The impact of leadership behavior (LB), emotional intelligence (EI) and perceived organizational support (POS) on job satisfaction in Tehran Cement Company

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Date
2007-07
Authors
Yekta, Zeinab Amini
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Publisher
Universiti Sains Malaysia
Abstract
The purpose of this study it to determine the impact ofleadership behavior (initiating structure leadership behavior and consideration leadership behavior), emotional intelligence and perceived organizational support on job satisfaction (intrinsic job satisfaction and extrinsic job satisfaction) of Iranian employees. In addition, it determines which interaction of independent variables (leadership behavior-perceived organizational support and leadership behavior-emotional intelligence) will yield the highest level of job satisfaction. Also this study attempts to find the level of the employee as a moderator of relationship between independent variables and employees' job satisfaction. Six main hypotheses were formulated in order to achieve the objective of present study. Data were collected through questionnaire from 136 pairs of supervisor-subordinate working in Tehran Cement Company. Except consideration leadership behavior, other independent variables were found to have no significant impact on intrinsic job satisfaction. While examining the impact of leadership behavior on extrinsic job satisfaction, it was found that consideration leadership behavior and initiating structure leadership behavior were significantly related to extrinsic job satisfaction in a different direction. Meanwhile, perceived organizational support, emotional intelligence, and interaction of initiating structure leadership behavior and emotional intelligence were significantly related to extrinsic job satisfaction. It was found that the level of the employee moderates the relationship between initiating structure leadership behavior and emotional intelligence and extrinsic job satisfaction. Given the significant influence of the predictors mentioned above, organizations that wish to increase employee commitment to organization and the supervisor as well as job satisfaction, should focus on improving the quality of the supportive relationships between employee and both leader and organization.
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Keywords
Leadership behavior (initiating structure leadership behavior and consideration leadership behavior)
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