Abstract:
The purpose of this research is to investigate the impact of dual leadership on work attitudes, while also considering the moderating role of social capital and self-efficacy. The research method is descriptive-correlational. 1520 employees of the Infrastructure Communications Company constituted the statistical population of the research, from whom a random sample of 307 people was selected. Research data was collected using a standard questionnaire tool. The collected data was analyzed using structural equation modeling and AMOS software. The results of the research showed that dual leadership has a positive impact on job satisfaction and emotional commitment as important work attitudes. Furthermore, the findings indicated that social capital and self-efficacy play a positive moderating role in the aforementioned relationship. Therefore, dual leadership behaviors will have a greater positive impact on employees' work attitudes when employees possess social capital and a sense of self-efficacy.
Machine summary:
The results of the study showed that ambidextrous leadership has a positive effect on job satisfaction and emotional commitment as important work attitudes.
Therefore, ambidextrous leadership behaviors will have a greater positive impact on employees’ work attitudes when employees possess social capital and a sense of self-efficacy.
Social capital and self-efficacy are the most important psychological and sociological variables that can influence work attitudes (Urban, 2015; Taylor & Jones, 2012).
In other words, the present research seeks to answer the main question of how ambidextrous leadership with its specific characteristics affects the work attitudes of employees, and whether the level of social capital and self-efficacy of employees can play a moderating role in the aforementioned relationship.
001 Confirmed Conclusion The present study examined how transformational leadership influences work attitudes, considering the role of employees’ social capital and self-efficacy.
The research results showed that transformational leadership can have a positive impact on job satisfaction and organizational commitment, as important work attitudes of employees.
Theoretically, the present study can be considered as an extension of the transformational leadership model and an explanation of the moderating mechanisms of social capital and self-efficacy for increasing job satisfaction and emotional commitment of employees.
Furthermore, managers and leaders of organizations, in addition to demonstrating transformational leadership behaviors and emphasizing appropriate and relevant exploratory and exploitative behaviors and actions, should also strive to improve employees’ sense of self-efficacy and increase their level of social capital so that the synergistic effects of these actions lead to the promotion of positive work attitudes in employees.
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