PENGARUH GAYA KEPEMIMPINAN TRANSAKSIONAL DAN TRANSFORMASIONAL TERHADAP KINERJA GURU DENGAN KEPUASAN KERJA SEBAGAI VARIABEL INTERVENING PADA SMK NEGERI DI ACEH UTARA
Abstract
The teacher is one of the most important components in improving the intelligence of the nation's children. Teacher performance is an important factor in realizing these goals. Efforts to improve teacher performance are one of the priorities of the country. This study aims to determine the effect of transactional and transformational leadership styles on teacher performance through job satisfaction. The data used are primary data by distributing questionnaires to 144 teachers at the State Vocational High School (SMK) in North Aceh Regency. The method used to analyze data is the Structural Equation Modeling (SEM) Method with the Amos device. The results found that transactional leadership and transformational leadership have a significant effect on job satisfaction and teacher performance and job satisfaction has a direct effect on teacher performance. Furthermore, it was found that job satisfaction mediated the effect of transactional leadership and transformational leadership on the performance of North Aceh District Vocational School teachers. Based on the results of the study, it is expected that school leaders or principals, to improve teacher performance, need to maintain the application of transactional and transformational leadership styles and give priority to increasing job satisfaction.
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DAFTAR PUSTAKA
Alban-Metcalfe, J. and Alimo-Metcalfe, B. (2008).Development of a private sector version of
the (Engaging) Transformational Leadership Questionnaire.Leadership & Organization
Development Journal, 28(2), pp. 104-21.
Atwater, L.E. and Brett, J.F. (2006).360-degree feedback to leaders.Group and Organization
Management, 31(5), pp. 578-600.
Bass BM (1990). Bass and Stogdill's handbook of leadership: theory research and managerial
applications 3rd edition. New York: Free Press.
Bass BM. (1994). Transformational Leadership and Team and organizational Decision
Making.Thousand Oaks, CA: Sage.
Bass, B.M. (1985) Leadership and Performance beyond Expectation. New York: Free Press.
Bass, B.M. (1997). Does the transactional transformational leadership paradigm transcend
organizational and national boundaries? American Psychologist, 52(2), pp. 130-139.
Bass, B.M. and Avilio, B.J. (1994).Introducing, Improving Organizational Leadership.New
Jersey: Lawrence Erlbaum Associates.
Bishop, J.W., Goldsby, M.G. and Neck, C.P. (2002).Who goes? Who cares? Who stays? Who
wants to? The role of contingent workers and corporate layoff practices. Journal of
Managerial Psychology, 17(4), pp. 298-315.
Burns JM (1978). Leadership. New York: Harper & Row.
Burton, J.P., Sablynski, C.J. and Sekiguchi, T. (2008).Linking justice, performance, and
citizenship via leader-member exchange.Journal of Business and Psychology, 23(1), pp.
-61.
Cohen, A. (1993) Organizational commitment and turnover: a meta-analysis.Academy of
Management Journal, 36(5), pp. 1140-57.
Corporate Leadership Council, Corporate Executive Board (2004) Driving Performance and
Retention through Employee Engagement: a quantitative analysis of effective engagement
strategies.
DDI (2005). “Employee Engagement: The Key to Realizing Competitive Advantage”. Online.
Available at: http://www.ddiworld.com/resources/library/white-papers-
monographs/employee-engagement
Dvir, T., Eden, D., Avolio, J.B. and Shamir, B. (2002).Impact of transformational leadership on
follower development and performance: a field experiment.The Academy of Management
Journal, 45(4), pp. 735-44.
North South Business Review, Volume 7, Number 2, June 2017 39
Md. Al-Amin
Fitzgerald, S. and Schutte, N.S. (2010).Increasing transformational leadership enhancing
selfefficacy.Journal of Management Development, 29(5). pp. 495-505.
Gallup(2006)
Gallupstudy:engagedemployeesinspirecompanyinnovation:nationalsurveyfindsthatpassionatew
orkersaremostlikelytodrive organizations forward.TheGallupManagementJournal,Online.
Available at:
http://gmj.gallup.com/content/24880/Gallup‐Study‐Engaged‐EmployeesInspire‐Company.aspx
Gallup, 2003, cited in Melcrum (2005), Employee Engagement: How to Build A High
Performance Workforce.
Ghafoor, A., Qureshi, T.M. M., Khan, M.A. and Hijazi, S.T. (2011) Transformational leader
ship, employee engagement and performance: Mediating effect of psychological owner
ship. African Journal of Business Management, 5(17), pp. 7391-7403.
