Figure 1.
Figure 2:
Results of the Measurement Model Source: Authors’ own research)
| Structures/statements | Factor load |
|---|---|
| Transformational leadership (individual support) α = 0.969, CR = 0.972, AVE = 0.699 | |
| He/she spares time to nurture and guide me | 0.810 |
| He/she sees people not only as members of a group, but also as individuals | 0.811 |
| He/she helps me to improve my strengths | 0.838 |
| He/she reviews important decisions to determine whether they are appropriate | 0.803 |
| He/she seeks different approaches to solving problems | 0.848 |
| He/she allows me to look at problems from many different perspectives | 0.879 |
| He/she provides suggestions on how the assigned tasks can be performed in different ways | 0.869 |
| He/she makes me feel proud and enjoy working with him/her | 0.860 |
| He/she treats me in a way that creates respect for him/her | 0.803 |
| He/she shows that they are confident and strong | 0.825 |
| He/she clearly knows the importance of striving for a goal | 0.808 |
| He/she emphasizes the importance of having a common sense of purpose | 0.819 |
| He/she shows great interest and willingness when talking about things that need to be taken care of | 0.795 |
| He/she creates a motivative vision for the future | 0.883 |
| He/she expresses that he/she believes and trusts that the goals will be achieved | 0.878 |
| Transactional leadership (contingent reward) α = 0.897, CR = 0.928, AVE = 0.763 | |
| He/she helps me in return for my efforts | 0.885 |
| He/she discusses and specifies in detail who is responsible for achieving performance goals | 0.878 |
| He/she clearly explains what the performer can achieve in return when performance goals are achieved | 0.873 |
| He/she expresses his/her satisfaction when I fulfill what is expected of me | 0.857 |
| Emotional intelligence (using emotions) α = 0.853, CR = 0.887, AVE = 0.529 | |
| I always set goals for myself and do my best to achieve these goals | 0.645 |
| I have high internal motivation | 0.699 |
| I always encourage myself to do my best | 0.705 |
| Most of the time, I can understand why I feel some of my emotions | 0.744 |
| I can understand my feelings well | 0.780 |
| I really know how I feel | 0.783 |
| I always know if I'm happy or not | 0.727 |
| Job satisfaction α = 0.859, CR = 0.914, AVE = 0.781 | |
| I am quite satisfied with my current job | 0.909 |
| Most days I go to work eagerly | 0.921 |
| I find my job fun | 0.817 |
Divergent Validity Results (Fornell and Larcker criteria) (Source: Authors’ own research)
| Transformational leadership | Transactional leadership | Emotional intelligence | Job satisfaction | |
|---|---|---|---|---|
| Transformational leadership | (0.836) | - | - | - |
| Transactional leadership | 0.833 | (0.873) | - | - |
| Emotional intelligence | 0.173 | 0.144 | (0.727) | - |
| Job satisfaction | 0.466 | 0.477 | 0.325 | (0.884) |
Demographic Characteristics and Other Information of the Respondents (Source: Authors’ own research)
| Frequency | Percentage | ||
|---|---|---|---|
| Age | 18–30 | 119 | 22.0 |
| 31–40 | 177 | 32.7 | |
| 41–50 | 189 | 34.9 | |
| 51 years and above | 57 | 10.6 | |
| Total | 542 | 100.0 | |
| Gender | Female | 271 | 50.0 |
| Male | 271 | 50.0 | |
| Total | 542 | 100.0 | |
| Working period | Less than 1 year | 19 | 3.5 |
| 1–5 years | 83 | 15.3 | |
| 6–10 years | 96 | 17.7 | |
| 11–15 years | 92 | 17.0 | |
| 16–20 years | 73 | 13.5 | |
| 20 years and above | 179 | 33.0 | |
| Total | 542 | 100.0 | |
| Role/position in the institution | Laborer | 98 | 15.2 |
| Civil servant | 170 | 26.4 | |
| Specialist/assistant specialist | 82 | 12.8 | |
| Technical staff | 33 | 5.1 | |
| Lower level manager | 28 | 4.4 | |
| Intermediate level manager | 94 | 14.6 | |
| Senior manager | 37 | 5.8 | |
| Total | 643 | 100 | |
| Sector | Public sector | 276 | 50.9 |
| Private sector | 266 | 49.1 | |
| Total | 542 | 100.0 | |
| Total | 643 | 100 | |
Research Design (Hypothesis Tests) (Source: Authors’ own research)
| Variables | St. β | SS | t value | P | ||
|---|---|---|---|---|---|---|
| Transactional leadership | Job satisfaction | 0.295 | 0.079 | 3.757 | 0.000 | |
| Transformational leadership | Job satisfaction | 0.220 | 0.077 | 2.871 | 0.004 | |
| Emotional Intelligence | Job satisfaction | 0.253 | 0.041 | 6.179 | 0.000 | |
| Transactional leadership | Emotional intelligence | Job satisfaction | -0.001 | 0.097 | 0.007 | 0.994 |
| Transformational leadership | Emotional intelligence | Job satisfaction | 0.173 | 0.097 | 1.782 | 0.075 |
Divergent Validity Results (HTMT criteria) (Source: Authors’ own research)
| Transformational leadership | Transactional leadership | Emotional intelligence | Job satisfaction | |
|---|---|---|---|---|
| Transformational leadership | - | - | - | - |
| Transactional leadership | 0.890 | - | - | - |
| Emotional intelligence | 0.181 | 0.159 | - | - |
| Job satisfaction | 0.505 | 0.536 | 0.371 | - |
Research Pattern Coefficients (Source: Authors’ own research)
| Variables | VIF | R2 | f2 | Q2 | |
|---|---|---|---|---|---|
| Transactional leadership | Job satisfaction | 3.263 | 0.305 | 0.037 | 0.233 |
| Transformational leadership | Job satisfaction | 3.294 | 0.305 | 0.014 | 0.233 |
| Transactional leadership | Emotional intelligence | 3.263 | 0.030 | 0.000 | 0.014 |
| Transformational leadership | Emotional intelligence | 3.263 | 0.030 | 0.009 | 0.014 |
| Emotional intelligence | Job satisfaction | 1.031 | 0.305 | 0.089 | 0.233 |