The mediating role of organizational communication, organizational trust and organizational commitment in the effect of transformational and transactional leadership on employee satisfaction

In this study, the effect of transformational and transactional leadership behaviors on employee satisfaction and the mediating role of organizational communication, organizational trust and organizational commitment perceptions in this effect were examined. In this context, first of all, the conceptual and theoretical framework on transformational and transactional leadership, employee satisfaction, organizational communication, organizational trust and organizational commitment was established and the hypotheses of the study were presented accordingly. Then, the research method related to the survey application carried out within the scope of the study and the findings and results obtained as a result of the analyzes applied are included. The sample of the study consists of a total of 900 people, including 460 education employees from Yozgat Bozok University and 440 healthcare professionals from Yozgat Bozok University Training and Research Hospital. Likert-type scales were used in the questionnaire form, and structural equation modeling (SEM) was preferred to verify the research model. SPSS 22.00 and AMOS 24.00 programs were used to analyze the data obtained from the study. According to the findings, it was determined that organizational trust and organizational commitment had a partial mediating role in the effect of transformational and transactional leadership on employee satisfaction in healthcare professionals. In education employees, it was determined that organizational trust and organizational commitment had a partial mediating role in the effect of transformational leadership on employee satisfaction, while organizational trust and organizational commitment had a full mediating role in the effect of transactional leadership on employee satisfaction. It was determined that organizational communication did not significantly affect employee satisfaction, so no mediation effect was found.