Gichohi, P.K. (2014). The Role of Employee Engagement in Revitalizing Creativity and
Innovation at the Workplace: A Survey of Selected Libraries in Meru County- Kenya.
Library Philosophy and Practice (e-journal).1171.
Goffman, E. (1961) Encounters. Harmondsworth: Penguin University Books.
Griffin, M.A., Parker, S.K. and Mason, C.M. (2010), “Leader vision and the development of
adaptive and proactive performance: a longitudinal study”, Journal of Applied Psychology,
Vol. 95 No. 1, pp. 174-82.
Hartog, D., Muijen, J.J., Koopman, V. (1997). Transactional vs. Transformational leadership:
An analysis of the ML Q. J. Occup. Organ. Psychol., 70, pp. 19-34.
Ipsos Mori (2008), “Employee Relationship Management Employee Engagement” [Online].
Available at:www.ipsos‐mori.com/researchspecialisms/loyalty/youremployees/engagement.
Ipsos MORI (2006) Engaging employees through corporate responsibility.
Ismail A., Halim, F.A., Munna, D.N., Abdullah, A., Shminan, A.S., Muda, A.L. (2009) The
Mediating Effect of Empowerment in the Relationship between Transformational Leader
ship and Service Quality. J. Bus. Manage., 4(4), pp. 3-12.
Judge, T.A. and Piccolo, R.F. (2004).Transformational and Transactional Leadership: A Meta-
Analytic Test ofTheir Relative Validity. Journal of Applied Psychology, 89(5), pp. 755-768.
Kahn, W.A. (1990). Psychological conditions of personal engagement and disengagement at
work.Academy of Management Journal, 33(4), pp. 692-724.
Lee, J. (2005) Effects of leadership and leader-member exchange on commitment.Leadership &
Organization Development Journal, 26(8), pp. 655-72.
Lockwood, N.R. (2006) Talent management: Driver for organizational successes.HRMagazine,
(6), pp. 1-11.
Macey, W.H. and Schneider, B. (2008) Themeaning of employee engagement.Industrial and
Organizational Psychology, 1(1), pp. 3-30.
MacLeod D.,and Clarke N. (2209).Engaging for Success: Enhancing Performance through
Employee Engagement. London: Office of Public Sector Information.
Robinson, R. and Barron, P. (2007) Developing a framework for understanding the impact of
deskilling and standardization on the turnover and attrition of chefs.InternationalJournal of
Hospitality Management, 26, pp. 913-26
North South Business Review, Volume 7, Number 2, June 2017 40
Transformational leadership and employee performance: the mediating effect of employee engagement
Shin, S.J. and Zhou, J. (2003). Transformational leadership, conservation, and creativity:
Evidence from Korea. Academy of Management Journal, 46(6), pp. 703-714.
Towers Perrin (2007/2008) “Closing the Engagement Gap: A Road Map for Driving Superior
Business Performance.”[Online]. Available at:
http://www.towersperrin.com/tp/getwebcachedoc?webc=HRS/USA/2008/200803/GWS_Global
_Report20072008_31208.pdf
Trevor, C.O. (2001) Interactions among actual ease of movement determinants and
jobsatisfaction in the prediction of voluntary turnover.Academy of Management Journal,
(4), pp. 621-38.
Tutuncu, O. and Kozak, M. (2007) An investigation of factors affecting job
satisfaction’,International Journal of Hospitality & Tourism Administration, 8(1), pp. 1-19.
Xu, J. and Thomas, H.C. (2011) How can leaders achieve high employee
engagement?Leadership & Organization Development Journal, 32(4), pp. 399 – 416.
Towers Perrin-ISR (2006) The ISR Employee Engagement Report.
Watson Wyatt (2008-2009) Continuous Engagement: The Key to Unlocking the Value of Your
People During Tough Times, Work Europe Survey.
ABOUT THE AUTHOR
Md. Al-Amin
is a Lecturer at the Department of Management at North South University,
Dhaka, Bangladesh. He completed an MBA from the University of Aberdeen, U.K. Prior to
doing an MBA, he pursued an MSc in HRM from the University of South Wales, U.K.
