy that enables self-compassion to be used as a consideration psychological-related strategy when structing organisation or teams. It is also crucial for top management and policymakers to define and communicate the organisation’s operating principle, value and goals.
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Despite a variety of theoretical and empirical studies on work engagement (WE), few have explored the role of individual-level factors. Underpinned by person-environment fit (PEF…
Abstract
Purpose
Despite a variety of theoretical and empirical studies on work engagement (WE), few have explored the role of individual-level factors. Underpinned by person-environment fit (PEF) and self-determination theory (SDT), the present study aims to pinpoint the fundamental process driving the relationship between WE and perceived fit (PF).
Design/methodology/approach
Using the survey method, data were collected from 263 college teachers. Confirmatory factor analysis (CFA) and structural equation modeling were applied to test the serial mediation paradigm.
Findings
The results of the study accentuate crafting as an important mediator between PF and WE. The current study does not support the mediating role of authentic living between PF and WE. Both authentic living and job crafting (JC) mediate the PF and WE relationship. Employees’ sense of congruence promotes living authentically and JC, resulting in WE.
Practical implications
The WE of employees is harnessed if they get an opportunity to practice authenticity. Authentic employees feel compelled to bring change to the job so that it is in alignment with their core values, thus resulting in WE. The organizations that create a culture in which the administrators allow the practice of individual-factors, namely authentic living, and JC successfully fosters WE.
Originality/value
The variables presented in the serial mediation model explain the underlying mechanisms between PF and WE. This is among the very few studies that explore the individual-level factors that boost individual levels of WE among teachers. Therefore, it adds to the literature on WE.
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Oscar Espinoza, Luis González, Catalina Miranda, Luis Sandoval, Bruno Corradi, Noel McGinn and Yahira Larrondo
The job satisfaction of university graduates can serve as an indicator of success in their professional development. At the same time, it can be a measure of higher education…
Abstract
Purpose
The job satisfaction of university graduates can serve as an indicator of success in their professional development. At the same time, it can be a measure of higher education systems’ effectiveness. The purpose is to assess the relationship of university graduates’ socio-demographic characteristics, aspects of their degree program, experiences in the labor market and current working conditions and their job satisfaction.
Design/methodology/approach
The data were collected from a survey conducted at 11 Chilean universities with 534 graduates. An ordinal logistic regression model was fit to calculate job satisfaction probabilities for different graduate profiles.
Findings
The results show that sex, field of study, gross salary and horizontal match are related to graduates’ job satisfaction. Men and graduates in education and humanities are more likely to report being satisfied with their current job. Those graduates receiving higher salaries and those who are horizontally well-matched report higher levels of job satisfaction.
Originality/value
This study contributes to expanding knowledge about the job satisfaction of university graduates. Specifically, based on the results obtained, it introduces the idea of aspiration fulfillment as a possible determinant of job satisfaction in different fields of study. This can serve as a starting point for research that delves into differentiated expectations for graduates from different disciplines.
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Fatemeh Sohani, Saeideh Valizadeh-Haghi, Hamed Nasibi-Sis, Sana Zandkarimi and Fatemeh Sheikhshoaei
The library is one of the critical foundations of informing and educating the public, and it should fulfil its function in the community, which is disseminating knowledge…
Abstract
Purpose
The library is one of the critical foundations of informing and educating the public, and it should fulfil its function in the community, which is disseminating knowledge effectively. The library must have a dynamic space and an appropriate atmosphere to do this. Also, librarians should assist clients outside of stressful work environments. This study aimed to examine the association between organizational climate and job burnout in the hospital and college libraries of Shahid Beheshti University of Medical Sciences.
Design/methodology/approach
This study is a cross-sectional survey. The population includes all librarians working in the college and hospital libraries of Shahid Beheshti University of Medical Sciences. Two questionnaires, including organizational climate “ClimateQUAL” and job burnout “Maslach and Jackson”, were applied to collect data. It was hypothesized that there is a correlation between the organizational climate and the burnout of librarians.
Findings
The findings revealed that the organizational climate and job burnout are not in a favourable situation, with average scores of 4.70 and 2.50, respectively. Furthermore, there is a significant statistical relationship between organizational climate and job burnout (p-value<0.001).
Originality/value
Knowledge of the significant relationship between the organizational climate and job burnout in medical libraries may encourage policymakers to make more efforts to provide their staff with a better climate and less burnout. Regarding that it is crucial to enhance the existing condition in medical libraries, the findings of the present study suggest that policymakers should be conscious of improving the current condition, which could lead to promoting patrons’ satisfaction and productivity in the mentioned libraries.
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