Examining the Mediating Roles of Affective and Normative Commitment in the Relationship between Transformational Leadership Practices and Turnover Intention of Government Employees

2016 ◽  
Vol 41 (3) ◽  
pp. 203-215 ◽  
Author(s):  
Michele Campbell Ennis ◽  
Tao Gong ◽  
Afokoghene Z. Okpozo
Keyword(s):  
Transformational Leadership ◽  
Turnover Intention ◽  
Leadership Practices ◽  
Normative Commitment ◽  
Government Employees ◽  
The Relationship

scholarly journals Transformational leadership and employee outcomes: the mediating role of psychological empowerment

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Saira Saira ◽  
Sadia Mansoor ◽  
Muhammad Ali
Keyword(s):  
Transformational Leadership ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Turnover Intention ◽  
Psychological Empowerment ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
Employee Outcomes ◽  
Content Type ◽  
The Relationship

PurposeThe purpose of this study is to empirically test the mediating effect of psychological empowerment in the relationship between transformational leadership and two employee outcomes: organizational citizenship behavior and turnover intention.Design/methodology/approachThe data were collected from 316 employees working in the textile industry to empirically test the proposed model.FindingsThe findings of this study indicate that psychological empowerment mediates the relationship between transformational leadership and both employee outcomes of organizational citizenship behavior and turnover intention.Research limitations/implicationsThis study suggests that organizations aiming to minimize turnover intention among employees should develop a transformational leadership style at the managerial level to enhance psychological empowerment among employees, which, in turn, will also improve organizational citizenship behavior.Originality/valueThis study proposes and tests the indirect effect of transformational leadership on organizational citizenship behavior and turnover intention via psychological empowerment.

Effects of work passion on turnover intention for Chinese government employees: The dualistic model of passion perspective

2018 ◽  
Vol 26 (4) ◽  
pp. 502-518 ◽  
Author(s):  
Zhenxing Gong ◽  
Ying Zhang ◽  
Jinfeng Ma ◽  
Yao Liu ◽  
Yujia Zhao
Keyword(s):  
Turnover Intention ◽  
Well Being ◽  
Chinese Government ◽  
Career Adaptability ◽  
Subjective Well Being ◽  
Government Employees ◽  
Harmonious Passion ◽  
Obsessive Passion ◽  
The Relationship ◽  
Work Passion

AbstractTurnover intention is a negative outcome for an organization. The purpose of this article is to examine the relationships among work passion, subjective well-being, career adaptability, and turnover intention for Chinese government employees. The article consists of an empirical study with a sample of 472 government employees in Shandong Province, China. Participants completed a series of questionnaires in three waves. The results indicate that harmonious passion is negatively related to turnover intention and that obsessive passion is positively related to turnover intention. Additionally, the relationship between harmonious/obsessive passion and turnover is mediated by subjective well-being, and career adaptability moderates the relationship between harmonious/obsessive passion and subjective well-being. Implications are discussed.

scholarly journals The Influence of Transformational School Leadership on Teacher Efficacy in Malaysian Secondary School Teachers

2015 ◽  
Vol 3 (2) ◽  
pp. 73 ◽  
Author(s):  
Teh Pei Ling ◽  
Zaidatol Akmaliah Lope Pihie ◽  
Soaib Asimirin ◽  
Foo Say Fooi
Keyword(s):  
Transformational Leadership ◽  
Teacher Efficacy ◽  
Secondary School ◽  
School Leadership ◽  
Significant Relationship ◽  
Leadership Practices ◽  
Secondary School Teachers ◽  
School Teachers ◽  
School Leadership Practices ◽  
The Relationship

This study provides an insight of the relationship between principals’ transformational school leadership practices and teacher efficacy among Malaysian secondary school teachers. Data was gathered from teachers of secondary schools in the central region of Peninsular Malaysia. The self-administered questionnaires, totalling 160 copies were distributed to the respondents. Valid samples stood at 137 teachers, resulting in a response rate of 85.6 percent. The data was analysed using descriptive, correlation and multiple regression analyses to evaluate the relationship between transformational leadership practices and teacher efficacy. The analysis revealed a significant relationship between the dimensions in transformational school leadership and teacher efficacy. The findings concur with the studies done by Leithwood (1994) that there is a significant relationship between the dimensions of transformational school leadership practices and teacher efficacy. These findings are also in line with past research (Kristine & Hipp, 1997; Peagler, 2004; Ross, J. A, Gray, 2006) that the said transformational leadership contributes toward teachers’ self-efficacy. Therefore, this study strengthens the findings by engaging in similar relationship.

