The Impact of Transformational Leadership on Organizational Commitment and Intention to Stay: Empirical Evidence From China’s Performing Arts Industry

Abstract

As part of the cultural industries, performing arts has been playing an important role in enriching people’s spiritual life, leveling culture and education, creating jobs, and even making economic benefits. Hence, a significant methodology is required to tackle the complicated concepts of transformational leadership (TL) and social factors in an arts industry context. This article aims to observe the direct impacts of TL on organizational commitment (OC). Furthermore, it examined the indirect effects of TL on OC and intention to stay (ITS) via person–job fit (PJF), social capital (SC), and psychological capital (PC). According to the results of this research, TL was discovered to have a positive impact on OC and PJF while having no significant effect on ITS. Furthermore, PJF had a significant impact on SC. Moreover, SC significantly influenced PC. In addition, PC was discovered to be in a significant correlation with OC while having no significant association with ITS. Finally, OC was also in a significant relationship with ITS.

The mediating role of quality of work life and organizational commitment in the link between transformational leadership and organizational citizenship behavior

“…The third hypothesis ( H3 ) test results in Table 10 show that transformational leadership (TL) has a direct positive and significant relationship with organizational commitment (OC). The results of this research support several previous empirical studies that essentially emphasize that good transformational leadership practices can be positively and significantly related to organizational commitment [ 30 , [68] , [69] , [73] ].…”

“…Leadership is described as the leader's ability to inspire, promote, and enable subordinates to participate in achieving organizational success and competence. TL practices can improve OC and trust [ 30 ]. An example of the effectiveness of TL is to encourage the increased organizational commitment of employees [ 20 ].…”

“…Increasing an individual's organizational commitment is critical in management studies [ 29 ]. Apart from that, the sense of employee ownership is also increasing, which is an important element for an organization, and this is influenced by leadership [ 30 ]. Burmansah et al [ 31 ] revealed that the quality of work life is positively and significantly related to teachers' affective commitment in schools.…”

The impact of psychological capital on green and organizational performance: Empirical research measuring psychological and subjective health of green building industries

“…Self-efficacy alludes to an individual's beliefs regarding their perceived competence to achieve and accomplish goals. Hope is also a major factor that promotes drive, goal attainment, and compatibility ( 16 , 36 ). Individuals who have high levels of hope are usually confident that they will achieve the things that they desire, so they generate alternate paths to achieve targets if initiative-based strategies are obstructed ( 31 ).…”

Job Satisfaction as a Mediator of Spiritual Leadership and Intention to Stay of Teaching Personnel

“…Mansor et al, (2013) also revealed that the behavior of spiritual leaders will contribute to increasing the intention to stay of individuals; in other words, the sincere and selfless attitude of leaders plays an important role in increasing the intention to stay of individuals. However, other findings show that spiritual leadership has no significant effect on increasing individual intention to stay (Al-Sakinah et al, 2020;Krismonika & Dwiatmadja, 2020;Kriswanta et al, 2021;Ng & Salamzadeh, 2020;Xu et al, 2022). This inconsistency is reinforced by Zakkariya & Aboobaker (2021), which found that spiritual leadership with the dimensions of hope/belief, and altruistic love has a negative relationship with intention to stay.…”