FAMILY-FRIENDLY PROGRAMS, ORGANIZATIONAL COMMITMENT, AND WORK WITHDRAWAL: THE MODERATING ROLE OF TRANSFORMATIONAL LEADERSHIP

The basic of the current studywas to discover the influence of transformational leadership on organizational commitment,distributive justice, and employee empowerment as moderate variables in the Islamic banking company of DistrictSwat, KP-Pakistan.Adopted questionnaires were used to have five pointsLikert scalesand containing 24 items. 18 samples were taken with Random Sampling Techniquesfrom the Islamic bank's sector.A total of 305 questionnaires were distributedamong employees and the feedback rate was 80 % which 245questionnaires received.Data analysis used multiple linear regression. The study found thatorganizational commitment is positively and significantly affect empowerment. Distributive justice has a positive influence on organization commitment but not significant. There was also found that the leadership of transformational influences organization commitment positively and significantly.The variance of transformational leadership and organizational commitments were 16% which indicates a weaksignificant influence.

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THE EFFECT OF TRANSFORMATIONAL LEADERSHIP STYLE ON EMPLOYEE COMMITMENT: THE MODERATING ROLE OF LEADER’S EMOTIONAL INTELLIGENCE

Social Values and Society ◽

10.26480/svs.01.2021.15.28 ◽

2020 ◽

Vol 3 (1) ◽

pp. 15-28

Author(s):

Appiah Mavis Fosuaa ◽

Ampofo Isaac Atta Junior

Keyword(s):

Emotional Intelligence ◽

Transformational Leadership ◽

Organizational Commitment ◽

Leadership Style ◽

Organizational Goals ◽

Personal Resource ◽

Transformational Leadership Style ◽

The Relationship ◽

Moderating Role

The purpose of the current study was to examine the moderating role of emotional intelligence on the relationship between transformational leadership and organisational commitment. Previous research has shown that transformational leadership is related to organizational commitment. However, little attention has been paid to the possible moderators of this relationship. Therefore, this study aimed to bridge the gap in current literature by investigating how the relationship between transformational leadership and organizational commitment might change as a function of a personal resource (emotional intelligence). It was hypothesized that the positive relationship between transformational leadership and organizational commitment would be stronger for employees with high emotional intelligence than for those with low emotional intelligence. A total of 250 pupil teachers from various different basic schools in the Ho Municipality participated in the survey. The data was analyzed using SPSS version 23. Consistent with the literature, transformational leadership had strong positive relationships with organizational commitment. However, emotional intelligence did not moderate the relationship. It is suggested that basic school heads and teachers should be trained to adopt the transformational leadership style. It was also recommended that leaders in these basic schools should educate and train their employees on the importance of organizational commitment and the role emotional intelligence plays in achieving organizational goals.

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