Transformational Leadership Job Satisfaction Work Engagement and Innovative Work Behavior affecting the Performance of the National Telecom Public Company Limited
DOI:
https://doi.org/10.53848/jlscc.v10i1.263166Keywords:
Transformational Leadership, Job Satisfaction, Work Engagement, Innovative Work Behavior, organization PerformanceAbstract
This research aims to 1) study the level of transformational leadership, job satisfaction, work engagement and innovative work behaviors that affect the operating performance of the National Telecom Public Company Limited. 2) The influence of transformational leadership, job satisfaction, work engagement and innovative work behaviors on the operating performance of the National Telecom Public Company Limited. 3) The development of an operating performance model of the National Telecom Public Company Limited. The mixed research method was applied between the quantitative and qualitative ones. The quantitative sample consisted of 380 employees, whereas data were collected through questionnaires and later analyzed by structural equation modelling. The qualitative sample consisted of 15 National Telecom Public Company Limited executives, whereas data were collected through interviewing and content analysis. The findings revealed that 1) the transformational leadership, job satisfaction, work engagement, innovative work behavior and operating performance of the National Telecom Public Company Limited were all at the highest level. 2) Transformational leadership, job satisfaction, work engagement, innovative work behavior influenced the operating performance of the National Telecom Public Company Limited at the statistical significance level of .05 (R2=.87), and 3) the “T J W I P Model” developed by this research could be further applied for defining the operating policies of the National Telecom Public Company Limited to enhance competitiveness under targeted determination of being the largest telecommunication service provider in Thailand.
References
Alrowwad, A., & Abualoush, S. H., & Masadeh, R. (2020). Innovation and intellectual capital as intermediary variables among transformational leadership, transactional leadership, and organizational performance. Journal of Management Development. 39(2), 196-222. https://doi.org/10.1108/JMD-02-2019-0062.
Alshehhi, S. A. (2019). Effect of transformational leadership on employees' performances through job satisfaction within public sectors in UAE. International Journal of Innovative Technology and Exploring Engineering, 588-597.
Atan, J. B. (2019). The role of transformational leadership style in enhancing employees’ competency for organization performance. Management Science Letters, 2191-2200.
Balaboniene, I., & Vecerskiene, G. (2015). The aspects of performance measurement in public sector organization. Procedia-social and behavioral sciences, 213, 314-320.
Bass, B. M. (1999). Two decades of research and development in transformational leadership. European journal of work and organizational psychology, 8(1), 9-32.
Basyir, L., Madhakomala, R., & Handaru, A. (2020). The effect of transformational leadership, organizational communication and job involvement toward withdrawal behavior. Management Science Letters, 10(7), 1623-1632.
Chaudhry, N. I., Jariko, M. A., Mushtaque, T., Mahesar, H. A., & Ghani, Z. (2017). Impact of working environment and training & development on organization performance through mediating role of employee engagement and job satisfaction. European Journal of Training and Development Studies, 4(2), 33-48.
Diyanto, A., Susanti, E., & Syah, T. Y. R. (2019). The employee innovation intervening role on relationship between work engagement and employee performance. Journal of Multidisciplinary Academic, 3(5), 123-129.
Dung, L. T., & Hai, P. V. (2020). The effects of transformational leadership and job satisfaction on commitment to organisational change: a three-component model extension approach. The South East Asian Journal of Management, 14(1), 6.
Faupel, S., & Sub, S. (2019). The effect of transformational leadership on employees during organizational change An empirical analysis. Journal of Change Management, 19(3), 145-166.
Gliem, J. A., & Gliem, R. R. (2003). Calculating, interpreting, and reporting Cronbach’s alpha reliability coefficient for Likert-type scales. Midwest Research-to-Practice Conference in Adult, Continuing, and Community Education. Columbus, 82-88.
Hair, J. F., Ortinau, D. J., & Harrison, D. E. (2010). Essentials of marketing research Vol. 2. New York, NY: McGraw-Hill/Irwin, 35-48.
Indarti, S. F. (2017). The effect of OCB in relationship between personality, organizational commitment and job satisfaction on performance. Journal of Management Development, 189-196.
Jason, V., & Geetha, SN. (2019). Regulatory focus and innovative work behavior: The role of work engagement. Current Psychology, 40(6), 2791-2803.
Likert, R. (1967). The human organization: its management and values. New York, NY: McGraw-Hill.
Linda, M. R. (2021). The impact of job satisfaction on organizational commitment with employee engagement as moderating variable. Journal of Management Info, 90-104.
Lisbona, A. P. (2018). The effects of work engagement and self-efficacy on personal initiative and performance. Psicothema, 89-96.
