Review of Business Management Managers' leadership style and the commitment of their team members: associating concepts in search of possible relations (original) (raw)
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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...
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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Proceedings of the 4th International Conference on Sustainable Innovation 2020-Accounting and Management (ICoSIAMS 2020)
This study aims to determine the effect of organizational commitment to the relationship between leadership style and BUMDes employee performance. This research was conducted at BUMDes in Bantul Regency using survey methods. The population and sample in this study were employees of BUMDes in Bantul Regency with 105 respondents. The analysis technique used in this study is Partial Least Square (PLS). The results showed that the leadership style had a direct influence on the performance of BUMDes employees. The results also show that organizational commitment cannot mediate the relationship between leadership style and BUMDesa employee performance. These results have implications for BUMDes to be able to apply the right leadership style and pay more attention to employees in order to improve performance in the context of managing BUMDesa.
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...
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Leadership Style and Organizational Commitment: Case Study from University of Somalia
The study was about the role of leadership style on organizational commitment. The study has two objectives; to find out the impact of transformational leadership on organizational commitment in Mogadishu, Somalia, to investigate the impact of transactional leadership on organizational commitment in Mogadishu, Somalia. The study was explanatory. The purpose of explanatory study was to explain the relationship between the two variables. Questionnaire was used to collect data from sample of 95 respondents. The data was analyzed using SPSS version. 20. Leadership could support organizational commitment using transformation and transaction styles, the first dimension of independent variable which transformation style has positive relationship with organizational commitment, the second dimension of which transaction style has positive relationship with organizational commitment. In reference with the result and findings it is revealed that employee commitment has positive relationship with the two dimensions of independent variable. The findings of this study, it makes an important contribution to our understanding of leadership style on organizational commitment. It is hoped that the results will stimulate further investigation into other equally important aspects affecting leadership style. This study was restricted to one construct of work related behaviors-leadership style on organizational commitment. Hence further research in the area could extend to cover other constructs which also relate to organizational commitment.
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.