Title: Construction, Development and Consequences of Job Satisfaction in Banking Sector of PakistanLevel: Second CycleAuthor: Muhammad Naveed Iqbal and Sidra RizviSupervisor: Dr. Maria Fregidou-MalamaDate: 2012, February.Purpose: This study investigates job satisfaction concepts by considering jobs satisfaction factors, leader/manager’s behavior and effects of job satisfaction in the form of organizational efficiency and individual efficiency. It studies the construction, development and consequences of job satisfaction.Design/methodology: The data is collected from commercial bank in Pakistan through a survey by using two different questionnaires, one for employees and one for managers. SPSS technique was used for data analysis.Result & Conclusion: The job satisfaction factors and manager behavior are the input in construction and development of employees’ job satisfaction. Six factors: (promotion, pay, benefit, rewards coworkers and job responsibilities) and managerial style: (middle to the road managerial style) are the most important basis to build the satisfaction level of the employees. Satisfaction/dissatisfaction of an employee affects the organizational efficiency as well as individual efficiency.Contribution: This research helps researchers to use the created model for further extensive research on job satisfaction. It helps the organizations to assess the status of their employee in regard of job satisfaction. Managers can manage polices related to factors and design training accordingly for the desired leadership behavior according to employees preference.Further Suggestion: This research is done in one department of commercial bank in Pakistan. Increase in sample size could produce comprehensive results. National culture effect is ignored in this research that helps to look on different consequences of job satisfaction assessment according to country’s culture. More service sectors such as hospital, insurance, telecommunication etc. should be considered to get more general results.Originality: This research presents construction, development of employee job satisfaction through factors and manager/leader behavior and its results in the form of consequences of satisfaction or dissatisfaction.Keywords: Job Satisfaction, Employees, Job Satisfaction Factors, Manager/Leader

The purpose of this study was to identify factors that contribute to the differences in teachers' and principals' perceptions of the principal's leader behavior. Data were collected from a systematically selected sample of principals in the 19,046 public high schools in the database of a commercial school mailing list company. Survey packets were sent to the principals. One hundred sixteen survey packets were returned with 106 being usable. Principals completed Part I of a questionnaire designed to measure the principal's perceptions of his or her own leader behaviors. Each principal was asked to purposely select six teachers"one in English, math, science, social studies, vocational education, and special education"and have them complete a questionnaire to measure the teachers' perceptions of the principal's leader behavior. The criterion variables were determined by subtracting the mean teachers' response from the principal's response on each item for each school. The mean teachers' responses on Part II of the questionnaire served as measures of the predictor variables. Principal components analyses were conducted to reduce the data and create meaningful scales. The data were then statistically treated three different ways: (1) by identifying the criterion variables using the difference scores, (2) by identifying the criterion variables using the difference scores when principals' responses only from the questionnaires were used, and (3) by identifying the criterion variables using the difference scores when teachers' responses only from the questionnaires were used. Predictor variables were the principal's modeling of ideal behavior, the principal's skill in teacher evaluation, the teachers' overall awareness of the school, the teachers' perceptions of discipline procedures, and the demographic categories of principal's and teachers' experience, principal's gender, school size, and school type. Multiple regression analyses were used to determine relationships between the criterion and predictor variables. Principals' modeling of ideal behavior was a significant predictor of every criterion variable in every model. Principals' skill in teacher evaluation was a significant predictor of the principal's quality of communication in every model. School awareness, discipline procedures, and demographic variables were not significant predictors of the criterion variables. / Ed. D.