Following these programs, he was recruited by NSU-SBE to lecture on the BBA courses. He
is currently teaching Human Resource Management and Business Communication. At
present, he is also a Faculty Advisor to the HR Club. His research interests are in employee
engagement, transformational leadership, talent management, and sustainability
Alban-Metcalfe, J. and Alimo-Metcalfe, B. (2008).Development of a private sector version of
the (Engaging) Transformational Leadership Questionnaire.Leadership & Organization
Development Journal, 28(2), pp. 104-21.
Atwater, L.E. and Brett, J.F. (2006).360-degree feedback to leaders.Group and Organization
Management, 31(5), pp. 578-600.
Bass BM (1990). Bass and Stogdill's handbook of leadership: theory research and managerial
applications 3rd edition. New York: Free Press.
Bass BM. (1994). Transformational Leadership and Team and organizational Decision
Making.Thousand Oaks, CA: Sage.
Bass, B.M. (1985) Leadership and Performance beyond Expectation. New York: Free Press.
Bass, B.M. (1997). Does the transactional transformational leadership paradigm transcend
organizational and national boundaries? American Psychologist, 52(2), pp. 130-139.
Bass, B.M. and Avilio, B.J. (1994).Introducing, Improving Organizational Leadership.New
Jersey: Lawrence Erlbaum Associates.
Bishop, J.W., Goldsby, M.G. and Neck, C.P. (2002).Who goes? Who cares? Who stays? Who
wants to? The role of contingent workers and corporate layoff practices. Journal of
Managerial Psychology, 17(4), pp. 298-315.
Burns JM (1978). Leadership. New York: Harper & Row.
Burton, J.P., Sablynski, C.J. and Sekiguchi, T. (2008).Linking justice, performance, and
citizenship via leader-member exchange.Journal of Business and Psychology, 23(1), pp.
-61.
Cohen, A. (1993) Organizational commitment and turnover: a meta-analysis.Academy of
Management Journal, 36(5), pp. 1140-57.
Corporate Leadership Council, Corporate Executive Board (2004) Driving Performance and
Retention through Employee Engagement: a quantitative analysis of effective engagement
strategies.
DDI (2005). “Employee Engagement: The Key to Realizing Competitive Advantage”. Online.
Available at: http://www.ddiworld.com/resources/library/white-papers-
monographs/employee-engagement
Dvir, T., Eden, D., Avolio, J.B. and Shamir, B. (2002).Impact of transformational leadership on
follower development and performance: a field experiment.The Academy of Management
Journal, 45(4), pp. 735-44
Alban-Metcalfe, J. and Alimo-Metcalfe, B. (2008).Development of a private sector version of
the (Engaging) Transformational Leadership Questionnaire.Leadership & Organization
Development Journal, 28(2), pp. 104-21.
Atwater, L.E. and Brett, J.F. (2006).360-degree feedback to leaders.Group and Organization
Management, 31(5), pp. 578-600.
Bass BM (1990). Bass and Stogdill's handbook of leadership: theory research and managerial
applications 3rd edition. New York: Free Press.
Bass BM. (1994). Transformational Leadership and Team and organizational Decision
Making.Thousand Oaks, CA: Sage.
Bass, B.M. (1985) Leadership and Performance beyond Expectation. New York: Free Press.
Bass, B.M. (1997). Does the transactional transformational leadership paradigm transcend
organizational and national boundaries? American Psychologist, 52(2), pp. 130-139.
Bass, B.M. and Avilio, B.J. (1994).Introducing, Improving Organizational Leadership.New
Jersey: Lawrence Erlbaum Associates.
Bishop, J.W., Goldsby, M.G. and Neck, C.P. (2002).Who goes? Who cares? Who stays? Who
wants to? The role of contingent workers and corporate layoff practices. Journal of
Managerial Psychology, 17(4), pp. 298-315.
Burns JM (1978). Leadership. New York: Harper & Row.
Burton, J.P., Sablynski, C.J. and Sekiguchi, T. (2008).Linking justice, performance, and
citizenship via leader-member exchange.Journal of Business and Psychology, 23(1), pp.
-61.
Cohen, A. (1993) Organizational commitment and turnover: a meta-analysis.Academy of
Management Journal, 36(5), pp. 1140-57.
Corporate Leadership Council, Corporate Executive Board (2004) Driving Performance and
Retention through Employee Engagement: a quantitative analysis of effective engagement
strategies.
DDI (2005). “Employee Engagement: The Key to Realizing Competitive Advantage”. Online.
