Organizations are increasingly concerned about employee’s commitment to their jobs and to organizational goals. Also of interest is the level of job satisfaction amongst employees that is essential for retention and consistent contribution. Transformational leadership, perceived organizational support, perceived supervisor support and employee engagement are ingredients to achieving a committed and satisfied workforce. In an ever-changing work environment and confronted with randomized change in today’s business environment employees expect transformational leaders to take charge and lead the way. The impact of perceived organizational support on job satisfaction and organizational commitment is being studied. It is therefore envisioned to assess in this study the influence of perceived supervisor support on job satisfaction and organizational commitment. The affect component of employees being engaged are being satisfied, involved, empowered and committed. It is therefore imperative to study employee engagement as an important dimension contributing to job satisfaction and organizational commitment. Analysis of data captured from a student and snowball sample across industries in Jordan suggests that: (1) Transformational leadership has a positive influence on job satisfaction and organizational commitment, (2) Perceived organizational support influences employee job satisfaction and organizational commitment, (3) Intriguingly, perceived supervisor support does not influence job satisfaction and organizational commitment, (4) Employee engagement has a positive impact on job satisfaction and organizational commitment, (5) The interactional influence of transformational leadership and POS on perceived supervisor support and in turn on job satisfaction and organizational commitment is not supported, (6) The interactional influence of transformational leadership and POS on employee engagement and in turn on job satisfaction and organizational commitment is not supported. This paper addresses these relationships in Jordanian industry and is not longitudinal design and therefore the readers should be cautious in generalizing the results.
|Keywords:||Transformational Leadership, Perceived Organizational Support (POS), Perceived Supervisor Support (PSS), Employee Engagement, Job Satisfaction, Organizational Commitment|
Department Assessment Director & Assistant Professor, School of Business Management, New York Institute of Technology, Amman, Jordan
Director of Experiential Education & Associate Professor, School of Management, New York Institute of Technology, AMMAN, Jordan
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