Organizational Commitment of Human Resources in the Context of Leadership Styles in the Organization

TEM Journal ◽  
2021 ◽  
pp. 1058-1064
Author(s):  
Dávid Miško ◽  
Matúš Vagaš ◽  
Zuzana Birknerová ◽  
Juraj Tej ◽  
Eva Benková
Keyword(s):  
Organizational Commitment ◽  
Human Resources ◽  
Leadership Styles ◽  
Leadership Style ◽  
Organizational Goals ◽  
Company Policy ◽  
The Individual ◽  
Almost All ◽  
The Relationship ◽  
Important Basis

Engagement in companies is an important issue in the management and leadership of human resources, which affects the competitiveness of the company but also the employees themselves. By focusing on the individual operating levels of human resource management with an emphasis on organizational commitment, we believe that the creation of a concept forms an important basis for achieving organizational goals. If we look objectively at the involvement of employees on the part of the company management but also on the part of ordinary employees, all interested parties could come up with a real company policy that can satisfy the company. The essence of every decision-making, strategy, coordination, planning, and management is and will always be employees. In almost all organizations, there is a mission according to which human resources are the most valuable resources. The paper aims to verify the relationship between a leadership style (orientation towards employees, participatory style) and commitment of human resources to an organization. The results of the research, carried out on a sample of 202 respondents, confirm the direct connection between a leadership style and commitment of human resources in the organization conditions.

The relationship between leadership styles and organisational innovation

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mohamed Alblooshi ◽  
Mohammad Shamsuzzaman ◽  
Salah Haridy
Keyword(s):  
Leadership Styles ◽  
Leadership Style ◽  
Positive Impact ◽  
Journal Articles ◽  
Content Type ◽  
Organisational Innovation ◽  
Indirect Impacts ◽  
Almost All ◽  
The Relationship

PurposeThis study explores the role of leadership in organisational innovation by reviewing several publications that discuss the relationship between various leadership styles and innovation.Design/methodology/approachThe study followed a descriptive research methodology by reviewing 64 journal articles on the relationship between various leadership styles and innovation. The articles were analysed descriptively and then reviewed based on the leadership style it discusses to derive meaningful findings on the relationship between leadership and innovation.FindingsVarious leadership styles had a positive impact on organisational innovation either directly or indirectly, by influencing the organisational climate, employees' and leaders' behaviours or other organisational variables such as learning and knowledge sharing. Some leadership styles had both direct and indirect impacts on organisational innovation.Research limitations/implicationsThis study collected journal articles published in almost all major electronic databases such as Emerald, ScienceDirect, Taylor & Francis and Scopus. However, the review is limited to journal articles in which the title, abstract or author-specified keywords contain the search terms “leadership” and “innovation,” and published between 2000 and 2019. Therefore, this review may miss some relevant research insights mentioned in the literature that discussed innovation or leadership separately not combined.Originality/valueThis study contributes to the existing body of research on leadership and innovation by extensively discussing the role of various leadership styles in determining organisational innovation. The analysis reveals that prior studies had many limitations and focused on specific leadership styles only. The study goes a step further by explaining how the leadership and innovation aspects are related, and classifying various leadership styles according to their impact on organisational innovation being direct, indirect or both.

scholarly journals Public servants’ perception of leadership style and its impact on organizational commitment

2020 ◽  
Vol 18 (4) ◽  
pp. 319-333
Author(s):  
Bissane Harb ◽  
Boutheina Hachem ◽  
Hassan Hamdan
Keyword(s):  
Organizational Commitment ◽  
Public Sector ◽  
Leadership Styles ◽  
Leadership Style ◽  
Online Survey ◽  
Full Range ◽  
Public Servants ◽  
Public Managers ◽  
The Relationship

Lebanon is facing an unprecedented political and economic crisis. Consequently, the country now urgently needs more than ever committed public managers, more involved and more effective in their work responsibilities to enhance public sector performance and reduce the consequences of the crisis. Little research has been done on the role of leadership in promoting organizational commitment in the public sector in Lebanon. Thus, referring to the leadership full range theory, this study aims to investigate the association between leadership styles and organizational commitment with the mediating role of Leader-member exchange (LMX). It further aims to examine the relationships between gender, leadership style, LMX and organizational commitment in the Lebanese public context.Data were collected via an online survey on a sample composed of 132 middle managers working in six public administrations in Lebanon. Linear and multiple regression analyses were carried out to test the direct and indirect effect of leadership styles on organizational commitment. The results indicated that both two styles of Bass are positively correlated with organizational commitment. The results also revealed a significant relationship between public servant gender and the quality of his relationship with the leader. Moreover, results showed that LMX doesn’t mediate the relationship between transformational leadership and organizational commitment, although it partially mediates the relationship between transactional leadership and organizational commitment. This study contributes to understanding of the mechanisms of developing organizational commitment through leadership styles. It also has implications for public service recruitment and training policies.

