scholarly journals Followers' Perception of Leadership Style, Organizational Commitment and Regulatory Focus, Moderated by Organizational Types

2018 ◽  
Vol 5 (3) ◽  
pp. 137-146
Author(s):  
Roni Mash ◽  
Lihi Cohen
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Transactional Leadership ◽  
Leadership Style ◽  
Regulatory Focus ◽  
Affective Commitment ◽  
The Other ◽  
Continuance Commitment ◽  
Moderation Model ◽  
Transactional Leader

Research hypotheses assumed that a positive connection would be found between transformational leadership, on one hand, and affective commitment and focus on promotion, on the other. It was also assumed that this connection would be stronger in coercive organizations. Furthermore, the research hypotheses assumed there would be positive connections between transactional leadership, on one hand, and continuance commitment and focus on prevention, on the other; stronger in utilitarian organizations. 82 employees of coercive organizations and 80 employees of utilitarian organizations participated in this study using the MLQ questionnaire, an organizational commitment questionnaire, and a regulatory focus questionnaire. It was found that the more a leader is perceived by followers as having a transformational style, the more followers will feel affective commitment toward the organization and the more they will focus on promotion and successes. Moreover, the more a leader is perceived as a transactional leader followers will feel more continuance commitment and be more focused on preventing failures. The moderation model by type of organization was confirmed. Difference between the connections noted above in coercive organizations as compared to utilitarian organizations was found.

scholarly journals Impact Of Leadership Styles On Employee Organizational Commitment

2013 ◽  
Vol 6 (1) ◽  
pp. 139-152 ◽  
Author(s):  
Sharon Clinebell ◽  
Vida Skudiene ◽  
Renata Trijonyte ◽  
James Reardon
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Positive Affect ◽  
Leadership Styles ◽  
Transactional Leadership ◽  
Affective Commitment ◽  
Three Dimensions ◽  
Multinational Organization ◽  
Continuance Commitment ◽  
Research Findings

This research study examines the relationship between transformational, transactional and passive/avoidant leadership styles and three dimensions of organizational commitment – affective, continuance, and normative in two subsidiaries of one multinational organization. The research findings revealed that transformational leadership has the strongest impact on affective commitment, although transactional leadership also affects affective commitment. Transformational leadership also has a significant positive affect on normative commitment. Transactional leadership has a significant positive affect on continuance commitment and positive/avoidant leadership has a significant negative affect on affective commitment.

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>

scholarly journals Leadership Styles and Organizational Commitment: A Study on Higher Secondary Schools in Uttar Pradesh

2017 ◽  
Vol 4 (3) ◽  
Author(s):  
Km. Anshu ◽  
Pushpendra Rao Upadhyay
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Secondary Schools ◽  
Transactional Leadership ◽  
Leadership Style ◽  
Research Question ◽  
Uttar Pradesh ◽  
Multifactor Leadership ◽  
Transactional Leadership Style ◽  
Transformational Leadership Style

Leadership style is known to be an important perquisite for establishing commitment in different organizations. The intention of this paper is to propose a conceptualization of relationship between leadership style and organizational commitment. This proposed relationship is driven by general research question, do specific psychological construct teachers organizational commitment relate to the transformational leadership style and transactional leadership style of principal. In order to fulfill the objective of study, multifactor leadership style questionnaire (MLQ-5X Short) developed by Bass and Avolio and Indian adaptation by Dr. Surendra nath Dubey and teacher’s organizational commitment inventory (TCI-GN) constructed by Noorjahan N. ganihar was utilize to collect the data from randomly chosen sample of 240 teachers from the various higher secondary schools situated at western geographical part of Uttar-Pradesh. The collected data was subjected to reliability test and multiple regression analysis using SPSS version 21.0. The research found that the principals’ participated in the study was higher on transformational leadership style comparative to transactional leadership style. The results also suggests that teachers who are working under the principals possessing either transformational or transactional leadership style tend to rate themselves as committed to organization. However, teachers’ working under transformational principal rate themselves as higher satisfied with job comparative to principals possessing transactional leadership style.