Background: The Aerospace and Defense industry requires continuous innovation and adaptation. Ambidextrous leadership, which balances exploration and exploitation, plays a crucial role in driving innovative work behavior. Understanding this relationship is important for navigating industry complexities and staying competitive in rapidly changing market conditions. Purpose: The purpose of this study is to explore the influence of ambidextrous leadership on aerospace and defense firms’ innovation at the individual level. It also deepens the understanding of conditions to improve innovation by examining the moderating role of collaborative climate.  Methodology: This study uses a quantitative research design, specifically structural equation modeling (SEM). Data was collected through a survey questionnaire, with eighty-one valid responses from professionals in the industry. Results and analysis: The study found that open leadership behavior was positively related to innovative work behavior. This means that leaders who show open leadership behaviors, such as being supportive and collaborative, have a greater impact on inspiring and encouraging innovative thinking and behavior among their employees. However, the study did not find a significant relationship between closed leadership behavior and innovative work behavior. This is surprising, as closed leadership behaviors, such as being directive and controlling, have been shown to be positively related to innovation in other studies. One explanation for this finding is that the aerospace and defense industry is a highly regulated industry with strict safety standards. In this context, leaders may be more focused on ensuring that existing products and processes are safe and dependable, rather than encouraging employees to take risks and experiment with innovative ideas. The study also found that collaborative climate was positively related to innovative work behavior. This means a work environment that supports collaboration and teamwork can foster innovation by encouraging employees to share ideas and work together to solve problems. However, the study did not find that a collaborative climate moderated the relationship between open leadership behavior and innovative work behavior. This suggests open leadership behavior positively impacts innovative work behavior regardless of the level of collaborative climate in the workplace. Recommendations for future research: Future research should address the limitations of this study by employing larger samples, objective measures, and exploring additional moderating variables such as organizational size and innovative climate. Longitudinal studies are needed to understand the sustained impact of open leadership behaviors and collaborative climates on innovative work behavior over time. By doing so, we can enhance our understanding of leadership's role in promoting innovation and develop practical recommendations for organizations across diverse industries and contexts.

Research on leadership and subsequent follower outcomes has remained a prominent topic of study in the organizational sciences. Unfortunately, the leadership literature has neglected the role of follower characteristics as potential influences on the relationship between leader behavior and follower work behavior. In this session, we will review the literature on follower individual differences as they relate to leader effectiveness. We will also report the results of 2 studies that we conducted to further examine this issue. In the first study, we found that follower promotion focus mediated the relationship between transformational leadership and follower organizational citizenship behavior. In the second study, we found support for a moderated mediation model in which transformational leadership moderated the relationship between work ethic and work engagement, which subsequently predicted follower proactive behavior at work. We will conclude the session by discussing the implications of this area of research on the study and practice of leadership.

This study examines leader behavior in an independent school setting. Specifically, this qualitative phenomenological study explores the lived experiences of new heads of schools in independent schools located in Louisiana, Texas, and Oklahoma and their conceptualization of the skills required for the headship. The study explores the knowledge and skills new heads say they use as leaders, how the knowledge and skills they developed in their careers prepared them for leadership, and the ways in which they feel they might have been better prepared for leadership. The study uses the skills-based model of leadership as its theoretical framework, and its methodological approach and discussion of findings are influenced by the framework’s three main areas: knowledge, social judgment skills, and problem-solving skills. The study revealed three main types of knowledge relevant to independent school leader preparation: knowledge acquired through terminal degree or other formalized programs, practical knowledge acquired through professional experience, and institutional knowledge, i.e. knowledge unique to a head’s work in a specific school. The study also discusses three distinct ways in which new heads utilize social judgment skills: how they communicate, how they work with school constituents, and how they delegate work. The study suggests patience, deliberation, and listening are key factors in how new heads of school execute their problem-solving skills. The study also discusses other findings of note that are also relevant to the experiences of new heads of school. These include the feelings of loneliness and stress the participants felt as new heads as well as the personal and professional sources of support they sought because of those challenges. The study may be used to inform leader preparation programs oriented towards independent school leaders.

<p>Leadership has been one of the most interesting research areas for academicians and practitioners for many years. (Hughes et al, 2006, p. 22) defined leadership as an interaction process of leader, follower and situation that showed its complex character. Within this complexity, a leader behavior was studied in the past with different dimensions of behaviors. The behavior of leaders can have an impact on the performance and effectiveness of organizations. Leadership behaviors have been studied considering gender and different situations. The interaction between gender and situation is emphasized as a focal point in this study.</p><p>The main objective of this study is to look up for the gender and situation interaction for the determination of leadership behaviors of female managers. It means the impact of the two interactions on the leader behavior of female managers is investigated.  In order to achieve the determined objective, two different sectors, which are construction and nursing, are selected. The gender differences between the workers of these fields and the tasks performed in the area constitute reasons for us to work on these two different working situations in order to achieve our objective. To find out the differences as well as similarities between the leader’s behaviors in these work situations, task and relation oriented behaviors are used as it is the dominant one when the leader behavior is studied in relation to gender and situation. The authors of this paper believed that studying female leaders in specific working situations can create new knowledge about female leaders in those identified cases.</p><p>A qualitative study with semi-structured interview is employed by having eight samples of female leaders from construction and nursing organizations found in Northern Sweden.  Previously determined behaviors in task and relation category are used to identify the leaders’ behavior in these organizations. Based on the qualitative results, the findings revealed that leaders in nursing have more of relation behaviors than the task behaviors.  Female leaders in construction also show behaviors that mainly characters relation than task oriented behaviors. Therefore, the finding shows that female leaders have both task and relation behaviors with more of relation oriented behaviors in both cases. Finally, the study concludes that the interaction between gender and situation does not determine the leadership behaviors of female managers, where more of relation oriented behavior is identified in both cases.</p>

