Abstract
Research objectives were to determine a functional framework and to synthesize a causal model of leadership behavior, job satisfaction, organizational commitment, and job performance of sugar company employees in Thailand. The study reported the responses of 591 operational employees from 24 sugar companies operating in different parts of Thailand. Data were analyzed with descriptive statistics using SPSS (version 11.5) and path analysis using LISREL (version 8). Research findings indicated that dimensions of leadership behavior, job satisfaction, and organizational commitment have mediated positive effect on job performance. Organizational commitment positively mediates the relationships between leadership behavior and job performance and between job satisfaction and job performance. Furthermore, leadership behavior is positively correlated with job satisfaction.
Highlights
Leadership behavior has direct and matchless impact on the work environment, work outcomes, and the success of organizations (Kritsonis, 2004)
Research findings indicated that dimensions of leadership behavior, job satisfaction, and organizational commitment have mediated positive effect on job performance
Organizational commitment positively mediates the relationships between leadership behavior and job performance and between job satisfaction and job performance
Summary
Leadership behavior has direct and matchless impact on the work environment, work outcomes, and the success of organizations (Kritsonis, 2004). To have high level of organizational performance and effectiveness, it is vital that both employee and employer should have high level of satisfaction (Lok & Crawford, 2003); their level of satisfaction has positive relationship to the success of the company. The dissatisfaction of employee will lead them to less work commitment and high turnover intention from the organization, as well as physical withdrawal or they may retreat from the organization emotionally or mentally. Job dissatisfaction increases intention to quit and reduces the contribution of the employee to the organization (Lok & Crawford, 2003). Research objectives were to determine a functional framework and to synthesize a causal model of leadership behavior, job satisfaction, organizational commitment, and job performance of sugar company employees in Thailand
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