Lum, K. (2018). An examination of the mediating effect of job satisfaction in the predictive relationship between transformational leadership and turnover intention in the united states service industry. Doctoral dissertation, Capella University, 32-44.
Mansor, Z. D., Mun, C. P., Farhana, B. N., & Tarmizi, W. A. N. (2017). Influence of transformation leadership style on employee engagement among Generation Y. International Journal of Economics and Management Engineering, 11(1), 161-165.
Mufti, M., Pudjiarti, E., & Darmanto, S. (2019). Analysis of second order person-environment fit on innovative work behavior and individual performance. Arthatama, 3(2), 100-113.
Nam, K. A. (2019). Factors influencing job performance: organizational learning culture, cultural intelligence, and transformational leadership. Performance Improvement Quarterly, 137-158.
Nazir, O., & Islam, J. U. (2020). Influence of CSR-specific activities on work engagement and employees’ innovative work behaviour: An empirical investigation. Current Issues in Tourism, 23(24), 3054-3072.
Nguyen, H. M., Nguyen, C., Ngo, T. T., & Nguyen, L. V. (2019). The effects of job crafting on work engagement and work performance: A study of Vietnamese commercial banks. The Journal of Asian Finance, Economics and Business, 6(2), 189-201.
Nikpour, A. (2018). Psychological empowerment and organizational innovation: mediating role of job satisfaction and organizational commitment. International Journal of Organizational Leadership, 106-119.
Noor, T. M. (2021). Collective Organizational Engagement & Work Engagement as Anchor Strategies to Sustain Green Organizational Performance A Case Study on Indonesian Organizational Services. Inovbiz: Jurnal Inovasi Bisnis, 9(1), 78-90.
Odumeru, J. A., & Ogbonna, I. G. (2013). Transformational vs. transactional leadership theories: Evidence in literature. International review of management and business research, 2(2), 355.
Orth, M. (2017). Daily within-person effects of job autonomy and work engagement on innovative behaviour: The cross-level moderating role of creative self-efficacy. European Journal of Work and Organizational Psychology, 601-612.
Pepe, A., Addimando, L., Dagdukee, J., & Veronese, G. (2021). Psychological distress, job satisfaction and work engagement: a cross-sectional mediation study with a sample of Palestinian teachers. Educational Studies, 47(3), 275-291.
Roodt, G., Rieger, H., & Sempane, M. E. (2002). Job satisfaction in relation to organisational culture. SA Journal of industrial Psychology, 28(2), 23-30.
Santoso, H. A. (2019.). The Role of Digital Literacy in Supporting Performance Through Innovative Work Behavior: The Case of Indonesia’s Telecommunications Industry. International Journal of Technology, 1558-1566.
Schaufeli, W. B., & Bakker, A. B. (2010). Defining and measuring work engagement: Bringing clarity to the concept. Work engagement: A handbook of essential theory and research, 12, 10-24.
Scott, S. G., & Bruce, R. A. (1994). Determinants of innovative behavior: A path model of individual innovation in the workplace. Academy of management journal, 37(3), 580-607.
Shafi, M. L. (2020). The effects of transformational leadership on employee creativity: Moderating role of intrinsic motivation. Asia Pacific Management Review, 166-176.
Sudibjo, N., Bernarto, I., & Yuliana, Y. (2018). The role of perceived organizational support, job satisfaction, and work engagement in post graduate lecturers performance. In Conference Proceedings Jakarta Indonesia, ICABE, 102-109.
Suprapti, S., Asbari, M., Cahyono, Y., & Mufid, A. (2020). Leadership style, organizational culture and innovative behavior on public health center performance during Pandemic Covid-19. Journal of Industrial Engineering & Management Research, 1(2), 76-88.
Tang, Y. S. (2019). Assessing the mediation mechanism of job satisfaction and organizational commitment on innovative behavior: the perspective of psychological capital. Frontiers in psychology, 10, 2699.
Van Wingerden, J., & Van der Stoep, J. (2018). The motivational potential of meaningful work: Relationships with strengths use, work engagement, and performance. PloS one, 13(6), e0197599.
Vitell, S. J., & Davis, D. L. (1990). The relationship between ethics and job satisfaction: An empirical investigation. Journal of business ethics, 9(6), 489-494.
Waheed, A., Xiao-Ming, M., Ahmad, N., & Waheed, S. (2017). Impact of work engagement and innovative work behavior on organizational performance; Moderating role of perceived distributive fairness. In 2017 International Conference on Management Science and Engineering (ICMSE), 127-133. IEEE.
Winasis, S. D. (2021). The effect of transformational leadership climate on employee engagement during digital transformation in Indonesian banking industry. International Journal of Data and Network Science, 5(2), 91-96.
