The Interaction of Leadership Behavior and Emotional Intelligence in Relationship with Job Satisfaction: Case Study of Tehran Cement Company

By Zeinab Amini Yekta and Zainal Ariffin Ahmad.

Published by The Organization Collection

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Article: Print $US10.00
Article: Electronic $US5.00

Based on the importance of competitiveness among today global market, the companies need to focus more on the leadership concepts as main source of Employees satisfaction. During recent years, Tehran Cement’s employees experienced many different top managers. The changing of top level manager caused changing lower level manager as well, which make employees uncomfortable with new situation as well as new leader characteristic and new organizational climate. The purpose of this study is to determine the impact of leadership behavior and emotional intelligence on job satisfaction. In addition, it determines which interaction of independent variables will yield the higher level of job satisfaction. Meanwhile, emotional intelligence, and interaction of initiating structure leadership behavior and emotional intelligence were significantly related to extrinsic job satisfaction. Given the significant influence of the predictors mentioned above, organizations should focus on improving the quality of the supportive relationships between employee and both leader and organization.

Keywords: Leadership Behavior, Initiating Structure Leadership Behavior Consideration Leadership Behavior Emotional Intelligence, Extrinsic Job Satisfaction, Extrinsic Job Satisfaction

International Journal of Knowledge, Culture and Change Management, Volume 10, Issue 1, pp.99-114. Article: Print (Spiral Bound). Article: Electronic (PDF File; 786.900KB).

Zeinab Amini Yekta

PhD Student, Human Resource Department, Universiti Sains Malaysia, Gelugor, Penang, Malaysia

Zeinab Amini Yekta is PhD student in Universiti Sains Malaysia since July 2008, her research proposal specifically targets happiness topics and its correlates, the main focus of her research point out the interaction between personality and economic well-being in relation with happiness. She started her PhD after finishing her master degree in business administration in human resource cluster in Universiti Sains Malaysia- School of Management. Prior to Starting MBA, Zeinab experienced five months membership of executive committee of International Cement Conference while working as Project controller manager’s assistant from 2002 to 2005 in Tehran Cement Company. A graduate of Mazandaran University of Science & Technology, Zeinab accomplished a Bachelor of industrial engineering with a concentration in industrial manufacture. She also was associate editor for the ninth volume of The International Journal of Knowledge, Culture and Change Management.

Dr. Zainal Ariffin Ahmad

Associate Professor, OB/HR Section, School of Management, Universiti Sains Malaysia, Penang, Penang, Malaysia

Associate Professor Zainal Ariffin Ahmad is the Outstanding Educators Award 2007 recipient at Universiti Sains Malaysia. Heads the Human Development Laboratory (HD Lab) in the School of Management conducting EEG research under the USM Brain Mind Nexus. Teaches, researches and supervises Master’s and Doctoral candidates in organisational behaviour (OB), human resource management (HRM), learning, learning disabilities (LD) and quality in higher education and public services (TQM/ISO 9000). Graduated 16 PhD, 3 DBA, 2 MA/MSc and 34 MBA and taught more than 50 graduate and undergraduate courses with 7,100 students since 1994. HR consultant for USM and industry. Member of the Malaysian Institute of Human Resource Management (MIHRM). Co-written books on Introduction to Management, Organizational Behaviour, Human Resource Management, Industrial Relations in Malaysia, and Benchmarking University Publishers. Reviewer for Social Behavior and Personality, an International Journal. Former chief editor of the Asian Academy of Management Journal. Served as Deputy Dean for Research and Graduate Studies, Chair of the MBA/DBA Programs and Organization section. Recently received Best Paper Award from the fifth Asian Conference of the Academy of Human Resource Development (AHRD) 2006 and the UNITEN International Business Management Conference 2007.


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