Preprint Article Version 1 This version is not peer-reviewed

Organizational Climate and Work Style: The Missing Links for Sustainability of Leadership and Satisfied Employees 

Version 1 : Received: 18 October 2018 / Approved: 18 October 2018 / Online: 18 October 2018 (11:49:18 CEST)

A peer-reviewed article of this Preprint also exists.

Moslehpour, M.; Altantsetseg, P.; Mou, W.; Wong, W.-K. Organizational Climate and Work Style: The Missing Links for Sustainability of Leadership and Satisfied Employees. Sustainability 2019, 11, 125. Moslehpour, M.; Altantsetseg, P.; Mou, W.; Wong, W.-K. Organizational Climate and Work Style: The Missing Links for Sustainability of Leadership and Satisfied Employees. Sustainability 2019, 11, 125.

Journal reference: Sustainability 2018, 11, 125
DOI: 10.3390/su11010125

Abstract

Purpose - The purpose of the study is to investigate the missing link between leadership style and job satisfaction among Mongolian public sector employees. This study reiterates the mediating role of organizational climate (OC) and work style (WS) in a new proposed model. Methodology - The questionnaire is designed by a synthesis of existing constructs in the current relevant literature. The research sample consisted of 143 officers who work in the primary and middle units of territory and administration of Mongolia. Factor analysis, reliability test, collinearity test, and correlation analyses confirm validity and reliability of the model. Multiple regression analysis, using Structural Equation Modeling (SEM), tests the hypotheses of the study. Practical implications - This study has several important implications for studies related to organizational behavior and job satisfaction. Furthermore, the implications of findings are beneficial to organizations aiming at improving policies and practices related to organizational behavior and human resource management. Regulators and supervisors of private or public organizations aiming to increase the level of their employees’ job satisfaction will also benefit from the findings. Therefore, this study’s new proposed model can be the basis of fundamental research to build a better human resource policy. Although leadership style is an influential factor for job satisfaction, this study identifies the mediating missing links between leadership style and employees’ job satisfaction. Findings: The findings of this research indicate that organizational climate and work style complement and fully mediate the relationship between leadership style and job satisfaction. Appropriate leadership style is most effective when it matches organizational climate as well as employees’ work style. Furthermore, suitable organizational climate will increases the level of job satisfaction. If work style of employees is respected and taken into consideration, leadership style can find its way into job satisfaction. Originality/value - This study is the first to understand the motivators of job satisfaction in government sector of Mongolia. This study suggests valuable findings for executive officers, junior and primary unit’s officers of register sector of government in Mongolia. The findings of this study help managers and executives in their effort to develop and implement successful human resource strategies.

Subject Areas

job satisfaction (JS); work style (WS); leadership style (LS); organizational climate (OC); register office; Mongolia

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