Testing the Effect of Employee Engagement, Transformational Leadership and Organisational Communication on Organisational Commitment

Abstract

Objective – Organisational commitment has emerged as a major source of competitive advantage for many organizations. Its dominance and significance in the field of academia and business is highly attributed to its incredible benefits such as improved employee performance, productivity, loyalty, responsibility, job satisfaction, motivation and a harmonious industrial relations system. Based on Meyer and Allen’s (1991) Three-Component Model of Organisational Commitment, the current study acknowledges organisational commitment as a psychological state that is made up of affective, normative and continuance commitment, and that it is attributed to a diverse range of factors. As such, the primary objective of this research is to trace the antecedents of organisational commitment and test the effects of some of the key factors affecting organisational commitment, namely: employee engagement, transformational leadership and organisational communication. Findings – The findings of this research indicate that employee engagement, transformational leadership and organisational communication have a significant positive effect on organisational commitment. Novelty – Organizations should identify key drivers of organisational commitment and ensure their continuous assessment so as to encourage effective organisational commitment among employees. Type of Paper: Empirical. Keywords: Employee Engagement; Organisational Commitment; Organisational Communication; Transformational Leadership. Reference to this paper should be made as follows: Moyo, N. 2019. Testing the Effect of Employee Engagement, Transformational Leaderhip and Organisational Communication on Organisational Commitment, J. Mgt. Mkt. Review 4(4) 270 – 287 https://doi.org/10.35609/jmmr.2019.4.4(6) JEL Classification: M10, M12, M19.

Transformational Leadership During the COVID-19 Pandemic: Strengthening Employee Engagement Through Internal Communication

“…When leaders need to increase their employees’ interest, awareness, and willing acceptance of new vision and mission for the good of the organization, transformational leadership is critical to help the organization redefine the mission and vision, renew the members’ commitment, and reform the system to achieve their goal ( Hay, 2006 ). Transformational leadership is defined as a style of leadership to organize relationships in facing the internal and external changes by motivating, enhancing, and transforming the employees’ actions and aspirations and by integrating empathy, compassion, sensitivity, relationship building, and innovation so that the leader and the employees have a shared vision and values, mutual respect, and trust ( Jyoti & Dev, 2014 ; Men, 2014 ; Moyo, 2019 ).…”

“…Transformational leadership influences employees’ work engagement directly and indirectly ( Breevaart et al, 2013 ) and their service orientation because they are more engaged if they perceive the transformational characteristic of their leaders ( Popli & Rizvi, 2015 ). Transformational leadership has a critical role in increasing organizational commitment, and it will bring some benefits, such as improved employee performance, productivity, loyalty, responsibility, job satisfaction, motivation, and a harmonious industrial relations system ( Almohtaseb et al, 2021 ; Moyo, 2019 ).…”

Inovasi Kolaboratif pada Kepemimpinan Bapa Raja dalam Masa Krisis COVID-19 di Bumi Raja-Raja

“…Pada konteks kepemimpinan transformasional (Peter G. Northouse, 2019), kemampuan Bapa Raja dalam melakukan pemetaan persoalan secara mendetail serta kapasitas yang dimiliki dalam menghadirkan solusi yang tepat sasaran merupakan salah satu faktor yang mendorong masyarakat memiliki keinginan untuk turut serta mencarikan solusi atas kompleksitas yang terjadi di masa krisis pandemi COVID-19 (Men, 2014;Moyo, 2019). Kemampuan Bapa Raja dalam membantu pencatatan data penerima bantuan memunculkan karakteristik pemimpin dengan wawasan yang luas dan pemahaman yang mendalam tentang bidang kerja atau industri yang mereka pimpin (Dumdum et al, 2013).…”

Do You Feel Safe Here? The Role of Psychological Safety in the Relationship between Transformational Leadership and Turnover Intention Amid COVID-19 Pandemic

“…Research studies (e.g., Jyoti and Dev 2014;Men 2014;Moyo 2019) have described transformational leadership as a kind of leadership that organizes relationships in order to face outside and inside changes by inspiring, enhancing, and transforming the actions and aspirations of the employees by integrating empathy, compassion, and sensitivity, and building relationships through innovation. Thus, the leader and their workers have a shared vision and values, mutual respect, and trust.…”