The effect of transformational leadership on organizational commitment: Mediating role of job stress and job satisfaction

Rachmah, Anita Ramadani; Sudiro, Achmad; Juwita, Himmiyatul Amanah Jiwa

doi:10.20525/ijrbs.v11i8.2134

Cited by 2 publications

(4 citation statements)

References 29 publications

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Section: Transformational Leadership To Organizational Commitmentsupporting

confidence: 89%

“…The results of this study are in line with the results of research from [14], [32], [48] which prove that a leader's transformational leadership can increase employee commitment. Although previous research [14], [32], [48] was conducted on different research objects, the research results remained the same. However, this study disagrees with research from [46] which states that there is no influence between transformational leadership on organizational commitment.…”

Section: Transformational Leadership To Organizational Commitmentsupporting

confidence: 89%

“…Research [14] on teachers in 14 high schools in Addis Ababa city found that transformational leadership has a positive effect on organizational commitment in an affective, normative, and sustainable manner. Other research conducted by [32], [48] supports that transformational leadership can increase employee organizational commitment. A different study conducted by [46] shows that transformational leadership does not organizational commitment.…”

Section: Transformational Leadership and Organizational Commitmentmentioning

confidence: 72%

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Examining the Influence of Transformational Leadership and Job Satisfaction to Reduce Turnover Intention with Organizational Commitment as a Mediator

Suroya,

Bagis,

Widhiandono

et al. 2023

AJEBA

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Aims: This study examines the role of transformational leadership and job satisfaction in reducing turnover intention in the hospitality sector, including the mediating factor of organizational commitment on employees at the 4-star hotels in Purwokerto. Study Design: This research uses a quantitative approach with questionnaire data collection methods. Place and Duration of Study: This research was conducted on employees at the 4-star hotels in Purwokerto, totaling 176 respondents from 276 employees between September 2023 - October 2023. Methodology: The retrieval technique used is quota sampling which is done by setting quotas based on the proportion of each hotel. This research was conducted using Partial Least Square analysis. The results of this analysis calculate the percentage of the results of the demographic conditions of all employee respondents at the 4-star hotels so that the calculations are even. As a result, the sampling collected 176 respondents, including 123 male and 53 female employees, with a predominance of ages 20 - 25 years. Results: Using a significant level of 5%, the results of the analytical calculations prove that Transformational Leadership, Job Satisfaction and Organizational Commitment have a negative but insignificant effect on Turnover Intention. Transformational Leadership and Job Satisfaction positively and significantly affect Organizational Commitment. The mediation results show that Organizational Commitment cannot mediate the relationship between Transformational Leadership and job satisfaction on turnover intention. Conclusion: The results of this study show that leaders who implement transformational leadership practices and satisfied employees can increase organizational commitment, but it cannot significantly reduce turnover intention.

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Section: Transformational Leadership To Organizational Commitmentsupporting

confidence: 89%

Section: Transformational Leadership To Organizational Commitmentsupporting

confidence: 89%

Section: Transformational Leadership and Organizational Commitmentmentioning

confidence: 72%

See 1 more Smart Citation

Examining the Influence of Transformational Leadership and Job Satisfaction to Reduce Turnover Intention with Organizational Commitment as a Mediator

Suroya,

Bagis,

Widhiandono

et al. 2023

AJEBA

View full text Add to dashboard Cite

show abstract

“…Ramadani Rachmah et al (2022) and Waskita(2022) support that transformational leadership can increase employees' organizational commitment. However, different research by (Jufrizen et al, 2022) shows that transformational leadership has no effect on organizational commitment.…”

Section: Transformational Leadership and Turnover Intentionmentioning

confidence: 96%

Effort to Prevent and Reduce Employee Turnover Intention in The Hospitality

Darmawan,

Bagis

2024

RGSA

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Purpose: The loss of skilled workers is one of the negative effects of the high turnover rates that the hospitality sector is currently experiencing. Turnover intention refers to an employee's desire to relocate or quit their position. There are several organizational disruptions brought on by this staff turnover. The purpose of this study is to test a research model empirically by examining how job security, perceived organizational support, and transformational leadership affect the intention to leave a company. Theoretical framework: This study employs the Social Exchange Theory, which posits that a balanced exchange occurs between two parties, with recipients typically responding positively when the giver provides something valuable. In line with this concept, the research aims to explore how factors such as job security, perceived organizational support, and transformational leadership influence individuals' inclination to remain in their current employment. Method/design/approach: Quota sampling, which establishes a quota depending on the percentage of each hotel, is the sample method employed. Analysis employing Partial Least Squares was used in this study. In order to ensure that the computations are spread equally, the analysis's findings determine the proportion of the demographic conditions of each employee respondent at 4-star hotels. Consequently, a total of 176 respondents were gathered from the sampling, comprising 123 male and 53 female employees, with the majority falling between the 20–25 age range. Results and conclusion: The findings suggest a positive association between the desire to leave a company and factors such as perceived organizational support, transformational leadership, and job security. Interestingly, the results indicate that enhancing job security could potentially decrease the inclination to leave. However, the study did not uncover significant effects of transformational leadership or perceived organizational support on turnover intention. Research implications: Provide new references in theoretical studies, especially on turnover intention behavior, especially in the hospitality sector. Originality/value: Establish a new measurement mechanism in an effort to reduce turnover intention using different antasedent variables.

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The effect of transformational leadership on organizational commitment: Mediating role of job stress and job satisfaction

Cited by 2 publications

References 29 publications

Examining the Influence of Transformational Leadership and Job Satisfaction to Reduce Turnover Intention with Organizational Commitment as a Mediator

Examining the Influence of Transformational Leadership and Job Satisfaction to Reduce Turnover Intention with Organizational Commitment as a Mediator

Effort to Prevent and Reduce Employee Turnover Intention in The Hospitality

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