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This study aimed to determine the level of transformational leadership style, employee job satisfaction, and organizational commitment in pesantren (Islamic boarding school) and assess the role of job satisfaction as a mediator in the relationship between transformational leadership style and organizational commitment. The study used the quantitative method by surveying 556 educators from each Darunnajah Islamic boarding school branch in Indonesia. Information examination utilized numerous relapse investigation to test the inquire about theory and progressive relapse examination to test the intervention speculation. The study found that transformational authority, representative work fulfillment, and organizational commitment at Islamic boarding schools were more than direct. In expansion, representative work fulfillment can intercede between transformational authority and organizational commitment. [ABSTRACT FROM AUTHOR]

This study was conducted to determine the Organizational Citizenship Behavior (OCB) of correctional officers at the Super Maximum-Security Prison in Indonesia which is influenced by Transformational Leadership (TL) either directly or indirectly through Affective Organizational Commitment (AOC), Job Satisfaction (JS) and Job Self-Efficacy (JSE). This research was conducted on 224 prison officers as a sample size. Data was collected by means of a questionnaire distributed via Google Form. Robustness was built in two stages; the first stage was through a try out of research instruments and the second stage was through data collection which was done with the time lagged method. Furthermore, the data were analyzed using Structural Equation Modeling (SEM) with the help of AMOS 24 software. The results of this study indicate that triple mediation consisting of AOC, JS and JSE fully mediates the effect of TL on OCB. The novelty of this research lies in the role of triple mediation as the focuses of the study. Furthermore, the triple mediation has been proven to fully mediate the effect of TL on OCB thus may serve as empirical evidence that contribute to theoretical and practical developments in the fields of Human Resource Management and Organizational Behavior. [ABSTRACT FROM AUTHOR]

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