scholarly journals Leadership Style of Head Nurses against Job Satisfaction and Organizational Commitment of Staff Nurses

2021 ◽  
Vol 17 (1) ◽  
pp. 24-35
Author(s):  
Lili Amaliah ◽  
Iluminada Fajardo Castigador ◽  
Benjamin Yngente ◽  
Maria Linda Buhat ◽  
Theofile Salcedo ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Organizational Commitment ◽  
Transactional Leadership ◽  
Leadership Style ◽  
Staff Nurses ◽  
Head Nurse ◽  
Transactional Leadership Style ◽  
The Government ◽  
Transformational Leadership Style

The leadership and motivation styleis an essential factor in supporting the performance of nurses. The study was undertaken to determine the correlation between the leadership style to the job satisfaction, and organizational commitment among the head nurses and staff nurses from the government and private hospitals in Serang, Banten, Indonesia. The study used descriptive corelational design. The samples were limited, involving 289 respondents from dr. Drajat Prawiranegara Hospital, Serang (18 head nurses and 183 staff nurses) and Sari Asih Hospital, Serang (6 head nurses and 82 staff nurses). The study found a low positive relationship of the head nurses' transformational leadership style and transactional leadership style against the staff nurses' job satisfaction, r-coefficients of 0.370 and 0.485, respectively. Also, a moderate positive correlation was found on transformational leadership style and transactional leadership style of the head nurses against the organizational commitment of the staff nurses, rcoefficient of 0.606 and 0.609, respectively. It suggested that the staff nurses should be more responsive to the duty inseparable from the rights and obligations as an employee while the head nurse needs to pay attention to physical readiness, mental and psychological of subordinates.

scholarly journals PENGARUH MOTIVASI KERJA, KOMITMEN ORGANISASIONAL DAN KEPEMIMPINAN TRANSFORMASIONAL TERHADAP KINERJA PEGAWAI KONTRAK

2019 ◽  
Vol 8 (7) ◽  
pp. 4704
Author(s):  
Gede Nanda Kusumalita ◽  
I Gusti Bagus Honor Satrya
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Leadership Style ◽  
Work Motivation ◽  
Employee Performance ◽  
Regional Office ◽  
Continuance Commitment ◽  
Contract Employees ◽  
Analysis Technique ◽  
Transformational Leadership Style

The purpose of this study was to determine the motivation of contract employees the role of transformational leadership style on contract employees and organizational commitment of contract employees to the performance at pt. Bank rakyat indonesia denpasar regional office. The method of determining the sample in this study uses the census method, where respondents numbered 54 contract employees who worked in the indonesian people's bank denpasar regional office. The data analysis technique used for this study is multiple linear regression. From the results of the analysis of this study indicate that contract employee work motivation has a positive and significant effect on the performance of contract employees. Transformational leadership has a positive and significant effect on contract employee performance. Furthermore, organizational commitment has a positive and significant effect on the performance of contract employees. Suggestions for the bank rakyat indonesia denpasar regional office should pay attention to continuance commitment to be able to improve the performance of contract employees in order to achieve the organization's long-term goals. Keywords: motivation, organizational commitment, transformational leadership, performance, contract employees

The Effect of Follower Regulatory Focus and Extraversion on Leadership Behavior

2006 ◽  
Vol 27 (2) ◽  
pp. 93-107 ◽  
Author(s):  
Simon Moss ◽  
Damian Ritossa ◽  
Simon Ngu
Keyword(s):  
Emotional Intelligence ◽  
Transformational Leadership ◽  
Organizational Commitment ◽  
Leadership Style ◽  
Regulatory Focus ◽  
Leadership Behavior ◽  
Regulatory Fit ◽  
Promotion Focus

