Leader's Openness and Tolerance of Ambiguity as Mediator in the Relationship Between Leader's Intellectual Humility and Employee's Job Satisfaction

Abstract

Amidst intense competition, companies must maintain innovation and service excellence to the public. Employee job satisfaction plays a crucial role in enhancing innovation and company performance. This study aims to analyze the role of leader openness and tolerance of ambiguity as mediators in the relationship between leader intellectual humility and employee job satisfaction. Using a quantitative approach, data were collected through surveys of employees and leaders at PT Jaya Prima Express, a logistics company in Medan City. The research variables include intellectual humility as an independent variable, openness and tolerance of ambiguity as mediator variables, and job satisfaction as a dependent variable. Results from the GLM Mediation Analysis indicate that leader intellectual humility does not have a significant positive effect on employee job satisfaction. However, leader openness and tolerance of ambiguity were found to mediate the relationship, suggesting that these leadership traits foster a more inclusive and adaptive work environment. These findings provide theoretical contributions to leadership literature and practical benefits for organizations seeking to improve employee job satisfaction through leadership styles that support innovation and adaptability to change.