Leadership has been one of the most interesting research areas for academicians and practitioners for many years. (Hughes et al, 2006, p. 22) defined leadership as an interaction process of leader, follower and situation that showed its complex character. Within this complexity, a leader behavior was studied in the past with different dimensions of behaviors. The behavior of leaders can have an impact on the performance and effectiveness of organizations. Leadership behaviors have been studied considering gender and different situations. The interaction between gender and situation is emphasized as a focal point in this study. The main objective of this study is to look up for the gender and situation interaction for the determination of leadership behaviors of female managers. It means the impact of the two interactions on the leader behavior of female managers is investigated.  In order to achieve the determined objective, two different sectors, which are construction and nursing, are selected. The gender differences between the workers of these fields and the tasks performed in the area constitute reasons for us to work on these two different working situations in order to achieve our objective. To find out the differences as well as similarities between the leader’s behaviors in these work situations, task and relation oriented behaviors are used as it is the dominant one when the leader behavior is studied in relation to gender and situation. The authors of this paper believed that studying female leaders in specific working situations can create new knowledge about female leaders in those identified cases. A qualitative study with semi-structured interview is employed by having eight samples of female leaders from construction and nursing organizations found in Northern Sweden.  Previously determined behaviors in task and relation category are used to identify the leaders’ behavior in these organizations. Based on the qualitative results, the findings revealed that leaders in nursing have more of relation behaviors than the task behaviors.  Female leaders in construction also show behaviors that mainly characters relation than task oriented behaviors. Therefore, the finding shows that female leaders have both task and relation behaviors with more of relation oriented behaviors in both cases. Finally, the study concludes that the interaction between gender and situation does not determine the leadership behaviors of female managers, where more of relation oriented behavior is identified in both cases.

Performance appraisals - a study of the performance appraisals significance as a tool for development in the public sector. Anders Larsson and Åsalill Olsson Performance appraisals have been given a central role in leading businesses in the public sector and are seen as a tool to create development opportunities and achieve better results. This has resulted that performance appraisal in many organizations takes up capacity and time. This was the starting point of our interest to study whether the time spent on performance appraisals effectively pays for itself in the organization, in other words whether the effects expected actually are achieved. The paper examines first line managers` views on staff appraisal purposes and effects of a function within the Landstinget. The survey design, methodology and transaction are of qualitative and quantitative method with three different sources: literature review of previous research, interviews with first line managers in Landstinget Västmanland and the results from an employee satisfaction survey conducted on behalf of Landstinget Västmanland. The result shows that the majority of first line managers` views on the purpose of staff appraisal are that they have a focus on the individual worker and the work environment and not to any significant degree is their purpose linked to the work place goals or to improve the performance of the organization. Keywords: leadership, performance appraisals, leadership styles, leader behavior, leader.