The principle of regulatory fit implies that managers should demonstrate more transformational leadership, and refrain from critical or detached behavior, if their subordinates exhibit a promotion focus or extraverted personality. Furthermore, emotional intelligence should enhance the capacity of managers to adapt their leadership style and accommodate these characteristics of employees. To assess these propositions, 263 pairs of managers and subordinates completed questionnaires that assess the emotional intelligence and leadership style of the manager as well as the regulatory focus and organizational commitment of the subordinate. Critical, detached leadership was especially likely to be inversely related to the commitment of subordinates who demonstrated a promotion focus. Nevertheless, relative to other managers, individuals who reported emotional intelligence were not more likely to demonstrate transformational leadership, or abstain from critical, detached behavior, when their subordinates focused on promotion. A second study, in which 166 pairs of nurses and their supervisors participated, revealed that managers who claimed to understand the emotions of other individuals seemed to curb their critical, detached behavior when their subordinates were extraverted. Taken together, these findings suggest that emotional intelligence might enhance the capacity of managers to adapt their leadership style appropriately, but only in some contexts.

Transformational leadership and trust in leadership impacts on employee commitment

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Yue Yuan ◽  
Haiyan Kong ◽  
Tom Baum ◽  
Yining Liu ◽  
Chao Liu ◽  
...  
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Leadership Style ◽  
Structural Equation ◽  
Affective Commitment ◽  
Equation Modeling ◽  
Positive Contribution ◽  
Content Type ◽  
Trust In Leadership ◽  
The Relationship

Purpose This paper aims to explore the effects of leadership style and trust in leadership on employees’ affective commitment under the epidemic situation. Design/methodology/approach A total of 580 valid questionnaires were collected online targeting the hospitality and tourism employees working from home during the particular period of the COVID-19 Coronavirus crisis. Structural equation modeling was used to analyze the data with AMOS software. Findings The findings indicated that perceived transformational leadership was a positive predictor of trust in leadership and affective commitment. In addition to the positive contribution to commitment, trust in leadership also mediated the relationship between transformational leadership and organizational commitment. Originality/value The current study contributes to the literature on leadership and organizational commitment. The results of this study may provide a valuable guide to organizations, leaders and young employees.

Pengaruh Kepemimpinan Transformasional dan Transaksional terhadap Kinerja Karyawan dengan Komitmen Organisasi sebagai "Intervening Variable"

2014 ◽  
Vol 3 (2) ◽  
pp. 117
Author(s):  
Siti Noor Hidayati
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Transactional Leadership ◽  
Leadership Style ◽  
Transformational And Transactional Leadership ◽  
Transactional Leadership Style ◽  
Transformational Leadership Style

<p><em>Organizational commitment plays a role in determning the employee’s performance. Such a commitment is affected by transformational and transactional style of a leadership. Effects of transformational and transactional style of a leadership toward the employee’s performance are to be determined, with organizational commitment as the intervening variable. </em><em>Research on 70 employees of CV. CGY showed that the transformational and transactional leadership style, partially and wholly, affect the organizational commitment positively and significantly. The effect of the transformational leadership style is more dominant than the transactional style.</em></p>

scholarly journals PERSEPSI GAYA KEPEMIMPINAN DAN KOMITMEN ORGANISASI

2017 ◽  
Vol 6 (2) ◽  
pp. 83-87
Author(s):  
GUMGUM GUMELAR F.R ◽  
AYU FITRIA NUROHMI
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Data Processing ◽  
Transactional Leadership ◽  
Leadership Style ◽  
Council Member ◽  
State University ◽  
Transactional Leadership Style ◽  
Transformational Leadership Style ◽  
Measuring Tool

The purpose of this research is to test if there are any influence between transformational leadership style and transactional leadership style to the organization commitment from the college executive’s faculty council member at State University of Jakarta. The research’s subject insist of 94 college executive’s faculty council member at State University of Jakarta, whose chosen using Proportionate Stratified Random Sampling technic. On data processing process used pure score from Rasch modeling. The measuring tool which used to organizational commitment is ocq which constructed by Meyer and Allen. Meanwhile, for transformational leadership style and transactional leadership style using MLQ form 6s measuring tool which constructed by Bass and Avolio. On data processing process used double regression modeling. The result is transformational leadership style influencing organizational commitment significantly with influence amount (Adjusted R Square) 0.277 (22.7%). While transactional leadership style influencing organizational commitment insignificantly with influence amount (Adjusted R Square) 0.139 (13.9%).

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