7.4 Model
Model 2 (Figure 7 - 6 ) builds upon Model 1 by introducing Work Meaning (ME) as
mediator variable between Motivational Leadership (ML) and Job Performance
(JP). Work Meaning is an endogenous variable (being a dependent of ML) that
has a dual role insofar as it is also a predictor of JP. In structural models, dual-
role mediator variables such as ME are hypothesised to “transmit some of the
causal effects of prior variables onto subsequent variables” (Kline 2005: 68).
Following the estimation and testing of the structural model, any such mediation
effect will be tested rigorously to establish (a) whether or not it is observed in the
model and, if it is observed, whether the mediation effect is full or partial.
In addition to H 1 and H 2 , Model 2 tests hypotheses H 3 and H 4 which are articulated
as follows:
H 3 (ML→ME): as employees experience greater levels of Motivational Leadership
they will also experience greater levels of Work Meaning
H 4 (ME→JP): as employees experience greater levels of Work Meaning they will
also experience greater levels of Job Performance
Figure 7-6 Structural specification for Model
Work Meaning is introduced into the model building process independently of the
other two Employee Attitude factors (Job Satisfaction and Affective Organisational
Commitment) because of its core theoretical role in the research. Specifically,
Work Meaning is posited in the transformational leadership literature as a key
outcome of motivational leadership; accordingly, it was deemed important that its
relationships with Motivational Leadership and Job Performance are evaluated in
the absence of the potentially confounding related attitudinal variables, Job
Satisfaction and Affective Organisational Commitment.