Creator
100 ผู้แต่ง(บุคคล) Guangzi Qi
Title
245 ชื่อเรื่อง Transformational Leadership, Job Satisfaction, Organizational Culture and Organizational Commitment in Medical Universities in Guangxi China
Contributor
700 ผู้แต่งร่วม (บุคคล) Li Li
Publication Information
 
ข้อมูลชุดที่ 1
 
260 สำนักพิมพ์ University of the Thai Chamber of Commerce
260 ปีที่พิมพ์ 2025
773 ชื่อวารสาร Journal of Family Business and Management Studies
773 ปีที่(Vol.) 17
773 ฉบับที่ (No.) 1
773 หน้าที่ (Page no.) 137-156
Keywords
650 หัวเรื่อง Transformational leadership
650 หัวเรื่อง Job satisfaction
650 หัวเรื่อง Organizational culture
650 หัวเรื่อง Organizational commitment
650 หัวเรื่อง SEM
URL Digital File
505 Uniform Resource Identifier https://www.fbmsjournal.com/wp-content/uploads/2025/01/07_User-72_Transformational-Leadership-Job-Satisfaction-Organizational-Culture-and-Organizational-Commitment.pdf
URL Website
856 Link text www.fbmsjournal.com
Website title
856 Name of location of host fbmsjournal
ISSN
022 International Standard Serial Number 2821-9643(online)
abstract
520 สาระสังเขป This paper studies the relationships among transformational leadership, job satisfaction, organizational culture, and organizational commitment. The survey data of a sample of 413 teaching faculties from medical universities in Guangxi, China is analyzed by using the structural equation model (SEM). The results show that the transformational leadership of middle-level administrators from the medical universities in Guangxi has a significant positive effect on teachers' job satisfaction and university organizational culture, but has no significant positive effect on teachers'organizational commitment. It is also found that both teachers’ job satisfaction and university organizational culture have a mediating role on the relationship between transformational leadership and organizational commitment. The research results suggest that middle-level administrators should improve their transformational leadership to improve teaching faculties’ job satisfaction and eventually the organizational commitment.