MOTIVASI GAYA KEPEMIMPINAN DAN KOMITMEN ORGANISASI BERHUBUNGAN ERAT DENGAN KEPUASAN KERJA PERAWAT DI RUMAH SAKIT BHAYANGKARA POLDA D.I YOGYAKARTA

2019 ◽  
Vol 13 (1) ◽  
Author(s):  
Supriyadi Supriyadi ◽  
Sendy Komarudin ◽  
Sri Nur Hartiningsih
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Human Resources ◽  
Leadership Style ◽  
Dominant Factor ◽  
P Value ◽  
Cross Sectional ◽  
Multivariate Test ◽  
Strong Conclusion ◽  
The Relationship

Background: The quality of hospital services is strongly influenced by several factors, among which the most dominant factor is human resources. Human resources are the key to the success and success of the organization. Human resources related to the provision of health services in hospitals are nurses. managing human resources is not an easy thing because it involves many important factors that must be considered, one of which is the factor of job satisfaction. There are several indicators that must be considered by the hospital, one of which is to pay attention to the level of job satisfaction nurse (Simamora, 2012).   Objective: This study aims to determine the relationship of motivation leadership style and organizational commitment with job satisfaction Nurse at Bhayangkara Hospital POLDA D.I. Yogyakarta.   Methods: The research design used in this research is descriptive correlation research with cross sectional approach. Sampling technique with total sampling. Pupulation in this research is nurse counted 33 people. Bivariate statistical test using kendal tau while multivariate test using multiple linear regression with significant level 95%.   Result: Result of research got all variable that is motivation, leadership style, and organizational commitment influence nurse job satisfaction with p value 0.001, 0.003, 0.000 (p<0.05). Multivariate test obtained value of R 0.662 means the relationship between motivation, leadership style and organizational commitment with job satisfaction is strong.  Conclusion: there is a relationship between motivation, leadership style and organizational commitment with job satisfaction

scholarly journals Transformational Leadership, Organizational Culture and Organizational Commitment in Forming Performance in Secretariat Employees DPRD Surakarta

2018 ◽  
Vol 3 (1) ◽  
pp. 1
Author(s):  
Yuneth Tahapary ◽  
Marjam Desma Rahadhini ◽  
Suprayitno Suprayitno
Keyword(s):  
Transformational Leadership ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Human Resources ◽  
Employee Performance ◽  
Psychological State ◽  
Organizational Goals ◽  
Relationship Of ◽  
The Relationship ◽  
Rules Set

Abstract : Human resource management is one of the functions of the organization, and when the function is running well, the organization is expected to strive for employees to provide optimal performance in accordance with the expected. Factors that may affect employee performance are transformational leadership, organizational culture and organizational commitment. Transformational leadership is a state in which employees feel trust, admiration, loyalty, and respect for their leaders. Organizational culture is the norm, belief, attitude and philosophy that embraced someone in achieving organizational goals. Organizational commitment is a psychological state that characterizes the relationship of employees with the organization and that affects employees will remain in the organization or not. The object of this research is Secretariat Staff of DPRD Surakarta. Based on presurvey in Secretariat DPRD Surakarta has a phenomenon of human resources problems, namely: the leader can not be a good example for employees, there are leaders who often come late, not obey the rules set. Employees have difficulty completing tasks on time, so the job becomes ineffective. Employees are also less confident about the organization, because of the lack of rewards for employees who have good performance.Abstraksi : Manajemen sumber daya manusia adalah salah satu fungsi organisasi, dan ketika fungsinya berjalan dengan baik, organisasi diharapkan berusaha agar karyawan dapat memberikan kinerja yang optimal sesuai dengan yang diharapkan. Faktor-faktor yang dapat mempengaruhi kinerja karyawan adalah kepemimpinan transformasional, budaya organisasi dan komitmen organisasi. Kepemimpinan transformasional adalah keadaan di mana karyawan merasa percaya, mengagumi, kesetiaan, dan menghormati pemimpin mereka. Budaya organisasi adalah norma, keyakinan, sikap dan filosofi yang merangkul seseorang dalam mencapai tujuan organisasi. Komitmen organisasi adalah keadaan psikologis yang mencirikan hubungan karyawan dan organisasi yang mempengaruhi karyawan akan tetap berada di organisasi atau tidak. Objek penelitian ini adalah Staf Sekretariat DPRD Surakarta. Berdasarkan presurvey di Sekretariat DPRD Kota Surakarta, ada sejumlah masalah sumber daya manusia, yaitu: pemimpin yang tidak memiliki contoh yang baik untuk karyawan, ada pemimpin yang sering datang terlambat, tidak mematuhi aturan yang ditetapkan. Karyawan mengalami kesulitan menyelesaikan tugas tepat waktu, sehingga pekerjaan menjadi tidak efektif. Karyawan juga kurang yakin tentang organisasi, karena kurangnya penghargaan untuk karyawan yang memiliki kinerja yang baik.

