@ARTICLE{33704756_353241427_2020, 
	author = {Veronika Deminskaya}, 
	keywords = {, transformational leadership style, management practices, job satisfaction, organizational commitment, job autonomyIT specialists},
	title = {The link between transformational leadership and&nbsp;positive work attitudes among employees in Russian&nbsp;IT-companies: the mediator role of job autonomy},
	journal = {Organizational Psychology},
	year = {2020},
	volume = {10},
	number = {1},
	pages = {141-165},
	url = {https://orgpsyjournal.hse.ru/en/2020-10-1/353241427.html},
	publisher = {},
	abstract = {Purpose. This study investigated the relationship between transformational leadership and&nbsp;important job attitudes like job satisfaction and organizational commitment, and the mediator role of job&nbsp;autonomy on this link. Study design. Data was collected from three IT-organizations. A sample included&nbsp;232 employees (131 IT-specialists, and 101 workers from ancillary departments). Standardized survey&nbsp;involved four methodical blocks: Manufactor Leadership Questionnaire (MLQ) (Bass, Avolio, 1990);&nbsp;a three-component model conceptualization of organizational commitment (Meyer, Allen, 1991);&nbsp;Employee Satisfaction Inventory (ESI) (Koustelios, Bagiatis, 1997); The Job Diagnostic Survey (JDS)&nbsp;(Hackman, Oldham, 1975). Findings. The results indicated that there is the highest transformational&nbsp;leadership level among IT-specialists (3.8) and there is a link between transformational leadership style&nbsp;and job satisfaction (R = .620, p &lt; .01) and organizational commitment (R = .582, p &lt; .01). The study also&nbsp;revealed the mediation between transformational leadership and job satisfaction (decreasing effect&nbsp;from .62 to .42; Z = 3.79059508, 3.79 &gt; 1.96 and organizational commitment (decreasing effect from&nbsp;.582 to .386; Z = 3.61192280, 3.61 &gt; 1.96) using Baron and Kenny four-steps method (Baron, Kenny,&nbsp;1986) and Sobel Test. Value of the results. The obtained results demonstrated the existing importance&nbsp;and effectiveness of transformational style among creative and intellectual specialists. Transformational&nbsp;leadership practices and job autonomy have a positive influence on job satisfaction and, moreover, organizational commitment. These results are significant for intellectual based companies, especially,&nbsp;IT companies, and can be used to reduce IT employee&rsquo;s turnover.},
	annote = {Purpose. This study investigated the relationship between transformational leadership and&nbsp;important job attitudes like job satisfaction and organizational commitment, and the mediator role of job&nbsp;autonomy on this link. Study design. Data was collected from three IT-organizations. A sample included&nbsp;232 employees (131 IT-specialists, and 101 workers from ancillary departments). Standardized survey&nbsp;involved four methodical blocks: Manufactor Leadership Questionnaire (MLQ) (Bass, Avolio, 1990);&nbsp;a three-component model conceptualization of organizational commitment (Meyer, Allen, 1991);&nbsp;Employee Satisfaction Inventory (ESI) (Koustelios, Bagiatis, 1997); The Job Diagnostic Survey (JDS)&nbsp;(Hackman, Oldham, 1975). Findings. The results indicated that there is the highest transformational&nbsp;leadership level among IT-specialists (3.8) and there is a link between transformational leadership style&nbsp;and job satisfaction (R = .620, p &lt; .01) and organizational commitment (R = .582, p &lt; .01). The study also&nbsp;revealed the mediation between transformational leadership and job satisfaction (decreasing effect&nbsp;from .62 to .42; Z = 3.79059508, 3.79 &gt; 1.96 and organizational commitment (decreasing effect from&nbsp;.582 to .386; Z = 3.61192280, 3.61 &gt; 1.96) using Baron and Kenny four-steps method (Baron, Kenny,&nbsp;1986) and Sobel Test. Value of the results. The obtained results demonstrated the existing importance&nbsp;and effectiveness of transformational style among creative and intellectual specialists. Transformational&nbsp;leadership practices and job autonomy have a positive influence on job satisfaction and, moreover, organizational commitment. These results are significant for intellectual based companies, especially,&nbsp;IT companies, and can be used to reduce IT employee&rsquo;s turnover.}
}