scholarly journals The effect of the work meaning on organizational commitment

2018 ◽  
Vol 31 (1) ◽  
pp. 221-248
Author(s):  
Miae Lee ◽  
Min Kim ◽  
Byungkeol Lee ◽  
Jinkook Tak
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Leadership Style ◽  
Online Survey ◽  
Hierarchical Regression ◽  
Future Research ◽  
Work Meaning ◽  
Self Actualization ◽  
Survey Results ◽  
The Relationship

The study was designed to investigate the effects of employees’ work meaning on organizational commitment and the moderating effect of transformational leadership on the relationship between work meaning and organizational commitment. Data were collected from 1,000 employees via online survey. Results of hierarchical regression analyses showed that work meaning explained an additional 26.1% of variance in organizational commitment with controlling demographic variables. Also among three factors of work meaning, self-actualization was the most important factor in explaining organizational commitment, and was followed by making a living and social relationships in order. Transformational leadership was found to play a moderating role on the relationship between self-actualization work meaning and organizational commitment. The higher transformational leadership of leaders was, the stronger relationship between self-actualization and organizational commitment was. This study showed that organizational commitment is influenced by work meaning and leadership style, and interactions of the two variables. Finally, the implications and limitations of this study and suggestions for the future research were discussed.

Leader strain and follower burnout: Exploring the role of transformational leadership behaviour

2017 ◽  
Vol 31 (4) ◽  
pp. 329-348 ◽  
Author(s):  
Mathias Diebig ◽  
Ute Poethke ◽  
Jens Rowold
Keyword(s):  
Transformational Leadership ◽  
Leadership Style ◽  
Online Survey ◽  
Leadership Behaviour ◽  
Leadership Framework ◽  
Survey Results ◽  
Transformational Leadership Style ◽  
The Relationship ◽  
Perceived Strain

This study contributes to leadership literature by linking leader strain with followers’ level of burnout while considering leaders’ transformational leadership behaviour. The study provides promising insights into the field of leadership theory by shedding light on the nature of leadership under stress. The sample consisted of 294 dyads of leaders and their followers, who provided information on transformational leadership style, levels of perceived strain, and burnout via an online survey. Results show that (1) strained leaders display less transformational leader behaviours, (2) leaders’ transformational behaviours reduce follower burnout, and (3) the relationship between leader strain and follower burnout is mediated by transformational leadership behaviours. This study contributes to the existing literature by exploring the link between leaders’ strain and followers’ burnout within a health-oriented leadership framework, and uncovers direct and indirect effects seen as a result of transformational leadership.

scholarly journals The Mediating Effects of Organizational Commitment on the Relationship between Transformational Leadership Style and Job Performance

2015 ◽  
Vol 11 (1) ◽  
pp. 231 ◽  
Author(s):  
Dhaifallah Obaid Almutairi
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Job Performance ◽  
Leadership Style ◽  
Affective Organizational Commitment ◽  
Mediating Effects ◽  
Transformational Leadership Style ◽  
Female Nurses ◽  
The Relationship ◽  
Larger Sample

<p><span lang="EN-US">Nurses are considered the most valuable assets in hospitals, and leadership style is one of the determinants that can affect their performance. The purpose of this study is to examine the mediating effects of organizational commitment on the relationship between transformational leadership style and employees' job performance among Saudi female nurses. Four hospitals located in Riyadh and 227 Saudi female nurses were selected for this study. The results indicate that transformational leadership style is positively correlated with job performance and affective organizational commitment. The findings also reveal that affective organizational commitment mediates the relationship between transformational leadership style and job performance. This study recommends that hospital management should provide the groundwork for instilling transformational leadership styles and mangers should pay more attention to their leadership style in order to enhance job performance. This study also suggests further research that would include different measures and a larger sample as well as other areas, which could result in better understanding of the relationship between the variables.</span></p>

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.

scholarly journals An Exploration of Supervisory Satisfaction as a Mediator Variable in Organisational Citizenship Behaviour

2015 ◽  
Vol 12 (1) ◽  
pp. 138
Author(s):  
Lee Kim Lian
Keyword(s):  
Transformational Leadership ◽  
Leadership Styles ◽  
Leadership Style ◽  
Past Research ◽  
Future Research ◽  
Mediating Effects ◽  
Context Data ◽  
Transformational Leadership Style ◽  
The Relationship ◽  
Mediator Variable