EFFECT OF ASN COMPETENCY, ORGANIZATIONAL COMMITMENT, WORK ENVIRONMENT TO THE SATISFACTION OF ASN AND PERFORMANCE IN THE ENVIRONMENT OF THE HOUSING OF THE HOUSING AND SETTLEMENT AREAS OF BANGKALAN REGENCY

2021 ◽  
Vol 8 (12) ◽  
pp. 133-141
Author(s):  
Murgianto Murgianto
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Human Resources ◽  
Work Environment ◽  
Employee Performance ◽  
Organizational Goals ◽  
Improved Performance ◽  
And Performance ◽  
Level Of Significance ◽  
The Relationship

This research is to examine and analyze the competence of the work environment commitment of ASN Job Satisfaction. The demands of organizations to obtain, develop and maintain quality human resources are increasingly pressing in accordance with the dynamics of an ever-changing environment. In the context of efforts to achieve organizational goals. Improved employee performance individually will encourage the overall performance of human resources, which is reflected in improved performance This research. Using research models (jobfunction). Data extracted from the target or research subject is data about individual orientation, in the form of competency, commitment, work environment and performance, identified as many as 4 (four) variables to be examined, including: 1) ASN Competency, 2) Organizational Commitment, (3) Environment Work, (4) ASN Job Satisfaction and (4) ASN Performance. Respondents used as a sample of 77 respondents using the Smart PLS Algorithm Boostrapping report. The results of the study came to the conclusion of the Algorithm Boostrapping report is a test to prove the level of significance of the hypothesis proposed by researchers. Output Boostrapping Algorithm shows that the effect of ASN job satisfaction on ASN performance is influential with a T-statistic of 9,531> 1.96. The original sample estimate value is 1,058, which shows that the direction of the relationship between ASN job satisfaction and ASN performance is positive.

scholarly journals Factors in Managing Organizational Effectiveness: The Case of Iran’s Economy

2011 ◽  
Vol 3 (1) ◽  
pp. 8-13
Author(s):  
Safdari Mehdi
Keyword(s):  
Organizational Commitment ◽  
Leadership Styles ◽  
Organizational Effectiveness ◽  
Leadership Style ◽  
Demographic Characteristics ◽  
Material Resources ◽  
Use Of Resources ◽  
Is Management ◽  
Augmented Dickey Fuller ◽  
The Relationship

Today, the most important element of economic is management and here, looking scholars management is the process in efficient use of resources therefore being numerous human and material resources are useable. Money and capital are important factor in the economy but when this factor is satisfactory that be managed optimal way also human and software resources are important factor in the economy but when these factors are useful that be managed optimal way. The aim of the study is to determine the relationship between leadership styles of managers with organizational commitment that staff are under their supervision and productivity in the Iran’s economy in a sample and also investigated some demographic characteristics associated with leadership style variables of managers and staff organizational commitment. Stationary or non stationary variables were analyzed by Augmented Dickey Fuller (ADF) and in order to analyze the data, is used analysis of variance and regression analysis.

scholarly journals Head’s Leadership Styles and Effectiveness of School Teams: Exploring the Role of Motivational Mechanisms

2021 ◽  
Vol 9 (1) ◽  
pp. 1-20
Author(s):  
Allah Wasaya Anjum ◽  
Riffat un Nisa Awan ◽  
Muhammad Zulqarnain
Keyword(s):  
Organizational Commitment ◽  
Leadership Styles ◽  
Leadership Style ◽  
School Staff ◽  
Role Performance ◽  
Cross Sectional Survey ◽  
Personal Empowerment ◽  
Motivational Mechanism ◽  
The Relationship

