scholarly journals Moderated Mediation Between Transformational Leadership and Organizational Commitment: The Role of Procedural Justice and Career Growth Opportunities

SAGE Open ◽  
2020 ◽  
Vol 10 (2) ◽  
pp. 215824402093333
Author(s):  
Muhammad Sajjad Bashir ◽  
Sajid Haider ◽  
Muhammad Ali Asadullah ◽  
Munir Ahmed ◽  
Muhammad Sajjad
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Procedural Justice ◽  
Moderated Mediation ◽  
Future Research ◽  
Mediation Process ◽  
Growth Opportunities ◽  
Moderated Mediation Model ◽  
Career Growth ◽  
Psychology Literature

This study examined a moderated mediation model to explain how the indirect effect of transformational leadership (TL) on employees’ organizational commitment (OC) via procedural justice (PJ) is moderated by career growth opportunities (CGOs) in organizations. Data were gathered from 265 college faculty members. The results indicate that PJ serves as mediator between TL and OC, and this mediation process is affected by career growth. This research contributes to the leadership, human resource management, and organizational psychology literature by explaining how CGOs may affect the mediating process of PJ through which the relationship between TL and OC is determined. Organizational leaders can take insights from the findings of this study to increase their employees’ OC. Theoretical implications and future research directions have been discussed.

The Influence of Transformational Leadership on Employees’ Affective Organizational Commitment in Public and Nonprofit Organizations: A Moderated Mediation Model

2019 ◽  
Vol 49 (1) ◽  
pp. 29-56 ◽  
Author(s):  
Shuyang Peng ◽  
Yuguo Liao ◽  
Rusi Sun
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Nonprofit Organizations ◽  
Affective Commitment ◽  
Moderated Mediation ◽  
Mediation Model ◽  
Affective Organizational Commitment ◽  
Moderated Mediation Model ◽  
Work Impact ◽  
The Relationship

Transformational leadership has a great impact on employees’ psychological attachment to their organizations. This study examines how and under what condition transformational leadership translates into employees’ affective organizational commitment. Using a moderated mediation model, this research finds that the relationship between transformational leadership and affective commitment is transmitted through perceived work impact. More importantly, our findings suggest that the indirect effect of transformational leadership on affective commitment through perceived work impact is moderated by the level of centralization of an organization. Theoretical and practical implications of the findings are discussed.

scholarly journals The Performance Implication of Corporate Social Responsibility: The Moderating Role of Employee’s Prosocial Motivation

2021 ◽  
Vol 18 (6) ◽  
pp. 3128
Author(s):  
Min-Jik Kim ◽  
Byung-Jik Kim
Keyword(s):  
Corporate Social Responsibility ◽  
Organizational Commitment ◽  
Social Responsibility ◽  
Organizational Performance ◽  
Future Research ◽  
Prosocial Motivation ◽  
Moderated Mediation Model ◽  
Micro Level ◽  
Corporate Social ◽  
The Relationship

Although there has been extensive research on the corporate social responsibility (CSR)–performance link, full understanding is still elusive. A possible reason for this is the limited understanding of the underlying processes that affect the relationship. Grounded in institutional theory, which emphasizes the importance of micro-level intermediating processes (e.g., employees’ perceptions and attitudes) to explain a macro-level association (i.e., CSR to organizational performance), we built a moderated mediation model where: (i) organization commitment mediated the influence of CSR on organizational performance, and (ii) an employee’s prosocial motivation moderated the relationship between CSR and organizational commitment. Using three-wave time-lagged survey data obtained from 302 Korean workers, we found that organizational commitment is an important micro-level process in the CSR–performance link, and that the level of an employee’s prosocial motivation can positively moderate that link. We discuss theoretical and practical implications, along with limitations and future research directions.