<p>This paper seeks to explore the mediating construct of supervisory satisfaction on the relationship between leadership styles and organisational citizenship behaviour in companies across Malaysia. While there have been past research that investigated the relationship between leadership styles and citizenship behaviour, until now, there is very little research investigating the mediating effects of supervisory satisfaction on such relationship especially in the Malaysian context. Data was collected from 280 respondents that represent major industries such as services, manufacturing, mining and construction. SmartPLS was used to test the proposed framework. The results show that the transformational leadership style has significant positive relationship with subordinates’ organisational citizenship behaviour. This result found that supervisory satisfaction mediates the relationship between transformational leadership and citizenship behaviour. The conclusion of the research emphasizes the effects of the research for future research and practice.</p>

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.

scholarly journals A Study on the Mediating Effect of Learning Orientation on the Relationship Between Transformational Leadership and Employee Lifelong Learning

2019 ◽  
pp. 48-50 ◽  
Keyword(s):  
Transformational Leadership ◽  
Lifelong Learning ◽  
Management Practices ◽  
Positive Influence ◽  
Mediating Effect ◽  
Hierarchical Regression ◽  
Future Research ◽  
Learning Orientation ◽  
Mediating Effects ◽  
The Relationship

The objective of this study was to confirm the mediating effects of learning orientation on the relationship between transformational leadership and employee lifelong learning. To achieve this, we distributed questionnaires to 800 employees, of which 512 valid questionnaires were received. We then employed hierarchical regression analysis to test our hypotheses. Results confirmed that transformational leadership has a positive influence on employee lifelong learning, and that this relationship is mediated by learning orientation. Based on these results, we conclude by making recommendations for both organizational management practices and future research.

scholarly journals Leadership Style and Student Satisfaction:Mediation of Teacher Effectiveness

2017 ◽  
Vol 5 (2) ◽  
Author(s):  
Jyoti Regmi Adhikary
Keyword(s):  
Transformational Leadership ◽  
Student Satisfaction ◽  
Teacher Leadership ◽  
Teacher Effectiveness ◽  
Leadership Style ◽  
Teaching Effectiveness ◽  
Future Research ◽  
Research Issues ◽  
Teaching Learning ◽  
The Relationship

Teacher leadership style, his/her teaching effectiveness, and student satisfaction are considered to be the key to enhancing effective teaching-learning experiences in educational setting. The purpose of this study was to examine the relationship between teacher leadership styles and student satisfaction, and investigate if teacher effectiveness mediated the relationship. One hundred thirteen graduate management students and 11 management teachers participated in the survey conducted in a business school in Kathmandu, Nepal. Results suggest that teacher’s effectiveness is significantly predicted by teacher’s transformational leadership style and is also a significant predictor of student satisfaction. Also, teacher effectiveness was found to partially mediate the relationship between teacher’s transformational leadership and student satisfaction, with teacher’s transformational style predicting student satisfaction. Limitations of the study are identified, important implications and future research issues are discussed.

scholarly journals The Mediating Effect of Organizational Commitment in the Impact of Transformational Leadership Style on Employee Performance: A Study of Divisional Secretariats in the Jaffna District

2019 ◽  
Vol 9 (2) ◽  
pp. 116 ◽  
Author(s):  
Thaneswary Raveendran ◽  
Aruna Shantha Gamage
Keyword(s):  
Factor Analysis ◽  
Transformational Leadership ◽  
Organizational Commitment ◽  
Job Performance ◽  
Leadership Style ◽  
Employee Performance ◽  
Mediating Effect ◽  
Transformational Leadership Style ◽  
The Impact ◽  
The Relationship

The purpose of this study is to examine the mediating effects of organizational commitment on the relationship between transformational leadership style and employees’ job performance in the Divisional Secretariats in Jaffna District. 287 employees were selected for this study. Leadership styles were measured using MLQ Rater Form 5-x, employee performance was measured using job performance Scale and organizational commitment was measured using Organizational Commitment Questionnaire. Exploratory factor analysis was performed to get factor structure and confirmatory factor analysis performed to confirm the validly and reliability of the study instruments. The results revealed that transformational leadership has a positive impact on job performance and on organizational commitment. It was also found that organizational commitment doesn’t have a mediating effect in the impact of transformational leadership on employee performance. The findings also revealed that organizational commitment doesn’t have impact on employee performance. This study recommends that the leaders should pay more attention in their leadership style as a way to improve employee performance. This study further suggests that future researchers should cover larger samples and the other public sector organizations to better understand the relationship between the variables. 

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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