Effect of Representative Leadership Styles on the Composition of Organization Commitment with the Facilitating Role of Organizational Maturity (original) (raw)
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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...
Leadership style and organizational commitment: A literature review
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Research in the field of Organisational Behaviour (OB) is constantly looking for ways to improve effectiveness and performance. A particularly interesting and popular concept leading to higher levels of performance is workers’ organisational commitment (OC). Managers are eager to stimulate OC, yet the question of how remains. This literature review investigates to what extent applied leadership styles affect workers’ commitment. Nine possible relations between different leadership styles and OC-dimensions are discussed based on literature findings. An analysis and synthesis of available research reveals strong positive relations between transformational leadership and the affective and normative aspects of commitment. Furthermore, transactional leadership seems to positively influence all aspects of OC. Laissez-faire leadership on the other hand is shown to weaken affective and normative commitment. Yet, all effects are dependent on contexts. This review contributes to the literature in the field of OB by bringing together existing knowledge on the subjects and its implications could serve as a road sign for managers looking to improve workers’ commitment. This thesis concludes with recommendations for future research.
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Leadership Styles: Imperative to Salubrious Organizational Commitment
International Journal of Advance Research in Computer Science and Management Studies (IJARCSMS), 2022
Leadership is now a feature theme in the matrix of corporate settings and dynamic polity. In the immediate corporate domain, the leadership complication is responsible for the rise and fall of the establishments. It serves as a dual- focused approach that encircles individual and group, as a whole. It now works as a compass for organization commitment which shells out direction and dimension of organization. An institution cannot be built without leadership. It provides resources, processes, tools, methods, and vision, requisite for the strong foundation of employee engagement. The greatest obstacle to organizational commitment is the selection of the right style of leadership. The organizations get confused over and over again in alternatives of transformational and transactional leadership. The former can be understood as a long-term outcome and the latter as short-term output. This situation in the organization and, in other various human terrains has attracted attention over the past few years. This paper attempts to study the significance of different leadership styles and organizational commitment in an organization. Many studies had been done to examine the impact of leadership style on organization commitment in an organization. Almost nominal studies are performed about formal institutes in India. This knowledge gap is very crucial and decisive to the welfare of the right-thinking of people. Specifically, I will gauge the influence with two instruments; Transformational and Transactional styles of leadership. The paper will conclude with the emphasis on the right choice of leadership style influencing the positive association between employee commitments in formal institutes in India.
The influence of transformational leadership style towards organizational commitment
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This paper was study about the variables that influence significantly towards organizational commitment in PT Pertamina (Marketing Division), Palembang, Indonesia. The objective of this research is to examine the influence of leadership style towards organizational commitment in terms of gender, age, and level of education. A total of 117 questionnaires were distributed based on the total Pertamina employee in Palembang. Employees are randomly approached and given the questionnaire. However, due to some limitations such as busy schedule worker and unwillingness to participated, it took some time to collect back the questionnaire. After given some period of time, only 98 are successfully collected back. And after checking the missing question for valid questionnaire, just 88 questionnaires those can be used as valid questionnaire from respondent. The remaining questionnaires are just collected and not take part on this research. Later, the data obtained from the study was analyzed by...
Leadership Style and Organisational Commitment: A Literature Review
Research in the field of Organisational Behaviour (OB) is always looking for ways to improve effectiveness and performance. A particularly interesting and popular concept leading to higher levels of performance is workers’ organisational commitment (OC). Managers are eager to stimulate OC, yet the question of how remains. This literature review investigates to what extent applied leadership styles affect workers’ commitment. Nine possible relations between different leadership styles and OC-dimensions are discussed based on literature findings. An analysis and synthesis of available research reveals strong positive relations between transformational leadership and the affective and normative aspects of commitment. Furthermore, transactional leadership seems to positively influence all aspects of OC. Laissez-faire leadership on the other hand is shown to weaken affective and normative commitment. Yet, all effects are dependent on contexts. This review contributes to the literature in...
Pakistan Journal of Medical and Health Sciences, 2023
Background: Job performance is a positive emotional condition caused by job appraisal. Poor leadership in industries causes employee dissatisfaction and turnover. Aims: To explores the relationship between transformational and transactional leadership styles and professional performance in the commercial textile sector in Lahore, Pakistan using organizational commitment as a mediator. Study design: Cross-sectional Place and duration of study: University of Lahore from 1 st June 2019 to 31 st December 2019. Methodology: The structured questionnaire items were answered by 300 participants on a 5-point Likert scale. Result: Most of the participants were males over 30 years and had a bachelor's degree. Most of the respondents had more than five years of experience and were managers. The results showed that the organizational commitment of employees did have mediating effect on the relationship between transformational and transactional leadership styles and job performance. Conclusion: Organizational commitment mediates leadership style and employee performance in this study. Any organization can benefit from a leadership style that can alter with the team's demands. A leader's example is essential for enforcing power. Leadership must emphasize job satisfaction and long-term employee engagement to keep employees satisfied and committed.
Economics & Sociology, 2023
The article fills a crucial gap in the literature in the area of relationships between leadership style and organizational commitment. In spite of the actuality of the theoretical nature and growing practical importance of the issue, no attempt has been made to examine the relationship in the context of its moderation by the work system in light of the widespread increase in remote working in response to the COVID-19 pandemic and post-Covid digitalization of the working environment by now. As a result, the key purpose of the paper is to investigate the moderating role of the work system in the relationship between leadership style and organizational commitment. The work system is understood as remote or onsite working. The empirical research is based on the survey done for Poland in the year 2022. The obtained primary data were analyzed within the Structural Equation Model (SEM) analytical framework. The main findings prove that transactional leadership has a greater impact on the organizational commitment of remote workers, while transformational leadership has a stronger impact on the organizational commitment of employees who work onsite. Therefore, from the practical perspective, organizations can increase the organizational commitment of their employees by adopting appropriate leadership behaviors by leaders. These behaviors should be adapted to the work system, depending on whether employees work remotely or on-site. Based on these results, organizations can better design working conditions contributing to greater employee commitment, which in turn will translate into organizational performance.
J. Mgt. Mkt. Review , 2019
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. Findings-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.