Abstract:
Purpose: The main purpose of this study was to investigate the moderating effect of transformational leadership on job stress and job satisfaction during the COVID-19 pandemic, on employees working in the middle east region since very few research has been developed under these circumstances. The study included findings on the relationship between job stress and job satisfaction as well before transformational leadership was introduced as a mediator. Employees working in different sectors around the middle east were chosen as a sample of the study.
Design/methodology/approach: Quantitative analysis was developed in this study where surveys were distributed and collected. The sample of this study included employees from managerial and non-managerial positions working in different sectors in the middle east. The data obtained from 336 participants were analyzed using SPSS program and the hypothetical model was tested using structural equation modeling through Onyx.
Findings: The findings of the study developed by the researcher supported the hypotheses where there was a negative relationship between job stress and job satisfaction (H1). The researcher found a positive relationship between transformational leadership and job satisfaction. In addition, there was a negative correlation between transformational leadership and job stress. The results show that H2 was also supported where transformational leadership partially moderates the relationship between job stress and job satisfaction.
Originality/value: This research highlights the significant role that transformational leadership has on the occupational stress and the level of job satisfaction among employees. It provides the readers with insight on the relationships between the three variables as well as the impact that transformational leadership has on job stress and job satisfaction. This paper was developed during the COVID-19 crisis and the data was collected during the outbreak, which provides the study with new and valuable perception on the conditions of employees. Limited research has been conducted covering employees working in the middle east region and using those three variables during the pandemic, which also gives this paper an added value to literature.
