Effects of Transformational and Resilent Leadership on staff work Engement:Mediating Effect of work satisfation in Luxun Academy of Fine Art Undering Liaoning Province.
Keywords:
Transformational leadership, Resilient leadership, Staff work engagement, Staff work satisfaction, Luxun Academy of Fine ArtAbstract
The objectives of this research were: (1) to propose a structural equation model (SEM) examining factors influencing staff work engagement, mediated by staff work satisfaction at Luxun Academy of Fine Art, and (2) to investigate the direct and indirect effects of transformational and resilient leadership on staff work engagement.This study employed a quantitative research methodology. A stratified sampling method was used to select 302 art teachers from public comprehensive universities in Shenyang, Liaoning Province, People’s Republic of China. Data were collected using a self-developed questionnaire and analyzed using descriptive statistics, Confirmatory Factor Analysis (CFA), and Structural Equation Modeling (SEM).The findings revealed the following: (1) the proposed SEM demonstrated an excellent fit with the empirical data, as indicated by model fit indices (χ² = 123.886, p = 0.000, df = 68, χ²/df = 1.822, GFI = 0.945, AGFI = 0.915, CFI = 0.965, TLI = 0.953, RMR = 0.020, RMSEA = 0.050). (2) Transformational leadership had a significant indirect effect on staff work engagement (Z-test = 9.859, p < 0.001), while resilient leadership showed no statistically significant effect. Additionally, transformational leadership demonstrated a direct effect on staff work satisfaction (Z-test = 2.188, p < 0.001). No significant indirect effects were found for either transformational or resilient leadership on staff work engagement.
References
Avolio, B. J., & Bass, B. M. (2004). Multifactor Leadership Questionnaire: Manual and sampler set (3rd ed.). Mind Garden.
Avolio, B. J., & Gardner, W. L. (2005). Authentic leadership development: Getting to the root of positive forms of leadership. The Leadership Quarterly, 16(3), 315–338.
Avolio, B. J., & Yammarino, F. J. (2013). Transformational and charismatic leadership: The road ahead (2nd ed.). Emerald Group Publishing.
Bakker, A. B., & Demerouti, E. (2008). Towards a model of work engagement. Career Development International, 13(3), 209–223.
Bass, B. M. (1985). Leadership and performance beyond expectations. Free Press.
Bass, B. M., & Avolio, B. J. (1994). Improving organizational effectiveness through transformational leadership. Sage Publications.
Bass, B. M., & Riggio, R. E. (2006). Transformational Leadership (2nd ed.). Lawrence Erlbaum Associates.
Breevaart, K., Bakker, A. B., Hetland, J., Demerouti, E., Olsen, O. K., & Espevik, R. (2014). Daily transactional and transformational leadership and daily employee engagement. Journal of Occupational and Organizational Psychology, 87(1), 138–157.
Coutu, D. L. (2002). How resilience works. Harvard Business Review, 80(5), 46–55.
Diamantopoulos, A., & Siguaw, J. A. (2000). Introducing LISREL: A guide for the uninitiated. Sage Publications.
Hallinger, P. (2003). Leading educational change: Reflections on the practice of instructional and transformational leadership. Cambridge Journal of Education, 33(3), 329–352.
Herzberg, F. (1968). Work and the nature of man. World Publishing.
Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: Test of a theory. Organizational Behavior and Human Performance, 16(2), 250–279.
Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2010). Multivariate data analysis (7th ed.). Pearson Prentice Hall.
Hu, L. T., & Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural Equation Modeling: A Multidisciplinary Journal, 6(1), 1–55.
Judge, T. A., Thoresen, C. J., Bono, J. E., & Patton, G. K. (2001). The job satisfaction–job performance relationship: A qualitative and quantitative review. Psychological Bulletin, 127(3), 376–407.
Judge, T. A., & Piccolo, R. F. (2004). Transformational and transactional leadership: A meta-analytic test of their relative validity. Journal of Applied Psychology, 89(5), 755–768.
Kline, R. B. (2015). Principles and practice of structural equation modeling (4th ed.). Guilford Press.
Leithwood, K., & Jantzi, D. (2005). Transformational leadership. In B. Davies (Ed.), The essentials of school leadership (pp. 31–43). SAGE Publications.
Li, P., & Shi, Y. (2018). The influence of transformational leadership on employee engagement in Chinese higher education institutions. Journal of Educational Management, 32(4), 45–58.
Liu, Y., & Song, H. (2020). Transformational leadership and employee satisfaction: Evidence from higher education in China. Asia Pacific Education Review, 21(1), 1–12.
Luthans, F., Vogelgesang, G. R., & Lester, P. B. (2006). Developing the psychological capital of resiliency. Human Resource Development Review, 5(1), 25–44.
May, D. R., Gilson, R. L., & Harter, L. M. (2004). The psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at work. Journal of Occupational and Organizational Psychology, 77(1), 11–37.
Rich, B. L., Lepine, J. A., & Crawford, E. R. (2010). Job engagement: Antecedents and effects on job performance. Academy of Management Journal, 53(3), 617–635.
Schaufeli, W. B., Salanova, M., González-Romá, V., & Bakker, A. B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies, 3(1), 71–92.
Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi-sample study. Journal of Organizational Behavior, 25(3), 293–315.
Schaufeli, W. B., & Taris, T. W. (2014). A critical review of the Job Demands-Resources Model: Implications for improving work and health. In G. F. Bauer & O. Hämmig (Eds.), Bridging occupational, organizational and public health (pp. 43–68). Springer.
Spector, P. E. (1997). Job satisfaction: Application, assessment, causes, and consequences. SAGE Publications.
Youssef, C. M., & Luthans, F. (2007). Positive organizational behavior in the workplace: The impact of hope, optimism, and resilience. Journal of Management, 33(5), 774–800.
Zhang, X., & Li, B. (2019). Transformational leadership and job satisfaction: Evidence from Chinese universities. Journal of Organizational Behavior, 40(6), 1–15.
Zhou, H., & Wang, X. (2017). Impact of transformational leadership on work engagement in Chinese universities. Journal of Educational Science, 33(2), 123–135.
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2025 Nimitmai Review Journal
This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