Available at: http://www.ddiworld.com/resources/library/white-papers-
monographs/employee-engagement
Dvir, T., Eden, D., Avolio, J.B. and Shamir, B. (2002).Impact of transformational leadership on
follower development and performance: a field experiment.The Academy of Management
Journal, 45(4), pp. 735-44.
North South Business Review, Volume 7, Number 2, June 2017 39
Md. Al-Amin
Fitzgerald, S. and Schutte, N.S. (2010).Increasing transformational leadership enhancing
selfefficacy.Journal of Management Development, 29(5). pp. 495-505.
Gallup(2006)
Gallupstudy:engagedemployeesinspirecompanyinnovation:nationalsurveyfindsthatpassionatew
orkersaremostlikelytodrive organizations forward.TheGallupManagementJournal,Online.
Available at:
http://gmj.gallup.com/content/24880/Gallup‐Study‐Engaged‐EmployeesInspire‐Company.aspx
Gallup, 2003, cited in Melcrum (2005), Employee Engagement: How to Build A High
Performance Workforce.
Ghafoor, A., Qureshi, T.M. M., Khan, M.A. and Hijazi, S.T. (2011) Transformational leader
ship, employee engagement and performance: Mediating effect of psychological owner
ship. African Journal of Business Management, 5(17), pp. 7391-7403.
Gichohi, P.K. (2014). The Role of Employee Engagement in Revitalizing Creativity and
Innovation at the Workplace: A Survey of Selected Libraries in Meru County- Kenya.
Library Philosophy and Practice (e-journal).1171.
Goffman, E. (1961) Encounters. Harmondsworth: Penguin University Books.
Griffin, M.A., Parker, S.K. and Mason, C.M. (2010), “Leader vision and the development of
adaptive and proactive performance: a longitudinal study”, Journal of Applied Psychology,
Vol. 95 No. 1, pp. 174-82.
Hartog, D., Muijen, J.J., Koopman, V. (1997). Transactional vs. Transformational leadership:
An analysis of the ML Q. J. Occup. Organ. Psychol., 70, pp. 19-34.
Ipsos Mori (2008), “Employee Relationship Management Employee Engagement” [Online].
Available at:www.ipsos‐mori.com/researchspecialisms/loyalty/youremployees/engagement.
Ipsos MORI (2006) Engaging employees through corporate responsibility.
Ismail A., Halim, F.A., Munna, D.N., Abdullah, A., Shminan, A.S., Muda, A.L. (2009) The
Mediating Effect of Empowerment in the Relationship between Transformational Leader
ship and Service Quality. J. Bus. Manage., 4(4), pp. 3-12.
Judge, T.A. and Piccolo, R.F. (2004).Transformational and Transactional Leadership: A Meta-
Analytic Test ofTheir Relative Validity. Journal of Applied Psychology, 89(5), pp. 755-768.
Kahn, W.A. (1990). Psychological conditions of personal engagement and disengagement at
work.Academy of Management Journal, 33(4), pp. 692-724.
Lee, J. (2005) Effects of leadership and leader-member exchange on commitment.Leadership &
Organization Development Journal, 26(8), pp. 655-72.
Lockwood, N.R. (2006) Talent management: Driver for organizational successes.HRMagazine,
(6), pp. 1-11.
Macey, W.H. and Schneider, B. (2008) Themeaning of employee engagement.Industrial and
Organizational Psychology, 1(1), pp. 3-30.
MacLeod D.,and Clarke N. (2209).Engaging for Success: Enhancing Performance through
Employee Engagement. London: Office of Public Sector Information.
Robinson, R. and Barron, P. (2007) Developing a framework for understanding the impact of
deskilling and standardization on the turnover and attrition of chefs.InternationalJournal of
Hospitality Management, 26, pp. 913-26
North South Business Review, Volume 7, Number 2, June 2017 40
Transformational leadership and employee performance: the mediating effect of employee engagement
Shin, S.J. and Zhou, J. (2003). Transformational leadership, conservation, and creativity:
Evidence from Korea. Academy of Management Journal, 46(6), pp. 703-714.
Towers Perrin (2007/2008) “Closing the Engagement Gap: A Road Map for Driving Superior
Business Performance.”[Online]. Available at:
http://www.towersperrin.com/tp/getwebcachedoc?webc=HRS/USA/2008/200803/GWS_Global
_Report20072008_31208.pdf
Trevor, C.O. (2001) Interactions among actual ease of movement determinants and
jobsatisfaction in the prediction of voluntary turnover.Academy of Management Journal,
(4), pp. 621-38.
