Transformational leadership, job satisfaction and intention to quit: a sequential mediation model of meaning in work and work engagement 6

ABSTRACT: This study to determine the indirect impact of transformational leadership on two job related outcomes: general job satisfaction and intention to quit, by integrating sequential mediating mnechanisms of employees perception toward the job (i.e., the experience of meaningful work) and employees perceptions toward own self (i.E. employee engagement)as underlying mechanisms to understand transformational leadership impact in the Australian context. The proposed model was tested using a heterogenous sample of employees working in various Australian sectors. The study sample consisted of 530 full-time employees working in Australia. This was done by applying structural equation modelling and MEDTHREE technique. The results of structural equation modelling and MEDTHREE analyses imply that transformational leadership influecences both job satisfaction and intention to quit directly, as well as directly. Further results of sequential mediationanalysis revealed that meaningful work and employee engasement carry a reasonable amount of mediational effect between transformationalleadership and related outcomes with a higher percentage for meaningful work. Future research could develop the model by clarifying whether other possible variables influence the relationship between transformation leadership meaningful work, and employee engagem,ent. Moreover, a comparative cross-cultural study is needed. Finally, future research could test the direct effect of the four dimensionsof transmational leadership using MLQ on the three attributes of employee engagement. Implication and limitations of research are discussed in the study. 56

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