Abstract:
Employee job satisfaction is a critical aspect because it affects work-related behaviors
such as efficiency, absenteeism and turnover. Although previous studies have focused
on assessing the relationship between charismatic leadership and job satisfaction,
there are reasons to believe that organizational culture could mediate this relationship.
The purpose of this study was to investigate the mediating effect of organizational
culture on the relationship between charismatic leadership style and job satisfaction in
national schools in Kenya. The study was hinged on three theories, Charismatic
leadership theory, Organizational culture and effectiveness theory and Equity theory.
The study adopted explanatory survey research design and targeted the 8,160 teachers
in all the 94 national secondary schools in Kenya. In terms of time horizon, the study
used cross sectional system. A sample of 367 teachers was selected using
proportionate and systematic sampling systems. Primary data was collected using
closed-ended questionnaires using drop off and pick up method. The data was then
analyzed using both descriptive and inferential statistics. Linear and hierarchical
regression models were used to test the study hypotheses. Out of the 367
questionnaires issued, 318 were returned for analysis giving a return rate of 87%. The
study found that charismatic leadership (β = .527, p<.05), humanistic orientation (β
= .539, p<.05) and achievement orientation (β = .449, p<.05) all have a positive and
significant relationship on job satisfaction. Further, humanistic and achievement
orientations partially mediate the relationship between charismatic leadership and job
satisfaction. It is recommended that policy makers design policies that ensure that
employees are treated as human capital and be involved in setting of goals and targets
of their organizations. Further, institutionalized programmes should be established so
that those not blessed with natural charisma can developed. A lso, deliberate efforts
should be made by school administrators to create and sustain humanistic and
achievement cultures in their institutions. The study suggests that future studies could
adopt a longitudinal study design since it could provide more insight on how
employees feel about their jobs, their organizational culture and the leadership style of
their leader over a period of time. In conclusion, the results of this study extend the
existing literature by providing empirical evidence that organizational culture
mediates the relationship between charismatic leadership and job satisfaction in the
education sector in Kenya.
