Transformational Leadership And Job Satisfaction Essay

The relationship between transformational leadership and job satisfaction is one of the most critical success factors in any organization and has become one of the largest topics studied among psychology, management and organizational behavior researchers (Tsai, 2011). Job satisfaction refers to how satisfied an individual is with his or her job within their organization. There are many factors that determine the job satisfaction, and one of the factors is the type of leadership style. According to the first article that was completed, an effective leadership style of leaders in an organization is having the capability to provide motivational incentive and direction to their followers to achieve an organizational mission or goal (Walumbwa,

In the ideal form, transformational leadership creates valuable and positive change with the end goal of developing followers into leaders. These may include connecting the followers sense of self and identity to the mission and the collective identity of the organization; being a role model for followers that inspires them; challenging followers to take greater pride for their work, and understanding the strengths and weaknesses of individuals, so the leader can associate followers with tasks that improve their performance. Transformational leaders focus on intrinsic motivation and personal development of their followers. They believe in five key aspects of being a leader, which are being creative, interactive, empowering, visionary and

From the psychological perspective of its relationship with leadership style, the concept of job satisfaction includes multi-dimensional responses to one’s job, and that such responses have cognitive (evaluative), affective (or emotional), and behavioral components (Judge & Klinger, 2003). Weiss has also argued that job satisfaction is an attitude but points out that researchers should clearly distinguish the objects of cognitive evaluation which are affect (emotion), beliefs and behavior (Weiss, 2002). This concept of job satisfaction suggests that we form attitudes towards our jobs by taking into account our feelings, our beliefs, and our behaviors. The success of any organization depends greatly on the commitment and hard work on the part of their employees. Because of that, job satisfaction has been used as a tool to attract and retain the best employees within the