Servant Leadership and Commitment: Role of Transformational Leadership

2015 ◽  
Vol 3 (1) ◽  
Author(s):  
Abirami Muthia ◽  
Venkat R. Krishnan
Keyword(s):  
Transformational Leadership ◽  
Servant Leadership ◽  
Leadership Styles ◽  
Practical Implication ◽  
Normative Commitment ◽  
The Relationship ◽  
Moderating Role

Leadership styles have been found to impact followers affective and normative commitment. The purpose of this study is to analyze the mediating and moderating role of transformational leadership in the relationship between servant leadership and followers affective and normative commitment. Data were collected from 105 employees (49 male, 56 female) of various IT firms located in India. The respondents were asked to rate their supervisors servant leadership and transformational leadership, and their own affective and normative commitment. Results show that transformational leadership fully mediated the relationship between servant leadership and followers affective and normative commitment. We also found that servant leadership enhances followers affective and normative commitment only when transformational leadership is low. A practical implication of the study is that displaying characteristics of servant leadership would be a good start for any leader-follower relationship and for making it more transformational. Once the leader is seen as highly transformational, servant leadership may not enhance followers affective and normative commitment after that. This study adds to the existing literature by checking for both moderation and mediation by transformational leadership in the relationship between servant leadership and followers affective and normative commitment.

scholarly journals The Relationship between Transformational Leadership, Organizational Commitment, Work Stress, and Turnover Intentions of Nurse at Private Hospital in Indonesia

2020 ◽  
Vol 8 (E) ◽  
pp. 551-557
Author(s):  
Rindu Rindu ◽  
Syukri Lukman ◽  
Hardisman Hardisman ◽  
Muhammad Hafizurrachman ◽  
Adang Bachtiar
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Work Stress ◽  
Turnover Intention ◽  
Private Hospital ◽  
Turnover Intentions ◽  
Negative Influence ◽  
Positive Influence ◽  
Nurse Turnover ◽  
The Relationship

AIM: This study aimed to examine the relationship between transformational leadership, organizational commitment, work stress, and turnover intentions of Nurse at Private Hospital in Indonesia. METHODS: A quantitative cross-sectional research design was adopted, consist of 97 Nurses. This study used a Confirmatory Factor Analysis, Structural Equation Modeling using PLS-SEM approach to analyze the data. RESULTS: The results showed that there is a positive influence on transformational leadership on organizational commitment. The better transformational leadership, the higher the organizational commitment of nurses. There is a negative influence on transformational leadership on work stress. The better transformational leadership, the lower the work stress of nurses. There is a negative influence on organizational commitment to turnover intentions. The higher the nurse’s organizational commitment, the lower the nurse turnover intention. There is a positive influence on work stress to turnover intentions. The higher the nurse’s work stress, the higher the the nurse turnover intention. Another outcome discovered was that indirect influence of leadership through commitment and work stress is greater than direct influence, transformational leadership directly influenced organization commitment, and work stress but was not significantly related to turnover intentions. CONCLUSION: Researcher suggests that leadership roles in building commitment and helping to manage the work stress of nurses are needed.

scholarly journals Impact of Transformational Leadership on Job Satisfaction & Turnover Intention, Moderating Role of Organizational Culture: A Study of Banking Sector in Pakistan.

2015 ◽  
Vol 03 (01) ◽  
pp. 01-07
Author(s):  
Nazia Parveen ◽  
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Organizational Culture ◽  
Leadership Style ◽  
Organizational Citizenship Behavior ◽  
Turnover Intention ◽  
Banking Sector ◽  
Citizenship Behavior ◽  
The Impact ◽  
The Relationship

The aim of this study was to find out the impact of Transformational Leadership Style on job satisfaction and turn over intention moderated by organizational culture in the banking sector of Pakistan. Data was collected from 135 working employees of two foreign and seven local banks of Pakistan. Results indicated that transformational leadership had a positive and significant impact on job satisfaction, while turnover intention was not directly affected by transformational leadership. Results also indicated that organizational culture did not moderate the relationship between transformational leadership and job satisfaction, but the combined effect of transformational leadership and existing organizational culture reduce the turnover intention of employees in the banking sector of Pakistan.and organizational citizenship behavior, and doesn’t moderate the relationship between PCB-Affective Commitment and PCB- Job Satisfaction.

scholarly journals Immediate Supervisors’ Leadership Behaviour and Employees’ Organizational Commitment: Do Pay and Promotion Mediate the Nexus?

2016 ◽  
Vol 6 (8) ◽  
pp. 61
Author(s):  
Emmanuel Yaw Ampofo
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Leadership Style ◽  
Affective Commitment ◽  
Motivational Factors ◽  
Mediating Effect ◽  
Normative Commitment ◽  
Continuance Commitment ◽  
Transformational Leadership Style ◽  
The Relationship

<!--[if gte mso 9]><xml> <o:OfficeDocumentSettings> <o:RelyOnVML/> <o:AllowPNG/> </o:OfficeDocumentSettings> </xml><![endif]--><p>This study examines the mediating effect of motivational factors of pay and promotion on transformational leadership and organizational commitment relationship in Unilever Ghana using a quantitative, non-experimental, cross-sectional and analytical survey design study. The results of the study revealed significant positive relationship between transformational leadership style and affective commitment, continuance commitment, and normative commitment. However, the results of the study revealed no significant mediation of pay in the relationship between transformational leadership style and affective commitment, continuance commitment, and normative commitment. Additionally, no significant mediation of promotion was found in the relationship between transformational leadership and affective commitment, transformational leadership and continuance commitment, and transformational leadership and normative commitment. Managers’ adoption of transformational leadership behavior as a key strategy to get employees committed to the organizations will be of great significance because motivational factors such as pay and promotion do not mediate the transformational leadership and organizational commitment relationship. This is a maiden empirical research in Ghana where motivational factors are used as mediators in transformational leadership and organizational commitment relationship.</p>

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