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      The Mediator Role of Organizational Justice in the Relationship Between School Principals’ Agile Leadership Characteristics and Teachers’ Job Satisfaction

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          Abstract

          Teachers with high job satisfaction become more effective and productive by showing high performance and positively affecting student and school outcomes. This study investigates the relationship between school principals’ agile leadership characteristics, organizational justice, and job satisfaction, and sheds light on the role of organizational justice in the relationship between agile leadership and job satisfaction. To achieve this aim, a theoretical model has been put forward and this model has been tested with the data collected from 409 teachers working in public schools in Istanbul. The results show that school principals with high agile leadership characteristics and organizational justice are associated with teachers’ job satisfaction. The analyses also indicate that organizational justice strongly contributes to the relationship between agile leadership and job satisfaction and plays an important role in the relationship between the two determinants.

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          The moderator-mediator variable distinction in social psychological research: conceptual, strategic, and statistical considerations.

          In this article, we attempt to distinguish between the properties of moderator and mediator variables at a number of levels. First, we seek to make theorists and researchers aware of the importance of not using the terms moderator and mediator interchangeably by carefully elaborating, both conceptually and strategically, the many ways in which moderators and mediators differ. We then go beyond this largely pedagogical function and delineate the conceptual and strategic implications of making use of such distinctions with regard to a wide range of phenomena, including control and stress, attitudes, and personality traits. We also provide a specific compendium of analytic procedures appropriate for making the most effective use of the moderator and mediator distinction, both separately and in terms of a broader causal system that includes both moderators and mediators.
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            An Index and Test of Linear Moderated Mediation.

            I describe a test of linear moderated mediation in path analysis based on an interval estimate of the parameter of a function linking the indirect effect to values of a moderator-a parameter that I call the index of moderated mediation. This test can be used for models that integrate moderation and mediation in which the relationship between the indirect effect and the moderator is estimated as linear, including many of the models described by Edwards and Lambert ( 2007 ) and Preacher, Rucker, and Hayes ( 2007 ) as well as extensions of these models to processes involving multiple mediators operating in parallel or in serial. Generalization of the method to latent variable models is straightforward. Three empirical examples describe the computation of the index and the test, and its implementation is illustrated using Mplus and the PROCESS macro for SPSS and SAS.
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              A Meta-Analysis of Antecedents and Correlates of Employee Turnover: Update, Moderator Tests, and Research Implications for the Next Millennium

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                Author and article information

                Contributors
                Journal
                Front Psychol
                Front Psychol
                Front. Psychol.
                Frontiers in Psychology
                Frontiers Media S.A.
                1664-1078
                14 July 2022
                2022
                : 13
                Affiliations
                [1] 1Department of Educational Sciences, Faculty of Education, Istanbul Sabahattin Zaim University , Istanbul, Turkey
                [2] 2Department of Educational Sciences, Faculty of Education, Fatih Sultan Mehmet Vakif University , Istanbul, Turkey
                [3] 3Educational Administration, Istanbul Sabahattin Zaim University , Istanbul, Turkey
                Author notes

                Edited by: Neuza Ribeiro, Instituto Politécnico de Leiria, Portugal

                Reviewed by: M. Suresh, Amrita Vishwa Vidyapeetham University, India; Semih Çayak, Marmara University, Turkey

                *Correspondence: Mustafa Özgenel, mustafa.ozgenel@ 123456izu.edu.tr

                This article was submitted to Organizational Psychology, a section of the journal Frontiers in Psychology

                Article
                10.3389/fpsyg.2022.895540
                9332336
                4f932ccf-80c9-4dfd-b000-a30ec600debb
                Copyright © 2022 Özgenel, Yazıcı and Asmaz.

                This is an open-access article distributed under the terms of the Creative Commons Attribution License (CC BY). The use, distribution or reproduction in other forums is permitted, provided the original author(s) and the copyright owner(s) are credited and that the original publication in this journal is cited, in accordance with accepted academic practice. No use, distribution or reproduction is permitted which does not comply with these terms.

                Page count
                Figures: 6, Tables: 6, Equations: 0, References: 160, Pages: 13, Words: 10729
                Categories
                Psychology
                Original Research

                Clinical Psychology & Psychiatry
                leadership,agile leadership,job satisfaction,justice,organizational justice

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