ABSTRACT

The credibility of higher education institutions hinges upon certain dynamic factors among which leadership has widely been considered and validated as the most critical in all respects. Similarly, leadership styles have been measured as the potential and significant predictor for various organizational outcomes. Among all, transformational and transactional leadership styles have been measured as important traits for employees’ performance. Likewise, the employees’ performance is considered as the dynamic factor that is solely responsible either for failure or success of organizations including higher education institutions (HEIs). Also, the organizational justice is vital in determining the employees’ perceptions about fairness in the institutions. The study out to examine the mediation effect of organizational justice between leadership styles (transformational and transactional) and employees’ performance using data from teaching faculty in HEIs by using the quantitative techniques. The results show that organizational justice is a mediator between transformational leadershhip and employees’ performance as the results confirmed the partial mediation and the same is evident between transactional leadership and employees’ performance. The study results are expected to be helpful as eye openers concerning the management of higher institutions and future researchers.

摘要

高等教育机构的信誉取决于某些动态因素，其中，领导力在各个方面都被广泛认为和确认为最关键的因素。同样，领导风格已被衡量为各种组织成果的潜在和重要预测指标。其中，变革型和交易型领导风格已被衡量为员工绩效的重要特征。同样，员工的绩效也被认为是对包括高等教育机构（HEIs）在内的组织的失败或成功负全部责任的动态因素。同样，组织公正对于确定员工对机构公平的看法至关重要。该研究使用定量技术，利用高校教学人员的数据，研究了领导者风格（变革性和交易性）与员工绩效之间的组织公正中介作用。结果表明，组织公正是变革型领导与员工绩效之间的中介者，因为该结果证实了部分中介作用，而交易型领导与员工绩效之间的关系也很明显。预期该研究结果将有助于高等院校和未来研究人员的管理大开眼界。结果表明，组织公正是变革型领导与员工绩效之间的中介者，因为该结果证实了部分中介作用，而交易型领导与员工绩效之间的关系也很明显。预期该研究结果将有助于高等院校和未来研究人员的管理大开眼界。结果表明，组织公正是变革型领导与员工绩效之间的中介者，因为该结果证实了部分中介作用，而交易型领导与员工绩效之间的关系也很明显。预期该研究结果将有助于高等院校和未来研究人员的管理大开眼界。