Determinant of job satisfaction and organizational commitment among employees of a publicly funded university

Apparently, the need to expand the frontiers of internalization of universities has influence concerns about job satisfaction and commitment of staff members while the university system. Thus, there is a continuous debate in existing literature about the potential connection between leadership styles, job satisfaction and organizational commitment which this current study aimed to resolve. The study which employed multisampling procedure, randomly sampled 226 (Male = 46%; Female = 54%) staff members of a publicly funded university in Namibia who responded to the paper-pencil question which was used for data collection. A test-retest reliability of the questionnaire yielded a Cronbach alpha of 0.72. Data gathered through the questionnaire were coded in SPSS version 26 package and further analyzed using both descriptive and inferential statistics. Findings revealed a positively significant relationship exists between transactional leadership style and job satisfaction among the university employees (r = 0.192; p < 0.05) and a significant relationship between laissez-faire leadership style and organizational commitment (r = 0.180; p < 0.05). While all the three leadership styles collectively influence job satisfaction and organizational commitment, a significant contribution of transactional leadership style on job satisfaction and positively significant contribution of laissez-faire leadership on organizational commitments was observed. The study therefore concluded that transactional leadership favors job satisfaction while laissez-faire leadership style informs commitment of university employees. In view of the forgoing, practical recommendations were given.