Leadership and Satisfaction in Change Commitment

Yang, Yuxin

doi:10.2466/01.28.pr0.108.3.717-736

Cited by 11 publications

(17 citation statements)

References 65 publications

(89 reference statements)

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“…Herscovitch and Meyer’s (2002) 18-item Change Commitment Scale (overall α = .85) was applied for evaluation of commitment scale in the workplace. Previous studies found a Cronbach’s α ranging from .79 to .93 (Herold et al., 2008; Yang, 2011a, 2011b). Using the same three-factor construct, the Cronbach’s α found in the current study was .85 (Guttman split-half coefficient = .77).…”

Section: Methodsmentioning

confidence: 99%

“…Proximal-distal mediators Podsakoff et al (1990Podsakoff et al ( , 1996, Dirks and Ferrin (2002), and Yang (2011aYang ( , 2014a reported that leadership trust and change commitment played individual mediating roles in relation to the leadership-job satisfaction connection (Braun et al, 2013;Anwar & Ahmad, 2012). Accordingly, from Models 5 and 6, we conclude there are two alternative paths linking three types of mediation.…”

Section: Stepsmentioning

confidence: 99%

“…Six models describing possible relations between transformational leadership (TL), leadership trust (TR), change commitment (COM), and job satisfaction (SAT). Podsakoff et al (1990Podsakoff et al ( , 1996, and Yang (2011aYang ( , 2014a, who examined how leadership influences job satisfaction indirectly through mediators.…”

Section: Introductionmentioning

confidence: 99%

“…The hypothesized model was examined to extend and clarify the fragmented conceptual studies of Braun, Peusb, Weisweilera, and Freya (2013), Dirks and Ferrin (2002), Podsakoff et al. (1990, 1996), and Yang (2011a, 2014a), who examined how leadership influences job satisfaction indirectly through mediators.

Figure 1.Six models describing possible relations between transformational leadership (TL), leadership trust (TR), change commitment (COM), and job satisfaction (SAT). …”

Section: Introductionmentioning

confidence: 99%

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Examining Competing Models of Transformational Leadership, Leadership Trust, Change Commitment, and Job Satisfaction

Yang

2016

Psychol Rep

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This study discusses the influence of transformational leadership on job satisfaction through assessing six alternative models related to the mediators of leadership trust and change commitment utilizing a data sample (N = 341; M age = 32.5 year, SD = 5.2) for service promotion personnel in Taiwan. The bootstrap sampling technique was used to select the better fitting model. The tool of hierarchical nested model analysis was applied, along with the approaches of bootstrapping mediation, PRODCLIN2, and structural equation modeling comparison. The results overall demonstrate that leadership is important and that leadership role identification (trust) and workgroup cohesiveness (commitment) form an ordered serial relationship.

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Section: Methodsmentioning

confidence: 99%

Section: Stepsmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Figure 1.Six models describing possible relations between transformational leadership (TL), leadership trust (TR), change commitment (COM), and job satisfaction (SAT). …”

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

Examining Competing Models of Transformational Leadership, Leadership Trust, Change Commitment, and Job Satisfaction

Yang

2016

Psychol Rep

Self Cite

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“…In which one of these core values and concepts is leadership. A company's senior leaders need to set directions and create a customer focus, clear and visible values, and high expectations (Yang, 2011). The values, directions, and expectations should balance the needs of all stakeholders.…”

Section: Leadership Changementioning

confidence: 99%

The Moderating Effect of Role Stressor on the Influence of Evolutionary Process Change Factors on Internal Customer Satisfaction in Telecommunication in Jordan

Sardia¹,

Ahmad²

2014

ASS

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This study investigates the moderating effect of role stressor on the influence of leadership change, behavioral change, structural change, technological change and cultural change on internal customer satisfaction. As a result, a cross-sectional study design with a quantitative study approach was conducted, and data was generated through self-administered procedure from 354 respondents from three telecommunication companies in Jordan. A 3-step hierarchical regression analysis technique was used to analysis the data. The study found overall support for the moderating effect of role conflict and role ambiguity on the relationship between structural change, technological change and cultural change on internal customer satisfaction while on the contrary, role conflict failed to moderate the relationship between leadership change, behavioural change and cultural change on the internal customer satisfaction, and role ambiguity also failed to moderate the relationship between leadership change, behavioural change, structural change and technological change on the internal customer satisfaction. The study concludes that role conflict and role ambiguity may only play significant role on the influence of structural change, technological change and cultural change on internal customer satisfaction. The study contributes to the body of knowledge by providing additional insight on the role of role stressor in particular role conflict and role ambiguity in managing EPC in the telecommunication industry. The study also highlights some of its limitations and makes suggestions for future study in this domain.

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The Effect of Leadership on Organizational Commitment

Öztekin

İşçi

Karadağ

2015

Leadership and Organizational Outcomes

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The effect of leadership on organizational commitment was examined in this meta-analysis study. A total of 420 research studies were collected as a result of the review activity, out of which 202 were included in the meta-analysis. The 202 research studies were compiled to obtain a sample group size of 63,753 subjects. The analysis results of the random effect model showed that leadership has a medium-level positive effect on organizational commitment. Of the moderators identified, such as sample group/sector, type of publication, leadership style/ approach, year of publication and type of commitment, it was found that only type of publication was a moderator variable.

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Leadership and Satisfaction in Change Commitment

Cited by 11 publications

References 65 publications

Examining Competing Models of Transformational Leadership, Leadership Trust, Change Commitment, and Job Satisfaction

Examining Competing Models of Transformational Leadership, Leadership Trust, Change Commitment, and Job Satisfaction

The Moderating Effect of Role Stressor on the Influence of Evolutionary Process Change Factors on Internal Customer Satisfaction in Telecommunication in Jordan

The Effect of Leadership on Organizational Commitment

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