واقع ممارسة القيادة التحويلية ودورها في الرضا الوظيفي للعاملين في القطاع المصرفي الفلسطيني (دراسة حالة المصارف العاملة في محافظة رام الله والبيرة)
Date
2020-06-02
Authors
علي عبد الحكيم علي حلبيه
Ali Abdulhakim Ali Halabiya
Journal Title
Journal ISSN
Volume Title
Publisher
Al-Quds University
Abstract
The aim of the study is to identify the general state of the transformational leadership practices and its role in job satisfaction for the Palestinian banking sector employees. A descriptive correlational approach was the most appropriate method to conduct this research, and a questionnaire was built and used to collect the primary data. The population of the study consist of (3117) employee in the banking sector in Ramallah and Al-Bireh Governorate Excluding individuals who work in upper management and in Uncategorized jobs, as for the sample size (300) employees were drawn from the population, and for that (300) questionnaires were distributed, and (213) questionnaires were retrieved, with a (71 %) participation rate. The most important results of the study were illustrated in the following list: - - Managers who are working in the Palestinian banking sector exercise a High degree of transformational leadership in its four dimensions (Intellectual Stimulation, Inspirational Motivation, Individualized Consideration, and Idealized Influence) with a mean (3.84) and standard deviation (0.63). - The job satisfaction of workers in the banking sector in Palestine with its axes (supervision, relationship with colleagues, the work itself, the opportunity for promotion, salary, and intention to leave the job) It came with an average score with a mean (3.15) and a standard deviation (0.56).
- there is a positive correlation between the transformational leadership dimensions and the overall degree of job satisfaction for employees in the banking sector in Palestine, where the level of statistical significance for the value of the correlation coefficient Pearson for each dimension of transformational leadership was less than (0.05) except for the dimension of Intellectual Stimulation on the intention to leave the job. - there is a positive role between Idealized Influence and Individualized Consideration on (salary, the opportunity for promotion, the work itself, and supervision), as well as the Inspirational Motivation on (the work itself, relationship with colleagues, and intention to leave the job ( , and it has turned out that there is no positive role of the Intellectual Stimulation on job satisfaction but it has had a negative role on )the work itself and intention to leave the job (. The study reached several recommendations, the most important of which are: - The upper management in the Palestinian banking sector must depend on applying the transformational leadership style as a method followed by managers at all administrative levels in case they want to increase job satisfaction. - measuring the degree of job satisfaction for employees continuously and to make recommendations for upper management to improve the aspects in which employees show a low degree of job satisfaction.