Transformational Leadership and Organizational Commitment: The Mediating Role of Job Characteristics

2014 ◽  
Vol 25 (3) ◽  
pp. 321-347 ◽  
Author(s):  
Nicolas Gillet ◽  
Christian Vandenberghe
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Job Characteristics ◽  
Mediating Role

scholarly journals The Impact of Transformational Leadership and Peceived Organizational Support on Organizational Commitment: The Mediating Role of Employee Engagement

2019 ◽  
Vol 1 (4) ◽  
Author(s):  
KHANSA PUTRI SYADINA ◽  
RATNO PURNOMO ◽  
ADE IRMA ANGGRAENI
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Employee Engagement ◽  
Organizational Support ◽  
Mediating Role ◽  
Permanent Employees ◽  
Sense Of Satisfaction ◽  
The Impact ◽  
The Relationship

This study aims to determine the influence of transfromational leadership, perceivedorganizational support, and employee engagement of organizational commitment. Thesurvey was conducted at Inspectorate Bekasi. There were 57 respondents selected throughpurposive sampling method. Respondents are permanent employees in the organizationand work for a minimum of five years. Based on the results of research by using multipleregression, and causal step mediation method, it can be conclude : (1) transformationalleadership has a positive affects to employee engagement, (2) perceived organizationalsupport has no positive affects to employee engagement, (3) transformational leadershiphas a positive affects to organizational commitment, (4) perceived organizationalcommitment has a positive affects to organizational commitment, (5) employee engagementhas a positive affects to organizational commitment, (6) employee engagement mediatesthe relationship between transformational leadership towards organizational commitment,and (7) employee engagement doesn’t mediates the relationship between perceivedorganizational support towards organizational commitment. The implication of this researchis if an organization has employees who instill a sense of employee engagement whoalways proud, enthusiasm of their work, and time feels fast at work will greatly affectorganizational commitment. Then, if having a transformational leader that directs themission to the organization, has a purpose, and expressed a sense of satisfaction inemployees will be able to increase the sense of employee engagement and organizationalcommitment. In addition, organizations that concerning of employees welfare, pride inemployees achievement, and appreciate the contribution of employees can also increaseorganizational commitment in Inspectorate Bekasi

The link between transformational leadership and work-related performance: moderated-mediating roles of meaningfulness and job characteristics

2020 ◽  
Vol 41 (4) ◽  
pp. 519-533 ◽  
Author(s):  
Seung-Hyun Han ◽  
Eunjung Grace Oh ◽  
Sung “Pil” Kang
Keyword(s):  
Transformational Leadership ◽  
Job Performance ◽  
Process Analysis ◽  
Job Characteristics ◽  
Psychological State ◽  
Task Orientation ◽  
Content Type ◽  
Mediating Role ◽  
Job Meaningfulness

PurposeBased on the job characteristics theory (Oldham and Hackman, 2010), the authors highlighted the mediating role of job meaningfulness as a critical psychological state. Employees' positive perception of job meaningfulness could maximize organizational positive outcomes based on task orientation and trustful relationship-based satisfying behaviors. The purpose of this paper is to examine the structural relations among transformational leadership, job characteristics, job meaningfulness and task-related job performance. The conceptual model of this paper is developed based on the theoretical foundations for assessing mediating and moderating path relations among the exogenous and endogenous variables.Design/methodology/approachBased on the research questions with literature review, the research framework was developed to show the moderated mediating mechanism of the link between transformational leadership and in-role performance. Data analyses for hypothesis testing were conducted by Hayes' PROCESS macro-based hierarchical regression.FindingsUnderstanding how organizations can optimally design a job based on job characteristics and helping employees maintain psychological states having meaningfulness and responsibility for outcomes are critical. This paper calls attention to how job characteristics and an individual's meaningfulness of work embedded in a given job play a role in influencing job performance.Originality/valueThis study provides a snapshot for examining the job characteristic model on the link between leadership and job performance. By using process analysis (Hayes, 2013), this study examined the moderating role of job characteristics and mediating role of meaningfulness at work in the link of leadership–performance.

How Can Leaders Make Their Followers to Commit to the Organization? The Importance of Influence Tactics

2019 ◽  
Vol 20 (6) ◽  
pp. 1462-1474 ◽  
Author(s):  
Shakti Chaturvedi ◽  
Irfan A. Rizvi ◽  
Enias Thomas Pasipanodya
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Positive Relationship ◽  
Influence Tactics ◽  
Transformational Leaders ◽  
Affective Organizational Commitment ◽  
Iron And Steel ◽  
Mediating Role ◽  
The Relationship

Transformational leaders have the potential to influence their followers to work beyond their normal capacities at the workplace and show resolute loyalty towards the organizational objectives. Although numerous studies have explored the relationship between transformational leadership and employee’s affective organizational commitment, what causes or mediates this relationship is yet to be explored. Therefore, the present study intends to explore the mediating role of influence tactics in explaining the relationship between transformational leadership and the follower’s organizational commitment. This study was conducted using reliable and validated instruments for data collection on a sample of 352 professionals working in various iron and steel firms across Chhattisgarh in India. The collected data were analyzed using SPSS 18. The analysis reveals transformational leadership having a significant positive relationship with follower’s affective organizational commitment. The findings of this study also reported that the two influence tactics (rationality and inspirational appeal) partially mediates the relationship between transformational leadership and affective organizational commitment.

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