Impact Of Leadership Styles On Employee Organizational Commitment

Abstract

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.

Transformational leadership and organizational commitment

“…Wiza & Hlanganipai, 2014;Clinebell et al, 2013;Felfe et al, 2010;Castro et al, 2008), which suggest that leadership can foster the development of an emotional attachment to the organization on followers. This attachment can be undertaken conveying a motivational vision, as an expression of an idealized picture based on organizational values and culture (Bass & Avolio, 1993).…”

Building affective commitment through job characteristics, leadership and empowerment

“…Many studies have examined the impact of transformational leadership on OC (Avolio et al, 2004; McMurray, Pirola-Merlo, Sarros, & Islam, 2010; Ali, Babar, & Bangash, 2011; Ismail, Mohamed, Sulaiman, Mohamad, & Yusuf, 2011; Riaz et al, 2011; Tuna, Ghazzawi, Tuna, & Çatir, 2011; Atmojo, 2012; Baek-Kyoo, Yoon, & Chang-Wook, 2012; Yeh & Hong, 2012; Clinebell, Skudiene, Trijonyte, & Reardon, 2013; Jackson, Meyer, & Wang, 2013; Bacha, 2014; Yucel, McMillan, & Richard, 2014). A few studies have also shown that other types of leadership lead to OC.…”

Leadership development program: a survey on perceived program success, employment satisfaction, and intent to stay

“…They focus on the micromanagement of their employees and favour a reward system and passive problem solving methods dealing with employees (Bass, 1990;Bass & Bass, 2008;Tallman, 2012). Programs that help develop transformational leaders versus transactional leaders play a fundamental role in influencing organizational commitment (Bass, 1990;Clinebell et al , 2013). Vries et al, (2009) A continual and consistent program integrated into the employees' work lives is important to retain staff.…”

“…There is a positive correlation between transformational leadership and organizational commitment (Clinebell et al, 2013). Commitment to the organization can be further defmed as an employee's commitment to their co-workers.…”

“…There are relatively few variables of significance for Hypothesis 3. This is perplexing as literature concludes that this should be the opposite relationship, or at least that there should be more correlations between the variables (Torka & Schyns, 2010;Clinebell et al , 2013). The literature indicates that the ability to understand co-workers in a team environment does increase improved co-worker and organizational commitment, leading to a positive job satisfaction relationship (Foon et al 2010).…”