Disertacijoje analizuojamas darbuotojų psichologinis įgalinimas – būsena, apimanti meistrystės (sugebėjimo atlikti darbus) ir energijos, skatinančios atlikti darbus, patyrimą. Šiai būsenai vertinti sudarytas lietuviškas psichologinio įgalinimo klausimynas. Analizuojama, kas yra būdinga darbuotojo psichologinio įgalinimo būsenai, kokioms sąlygoms esant darbuotojai tampa stipriai psichologiškai įgalinti, kokį vaidmenį psichologinis įgalinimas atlieka darbuotojų nuostatoms ir darbinei elgsenai, kokie yra specialistų ir vadovų psichologinio įgalinimo ypatumai. Lietuvoje šis tyrimas yra vienas pirmųjų psichologinio įgalinimo tyrimų. Tyrimo eigoje buvo išanalizuoti bei patvirtinti šie ginamieji teiginiai: a) psichologinio įgalinimo būseną charakterizuoja penkios dimensijos: prasmė, entuziazmas, sprendimų priėmimas, autonomija ir pasitikėjimas kompetencija, b) svarbiausi darbuotojo psichologinį įgalinimą prognozuojantys veiksniai yra įgalinantis tiesioginio vadovo elgesys, organizacijos lygmens veiksniai ir kognityviniai darbo reikalavimai, c) darbuotojai, kurie jaučiasi labiau psichologiškai įgalinti, yra labiau patenkinti darbu, rodo daugiau iniciatyvos, jų darbo atlikimas yra geresnis, d) ir specialistai, ir vadovai jaučiasi labiau psichologiškai įgalinti, jei dirba iššūkius keliantį darbą, kur tenka panaudoti visas turimas žinias ir įgyti naujų. / Psychological empowerment of employees (state of mastery and energy to do one‘s job) is analyzed in this dissertational research. In order to evaluate this state a Lithuanian psychological empowerment questionnaire was created. The characteristics of psychological empowerment, the antecedents of psychological empowerment, the role of psychological empowerment, and the characteristics of managers’ and specialists’ psychological empowerment were analyzed. This research is one of few pioneering studies of psychological empowerment in Lithuania. While implementing the dissertational research, main statements to be defended were explored and confirmed as well: i) the state of psychological empowerment is characterized by five dimensions: meaning, enthusiasm, decision making, autonomy, and confidence in one’s competence, ii) empowering leader behavior, structural empowerment, and cognitive job demands are the main antecedents of psychological empowerment, iii) state of psychological empowerment predicts greater job satisfaction, job performance, and demonstrating effort at work, iv) both managers’ and specialists’ psychological empowerment is predicted by challenging work, that is ability to use current and gain new skills.

Disertacijoje analizuojamas darbuotojų psichologinis įgalinimas – būsena, apimanti meistrystės (sugebėjimo atlikti darbus) ir energijos, skatinančios atlikti darbus, patyrimą. Šiai būsenai vertinti sudarytas lietuviškas psichologinio įgalinimo klausimynas. Analizuojama, kas yra būdinga darbuotojo psichologinio įgalinimo būsenai, kokioms sąlygoms esant darbuotojai tampa stipriai psichologiškai įgalinti, kokį vaidmenį psichologinis įgalinimas atlieka darbuotojų nuostatoms ir darbinei elgsenai, kokie yra specialistų ir vadovų psichologinio įgalinimo ypatumai. Lietuvoje šis tyrimas yra vienas pirmųjų psichologinio įgalinimo tyrimų. Tyrimo eigoje buvo išanalizuoti bei patvirtinti šie ginamieji teiginiai: a) psichologinio įgalinimo būseną charakterizuoja penkios dimensijos: prasmė, entuziazmas, sprendimų priėmimas, autonomija ir pasitikėjimas kompetencija, b) svarbiausi darbuotojo psichologinį įgalinimą prognozuojantys veiksniai yra įgalinantis tiesioginio vadovo elgesys, organizacijos lygmens veiksniai ir kognityviniai darbo reikalavimai, c) darbuotojai, kurie jaučiasi labiau psichologiškai įgalinti, yra labiau patenkinti darbu, rodo daugiau iniciatyvos, jų darbo atlikimas yra geresnis, d) ir specialistai, ir vadovai jaučiasi labiau psichologiškai įgalinti, jei dirba iššūkius keliantį darbą, kur tenka panaudoti visas turimas žinias ir įgyti naujų. / Psychological empowerment of employees (state of mastery and energy to do one‘s job) is analyzed in this dissertational research. In order to evaluate this state a Lithuanian psychological empowerment questionnaire was created. The characteristics of psychological empowerment, the antecedents of psychological empowerment, the role of psychological empowerment, and the characteristics of managers’ and specialists’ psychological empowerment were analyzed. This research is one of few pioneering studies of psychological empowerment in Lithuania. While implementing the dissertational research, main statements to be defended were explored and confirmed as well: i) the state of psychological empowerment is characterized by five dimensions: meaning, enthusiasm, decision making, autonomy, and confidence in one’s competence, ii) empowering leader behavior, structural empowerment, and cognitive job demands are the main antecedents of psychological empowerment, iii) state of psychological empowerment predicts greater job satisfaction, job performance, and demonstrating effort at work, iv) both managers’ and specialists’ psychological empowerment is predicted by challenging work, that is ability to use current and gain new skills.