The Impact of Transformational Leadership on Organizational Commitment: Evidence from Apparel Industries in Sri Lanka (original) (raw)
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Transformational Leadership Style and Organization Commitment
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This research is about transformational leadership style on organization commitment in Punjab. We collected data through questionnaire from education and banking sector of Punjab. The study includes Organization Commitment as a dependent variable and Transformational Leadership independent variable and its dimensions are Idealized Influence, Intellectual Stimulation, Inspirational Motivation and Individualized Consideration. We applied frequency, descriptive and correlation analyses. Results presents a beneficial support for the suggested hypotheses. The study find that transformational leadership style and its dimension has positive and significant relationship with organization commitment.
The Role of Transformational Leadership in Organizational Commitment
Sai Om Journal of Commerce & Management: A Peer Reviewed National Journal, 2016
One of the most important factors influencing commitment of the employees is the behavior exhibited by transformational leaders. It is argued that transformational leaders foster positive employee commitment through their characteristics. Committed employees play a major role in creating the competitive advantage for an organization. In this sense, the purpose of this study is to analyze the role of transformational leadership in eliciting employee’s organizational commitment. As this paper is descriptive, analysis of this paper is totally dependent upon the secondary data like research journal, articles and different websites. The findings of paper could aid the leaders in enhancing the commitment of the employees.
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Transformational Leadership and Organizational Commitment: A Review of Literature
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The purpose of this study is to discuss the relationship between transformational leadership and organizational commitment in literature review.This study uses an analysis of the literature to interpret and explain the findings. The results of this study show that, based on the principle of reciprocity, transformational leaders, through motivation,high expectations and inspiration for employees of their dream for the institution and the guidance they creating social assistance, self-realization, collaboration and objective accomplishment, they have improved employee commitment rates.In turn, transformational leaders through enthusiasm, inspiring encouragement, individualized attention and intellectual stimulation develop an environment in which employees establish a sense of institutional identity and have more of a constructive working partnership between leader and employees.
Business environment has always been addressed by various scientific studies via many subjects, theories, and paradigms. While some of these have been very popular in the literature, some have not attained much concern. This study emphasizes two of the very prominent subjects, namely transformational leadership and organizational commitment. What are characteristic to this study are that the existence of top managers' leadership feature (if any) are interpreted by the workers; workers express the extent to which they perceive their top managers as transformational leaders; and workers' organizational commitment is investigated to unearth any potential relationships with this transformational leadership perception. These relationships are expected to be reciprocal. In other words, it is expected that workers' organizational commitment affects and is affected by how much they perceive their top managers as transformational leaders. This expectation is tested in İstanbul Tuzla Organized Industrial Zone by a model proposed with the intentions of finding related facts about Turkish businesses, and reaching some implications about connections between transformational leadership's nature and organizational commitment. The main result acknowledges this expectation: there is a positive and moderate reciprocal connection.
International Journal of Human Resource Studies
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 commitm...
Leadership styles and organizational commitment: literature review
Journal of Management Development, 2016
Purpose – The purpose of this paper is to examine the relationship between Bass’s (1985) leadership dimensions (transformational, transactional, and laissez-faire) and several outcome variables (employee extra effort, employee satisfaction with leader, leadership effectiveness) and organizational commitment. Design/methodology/approach – This is a systematic literature review. Findings – This review briefly discusses the conceptual framework and the Full Range Leadership Model (Bass, 1985) which include transformational leadership, transactional leadership, and laissez-faire leadership. Also discussed in this section were the abilities and the characteristics of transformational leaders. The leadership section was concluded with discussion on previous researches on transformational leadership. This review also provides a literature review on organizational commitment. Originality/value – Described in this paper are the various definitions of organizational commitment and the three-c...
In the past few years, number of private universities established in Karachi is increased increasing competition considerably in this sector, consequently the issue of employee commitment is also raised; employees leave organization when better remuneration is offered to them, particularly when they are unsatisfied with the work environment of their organization. Effective leadership is one of the main sources of nurturing organizational commitment. Selecting most appropriate leadership style in an organization is a biggest challenge for the management. The main purpose of this research is to create awareness about transactional and transformational leadership styles and to study their impact on employee commitment in private sector universities of Karachi.Understanding this relationship between leadership styles and organizational commitment can help management to choose an appropriate leadership style in different situations to increase employee commitment towards their organization, that will indirectly higher the profit of the organization. This research is an exploratory research andprimary datahas been conducted with 30 respondents. For the data analyses the correlation analysiswas applied. This research paper is an effort to find out which leadership style is more appropriate to enhance the organizational comittment.This research will also serve as a guideline for other researchers in future who want to work on this subject