Tutuncu, O. and Kozak, M. (2007) An investigation of factors affecting job
satisfaction’,International Journal of Hospitality & Tourism Administration, 8(1), pp. 1-19.
Xu, J. and Thomas, H.C. (2011) How can leaders achieve high employee
engagement?Leadership & Organization Development Journal, 32(4), pp. 399 – 416.
Towers Perrin-ISR (2006) The ISR Employee Engagement Report.
Watson Wyatt (2008-2009) Continuous Engagement: The Key to Unlocking the Value of Your
People During Tough Times, Work Europe Survey.
ABOUT THE AUTHOR
Md. Al-Amin
is a Lecturer at the Department of Management at North South University,
Dhaka, Bangladesh. He completed an MBA from the University of Aberdeen, U.K. Prior to
doing an MBA, he pursued an MSc in HRM from the University of South Wales, U.K.
Following these programs, he was recruited by NSU-SBE to lecture on the BBA courses. He
is currently teaching Human Resource Management and Business Communication. At
present, he is also a Faculty Advisor to the HR Club. His research interests are in employee
engagement, transformational leadership, talent management, and sustainability
Alban-Metcalfe, J. and Alimo-Metcalfe, B. (2008).Development of a private sector version of
the (Engaging) Transformational Leadership Questionnaire.Leadership & Organization
Development Journal, 28(2), pp. 104-21.
Atwater, L.E. and Brett, J.F. (2006).360-degree feedback to leaders.Group and Organization
Management, 31(5), pp. 578-600.
Bass BM (1990). Bass and Stogdill's handbook of leadership: theory research and managerial
applications 3rd edition. New York: Free Press.
Bass BM. (1994). Transformational Leadership and Team and organizational Decision
Making.Thousand Oaks, CA: Sage.
Bass, B.M. (1985) Leadership and Performance beyond Expectation. New York: Free Press.
Bass, B.M. (1997). Does the transactional transformational leadership paradigm transcend
organizational and national boundaries? American Psychologist, 52(2), pp. 130-139.
Bass, B.M. and Avilio, B.J. (1994).Introducing, Improving Organizational Leadership.New
Jersey: Lawrence Erlbaum Associates.
Bishop, J.W., Goldsby, M.G. and Neck, C.P. (2002).Who goes? Who cares? Who stays? Who
wants to? The role of contingent workers and corporate layoff practices. Journal of
Managerial Psychology, 17(4), pp. 298-315.
Burns JM (1978). Leadership. New York: Harper & Row.
Burton, J.P., Sablynski, C.J. and Sekiguchi, T. (2008).Linking justice, performance, and
citizenship via leader-member exchange.Journal of Business and Psychology, 23(1), pp.
-61.
Cohen, A. (1993) Organizational commitment and turnover: a meta-analysis.Academy of
Management Journal, 36(5), pp. 1140-57.
Corporate Leadership Council, Corporate Executive Board (2004) Driving Performance and
Retention through Employee Engagement: a quantitative analysis of effective engagement
strategies.
DDI (2005). “Employee Engagement: The Key to Realizing Competitive Advantage”. Online.
Available at: http://www.ddiworld.com/resources/library/white-papers-
monographs/employee-engagement
Dvir, T., Eden, D., Avolio, J.B. and Shamir, B. (2002).Impact of transformational leadership on
follower development and performance: a field experiment.The Academy of Management
Journal, 45(4), pp. 735-44.
North South Business Review, Volume 7, Number 2, June 2017 39
Md. Al-Amin
Fitzgerald, S. and Schutte, N.S. (2010).Increasing transformational leadership enhancing
selfefficacy.Journal of Management Development, 29(5). pp. 495-505.
Gallup(2006)
Gallupstudy:engagedemployeesinspirecompanyinnovation:nationalsurveyfindsthatpassionatew
orkersaremostlikelytodrive organizations forward.TheGallupManagementJournal,Online.
Available at:
http://gmj.gallup.com/content/24880/Gallup‐Study‐Engaged‐EmployeesInspire‐Company.aspx
Gallup, 2003, cited in Melcrum (2005), Employee Engagement: How to Build A High
Performance Workforce.
Ghafoor, A., Qureshi, T.M. M., Khan, M.A. and Hijazi, S.T. (2011) Transformational leader
ship, employee engagement and performance: Mediating effect of psychological owner
ship. African Journal of Business Management, 5(17), pp. 7391-7403.
