The Relationship between Leadership Style and Employee Outcomes: The Mediating Role of Organizational Commitment

Daud, Ilzar; Afifah, Nur

doi:10.35609/jmmr.2019.4.2(1)

Cited by 3 publications

(2 citation statements)

References 21 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…A quantitative approach and cross-sectional research methodology were implemented in this study, and it will help to collect the data and information, and to draw inferences on the defined hypothesis (Creswell, 2014; Babalola, 2016; Islam et al , 2018; Daud and Afifah, 2019; Nanjundeswaraswamy et al , 2020; Mwesigwa et al , 2020; Gopinath, 2021). The research population consists of employees working in mechanical manufacturing SMEs, in and around Bangalore, India.…”

Section: Methodsmentioning

confidence: 99%

The mediating role of job satisfaction in the relationship between leadership styles and employee commitment

Nanjundeswaraswamy

2021

JEAS

View full text Add to dashboard Cite

PurposeThe aim of this study is to identify the association between leadership styles (LS) and employee commitment(EC) among employees working in the mechanical manufacturing small- and medium-sized enterprises (SMEs), mediated by job satisfaction.Design/methodology/approachThe research is cross-sectional and the survey method was used, and Pearson correlation analyses, regression analysis and structural equation modelling (SEM) were used to examine the hypothesis. A sample of 911 responses was collected from 102 mechanical manufacturing SMEs in and around Bangalore, India.FindingsEC depends on the age, the experience of employees, LS of the superior and job satisfaction of employees who are working in the mechanical manufacturing SMEs. The research found out that job satisfaction partially mediates the relationship between LS and EC.Research limitations/implicationsThe study is cross-sectional in nature; it measures and quantifies the different variables at a single point period; therefore, the research does not offer outcomes over a long period.Practical implicationsTo enhance the commitment of employees working in the mechanical manufacturing SMEs, managers/superiors should make an effort to exhibit a holistic view of LS that enhances job satisfaction and improves the pleasant relationship in the work environment.Social implicationsIn the competitive business environment retaining skilled and talented employees is the major challenge for the organization. Many research studies explored that committed employees will retain in the organization for a long tenure. Thus, our study contributes to the body of the literature on predictors of EC. It is noted that the involvement of employees by the leaders during the decision-making process, creates an effective working ambience for the employees and establishes a pleasant relationship among employees. The leader will motivate the employees to work efficiently and effectively, in addition to that they motivate employees to continue working with the same organization. Hence there is a need for the mechanical manufacturing firms to design and implement strategies of motivating employees to remain in the organization. Our study was cross-sectional in nature; it measures and quantifies the different variables at a single point period; therefore, research does not offer outcomes over a long period. Hence a longitudinal study over some time gives more accurate outcomes, and it is more appropriate. This study focused on employees working in the mechanical manufacturing firms, in and around Bangalore, India; therefore, findings cannot be generalized to all employees of the mechanical manufacturing firms.Originality/valueThis research contributes to the existing literature by exploring further evidence and support for the relationship between LS and EC in mechanical manufacturing SMEs. And research also reveals that job satisfaction partially mediates the relationship between the LS and EC in mechanical manufacturing SMEs.

show abstract

Section: Methodsmentioning

confidence: 99%

The mediating role of job satisfaction in the relationship between leadership styles and employee commitment

Nanjundeswaraswamy

2021

JEAS

View full text Add to dashboard Cite

show abstract

“…further shows that employees are much more likely to commit to a business if they have confidence in their leaders. The study ofDaud (2019) concludes that transformational leadership style significantly affects job performance…”

mentioning

confidence: 98%

The Impact of Leadership on Employees’ Loyalty and on Organizational Success: Do Transformational and Transactional Leadership Ensure Organizational and Work Commitment?

Xanthopoulou¹,

Karampelas²

2020

ijSciences

View full text Add to dashboard Cite

Leadership issues are vital to organizational success (Kumar and Kaptan, 2007). Without a strategic and effective leadership, it is difficult for the members of the organization to maintain profitability, productivity and competitive advantage (Lussier and Achua, 2007). Work commitment is important for understanding employee work behavior (Mowday et al., 1979;Meyer and Herscovitch 2001;Meyer et al. 2002). This commitment has an impact on many work-related characteristics, such as the intention to stay in the business (

show abstract

The Mediation of Intrinsic Motivation and Affective Commitment in the Relationship of Transformational Leadership and Employee Engagement in Technology-Based Companies

Azis

Prasetio

Gustyana

et al. 2019

PJMS

View full text Add to dashboard Cite

The Relationship between Leadership Style and Employee Outcomes: The Mediating Role of Organizational Commitment

Cited by 3 publications

References 21 publications

The mediating role of job satisfaction in the relationship between leadership styles and employee commitment

The mediating role of job satisfaction in the relationship between leadership styles and employee commitment

The Impact of Leadership on Employees’ Loyalty and on Organizational Success: Do Transformational and Transactional Leadership Ensure Organizational and Work Commitment?

The Mediation of Intrinsic Motivation and Affective Commitment in the Relationship of Transformational Leadership and Employee Engagement in Technology-Based Companies

Contact Info

Product

Resources

About