The literature reveals that participative leadership style (PLS) is overwhelmingly advantageous over the contrasting directive leadership style (DLS). Therefore, the key objective of this study was to find out the relative effect of a PL style as compared to a DL style on the  motivational mechanism (organizational commitment and empowerment) and effectiveness (innovation and in-role performance) of school staff teams. However, the mediating role of motivational mechanism in the relationship between school heads’ leadership styles and effectiveness of school staff teams had also been studied. The data were collected through a questionnaire based cross-sectional survey. The data were collected from the 402 teachers working in 80 academic teams. The SEM results revealed that DLS was significantly related to teams’ in-role performance and organizational commitment. While, PLS was significantly related to in-role performance, team’s innovation, organizational commitment and personal empowerment. Teachers’ personal empowerment partially mediated the relationship between heads’ PLS and team innovation. But, organizational commitment fully mediated the relationship between heads’ PLS and teams’ in-role performance. However, organizational commitment partially mediated the relationship between heads’ DLS and teams’ in-role performance. It is suggested that heads might concurrently combine participative and directive leadership behaviors to make their school teams more effective.

scholarly journals The Implications of Transformational Leadership Styles, Organizational Commitments and Teamwork Performance Among Law Enforcement in Malaysia

2019 ◽  
Author(s):  
Azmi Hj Mohd ◽  
Khairun Nisa Mohd Arshad
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Law Enforcement ◽  
Leadership Styles ◽  
Leadership Style ◽  
Quantitative Research ◽  
Inspirational Motivation ◽  
And Performance ◽  
Transformational Leadership Style ◽  
The Relationship

The purpose of this study is to examine and evaluate the implications of organizational commitment factors as a mediator of the relationship between transformational leadership styles and teamwork performance among law enforcement in Malaysia. Quantitative research design has been used which comprise a number of 254 support group of law enforcement officers in the Federal Territory of Putrajaya. Multiple regression analysis is used to evaluate the direct and indirect relationships of variables and study models. The two factors characteristic of the transformational leadership style are used as an independent variable in looking at the effectiveness of teamwork performance among law enforcement. The inspirational motivation and individual considerations have positive and significant relationships with teamwork performance. Organizational commitment is found to have a partial mediator that influenced the relationship between inspirational motivation and individual consideration in teamwork performance. The inspirational, motivational features and individualized considerations in the style of transformational leadership are necessary and emphasized in producing more productive and effective teamwork commitments and performance. This study presents the details of the implications of transformational leadership style characteristics on organizational commitment and teamwork performance in the context of law enforcement in Malaysia.

scholarly journals Examining the impacts of organizational culture and leadership styles on the organizational performance indicators

2020 ◽  
Vol 11 (31) ◽  
pp. 39-54
Author(s):  
Said Abujudeh
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Organizational Performance ◽  
Leadership Styles ◽  
Leadership Style ◽  
Performance Indicators ◽  
Performance Enhancement ◽  
Significant Performance ◽  
The Relationship

The objective of this study is to examine the relationship between organizational culture and leadership and their impacts on such organizational performance indicators, organizational commitment and job satisfaction, by reviewing some of the previous organizational culture and leadership literature to clarify the links between both variables and their impacts on performance indicators. One might assume that a better organizational culture along with appropriate leadership style can lead to a higher level of job satisfaction and stronger commitment. Accordingly, if an organization has a strong organizational culture with a suitable leadership style which is able to keep the organization integration, this will result in the strengthening of organizational commitment, job satisfaction, and significant performance enhancement.

scholarly journals The Relationship between Leadership Style and Employee Outcomes: The Mediating Role of Organizational Commitment

2019 ◽  
Vol 4 (2) ◽  
pp. 100-106
Author(s):  
Ilzar Daud ◽  
Nur Afifah
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Job Performance ◽  
Leadership Styles ◽  
Leadership Style ◽  
West Kalimantan ◽  
Mediating Role ◽  
Transformational Leadership Style ◽  
The Relationship

Objective - The objective of this study is to examine the relationship between transformational leadership styles and job performance and the mediating role of organizational commitment in the relationship between transformational leadership style and job performance in State-Owned Banks in West Kalimantan, Indonesia. Methodology/Technique - The data used to evaluate the model was gathered from the State-Owned Banks in West Kalimantan, Indonesia. 200 permanent employees of those State-Owned Banks participated in the survey. The Structural Equation Modelling (SEM), using LISREL software was employed to examine the relationship among the constructs in this study, which are transformational leadership style, organizational commitment, and job performance. Finding - The findings of this study conclude that transformational leadership style significantly affects job performance and organizational commitment, whereas organizational commitment significantly influences job performance. Briefly, organizational commitment mediates the relationship between transformational leadership styles and job performance in State-Owned Banks in West Kalimantan, Indonesia. Novelty - Most of the previous studies were carried out in western countries, raising doubts about generalizations in research results in developing countries such as Indonesia. Therefore, the novelty of this research is carried out in the context of developing countries, especially in State-Owned Banks in West Kalimantan, Indonesia. Type of Paper - Empirical. Keywords: Transformational Leadership Style; Organizational Commitment; Job Performance. JEL Classification: L22, M12, M19.

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