MODERATING AND MEDIATING EFFECTS OF TRANSFORMATIONAL LEADERSHIP ON JOB SATISFACTION AND INNOVATIONAL LEADERSHIP AND ORGANIZATIONAL CLIMATE IN LIAONING VOCATIONAL UNIVERSITIES
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Abstract
The purpose of this research was to investigate the factors affecting the climate of vocational universities in Liaoning Province and to determine the mediating and moderating roles of transformational and Innovational leaders between job satisfaction and organizational climate in universities. The objectives of this research were: (1) to find out factors affecting university climate in Liaoning province, (2) to determine whether transformational leadership has a mediating effect on the relationship between job satisfaction and university organizational climate, (3) to examine innovation leadership mediates the relationship between job satisfaction and university organizational climate, and (4) to investigate whether transformational leadership has a moderating effect on the relationship between job satisfaction and university organizational climate.
The research used a multi-stage random sampling technique to select 433 teachers from a total of 5222 teachers in 10 vocational colleges and universities in Liaoning Province. Data collection was conducted through a five-point Likert scale questionnaire and then analyzed using descriptive statistics. For more rigorous testing, the research used confirmatory factor analysis to validate the measurement model and then structural equation modeling to test the mediating and moderating hypotheses. The results of the research indicated that job satisfaction, Innovational leadership, and transformational leadership were significant factors influencing university climate. Transformational leadership was found not to mediate the relationship between job satisfaction and university climate. However, Innovational leadership was shown to be a mediator of this relationship. In addition, the research revealed the moderating effect of transformational leadership on the relationship between job satisfaction and university climate, the effect of job satisfaction on university climate in such way that when the transformational leadership was high the relationship between job satisfaction and organizational climate was also high, meanwhile when the transformational leadership was low the relationship between job satisfaction and organizational climate was low.
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