Gichohi, P.K. (2014). The Role of Employee Engagement in Revitalizing Creativity and
Innovation at the Workplace: A Survey of Selected Libraries in Meru County- Kenya.
Library Philosophy and Practice (e-journal).1171.
Goffman, E. (1961) Encounters. Harmondsworth: Penguin University Books.
Griffin, M.A., Parker, S.K. and Mason, C.M. (2010), “Leader vision and the development of
adaptive and proactive performance: a longitudinal study”, Journal of Applied Psychology,
Vol. 95 No. 1, pp. 174-82.
Hartog, D., Muijen, J.J., Koopman, V. (1997). Transactional vs. Transformational leadership:
An analysis of the ML Q. J. Occup. Organ. Psychol., 70, pp. 19-34.
Ipsos Mori (2008), “Employee Relationship Management Employee Engagement” [Online].
Available at:www.ipsos‐mori.com/researchspecialisms/loyalty/youremployees/engagement.
Ipsos MORI (2006) Engaging employees through corporate responsibility.
Ismail A., Halim, F.A., Munna, D.N., Abdullah, A., Shminan, A.S., Muda, A.L. (2009) The
Mediating Effect of Empowerment in the Relationship between Transformational Leader
ship and Service Quality. J. Bus. Manage., 4(4), pp. 3-12.
Judge, T.A. and Piccolo, R.F. (2004).Transformational and Transactional Leadership: A Meta-
Analytic Test ofTheir Relative Validity. Journal of Applied Psychology, 89(5), pp. 755-768.
Kahn, W.A. (1990). Psychological conditions of personal engagement and disengagement at
work.Academy of Management Journal, 33(4), pp. 692-724.
Lee, J. (2005) Effects of leadership and leader-member exchange on commitment.Leadership &
Organization Development Journal, 26(8), pp. 655-72.
Lockwood, N.R. (2006) Talent management: Driver for organizational successes.HRMagazine,
(6), pp. 1-11.
Macey, W.H. and Schneider, B. (2008) Themeaning of employee engagement.Industrial and
Organizational Psychology, 1(1), pp. 3-30.
MacLeod D.,and Clarke N. (2209).Engaging for Success: Enhancing Performance through
Employee Engagement. London: Office of Public Sector Information.
Robinson, R. and Barron, P. (2007) Developing a framework for understanding the impact of
deskilling and standardization on the turnover and attrition of chefs.InternationalJournal of
Hospitality Management, 26, pp. 913-26
North South Business Review, Volume 7, Number 2, June 2017 40
Transformational leadership and employee performance: the mediating effect of employee engagement
Shin, S.J. and Zhou, J. (2003). Transformational leadership, conservation, and creativity:
Evidence from Korea. Academy of Management Journal, 46(6), pp. 703-714.
Towers Perrin (2007/2008) “Closing the Engagement Gap: A Road Map for Driving Superior
Business Performance.”[Online]. Available at:
http://www.towersperrin.com/tp/getwebcachedoc?webc=HRS/USA/2008/200803/GWS_Global
_Report20072008_31208.pdf
Trevor, C.O. (2001) Interactions among actual ease of movement determinants and
jobsatisfaction in the prediction of voluntary turnover.Academy of Management Journal,
(4), pp. 621-38.
Tutuncu, O. and Kozak, M. (2007) An investigation of factors affecting job
satisfaction’,International Journal of Hospitality & Tourism Administration, 8(1), pp. 1-19.
Xu, J. and Thomas, H.C. (2011) How can leaders achieve high employee
engagement?Leadership & Organization Development Journal, 32(4), pp. 399 – 416.
Towers Perrin-ISR (2006) The ISR Employee Engagement Report.
Watson Wyatt (2008-2009) Continuous Engagement: The Key to Unlocking the Value of Your
People During Tough Times, Work Europe Survey.
ABOUT THE AUTHOR
Md. Al-Amin
is a Lecturer at the Department of Management at North South University,
Dhaka, Bangladesh. He completed an MBA from the University of Aberdeen, U.K. Prior to
doing an MBA, he pursued an MSc in HRM from the University of South Wales, U.K.
Following these programs, he was recruited by NSU-SBE to lecture on the BBA courses. He
is currently teaching Human Resource Management and Business Communication. At
present, he is also a Faculty Advisor to the HR Club. His research interests are in employee
engagement, transformational leadership, talent management, and sustainability
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DOI: https://doi.org/10.29103/j-mind.v5i2.3433
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