Multiple foci of commitment and employee silence: A role theory perspective

2021 ◽  
pp. 239700222199255
Author(s):  
Si Qian ◽  
Bert Schreurs ◽  
IM “Jim” Jawahar
Keyword(s):  
Role Theory ◽  
Career Commitment ◽  
Moderated Mediation ◽  
Theory And Practice ◽  
Future Research ◽  
Working Adults ◽  
Mediating Role ◽  
Moderated Mediation Model ◽  
Employee Silence ◽  
Role Conceptualization

Voice enhances whereas employee silence compromises organizational effectiveness and efficiency. We assert that individuals with different foci of commitment vary in their conceptualization of voice behaviors as integral to their roles, which in turn, influences voice behaviors. Integrating silence and voice literatures under the overarching framework of role theory, we investigated the mediating role of voice role conceptualization in the relationship between multiple foci of commitment and employee silence and whether this mediation was moderated by perceptions of organizational politics. Data collected from 437 working adults from United States and China were used to test our moderated mediation model. Results indicated support for mediation and moderated mediation for the team commitment and silence relationship through its impact on voice role conceptualization, controlling for career commitment, and organizational commitment. We discuss implications of results for theory and practice, and offer suggestions for future research.

Alexithymia, Prior Trauma, Alcohol Use, and Sexual Aggression Perpetration: A Cross-Cultural Comparison of a Moderated Mediation Model

Sexual Abuse ◽  
2020 ◽  
pp. 107906322091245
Author(s):  
Lindsey G. Hawkins ◽  
Natira Mullet ◽  
Antover P. Tuliao ◽  
Travis Gudenrath ◽  
Derek Holyoak ◽  
...  
Keyword(s):  
College Students ◽  
Alcohol Use ◽  
Sexual Aggression ◽  
Group Analysis ◽  
Moderated Mediation ◽  
The Philippines ◽  
Future Research ◽  
Mediation Model ◽  
Moderated Mediation Model ◽  
Prior Trauma

In this study, we examined the relationships between prior trauma, alexithymia, and sexual aggression perpetration among 610 U.S. college students and 107 college students from the Philippines utilizing a cross-sectional retrospective design. We tested a moderated mediation model with alexithymia as the mediator between prior trauma and sexual aggression perpetration, and alcohol use as a moderator of the alexithymia–sexual aggression link. Moreover, given that cultural norms may influence these relationships, we also examined the structural invariance of the proposed moderated mediation model. Path analyses and multiple group analysis were used to examine the moderated mediation model, and examine model differences between samples. We did not find evidence for alexithymia as a mediator, but there was a significant interaction between alcohol use severity and alexithymia on sexual aggression perpetration across both samples. Alexithymia is a key variable in understanding the alcohol use–sexual aggression perpetration relationship. Clinical implications and recommendations for future research are also discussed.

scholarly journals The impact of transformational leadership on organizational and leadership effectiveness

2008 ◽  
Vol 27 (7) ◽  
pp. 708-726 ◽  
Author(s):  
Hakan Erkutlu
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Hospitality Industry ◽  
Leadership Effectiveness ◽  
Leadership Behaviors ◽  
Future Research ◽  
Line Managers ◽  
Content Type ◽  
Boutique Hotels ◽  
The Impact

PurposeThe purpose of this paper is to examine the influence of leadership behaviors on both organizational and leader effectiveness at boutique hotels.Design/methodology/approachA total of 722 subjects (60 managers and 662 non‐managerial employees) participated in this study from 60 boutique hotels. Participants were told that the study was designed to collect information on the leadership styles used by managers and on the satisfaction and commitment of employees in the hospitality workforce. Multifactor Leadership Questionnaire, Organizational Commitment Questionnaire and Job Descriptive Index were used to assess leadership behaviors of the boutique hotels' first‐line managers and commitment and satisfaction levels of employees, respectively.FindingsThere are significant relations between leadership behaviors and both organizational and leadership effectiveness. The findings support the suggestion in the literature that transformational leadership behaviors stimulate organizational commitment and job satisfaction in the hospitality industry.Research limitations/implicationsThere are several limitations that could be future research topics, such as hotels' source of funding, demographic characteristics of the participants. There is a question about the generalizability of these findings to other hospitality organizations such as four or five‐star hotels.Originality/valueThis paper explores an aspect of leadership in the hospitality industry that is often neglected. It provides compelling evidence for the importance of continuing the efforts to understand the nature of the leadership behaviors‐effectiveness connection.

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