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The Relationship Between Transformational Leadership Characteristic Organizational Commitment And Job Performance Of The Employees Of Four State Owned Banks In Pontianak West Kalimantan
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Book Synopsis The Relationship Between Transformational Leadership Characteristic, Organizational Commitment, and Job Performance of the Employees of Four State-Owned Banks in Pontianak, West Kalimantan by : Ilzar Daud
Download or read book The Relationship Between Transformational Leadership Characteristic, Organizational Commitment, and Job Performance of the Employees of Four State-Owned Banks in Pontianak, West Kalimantan written by Ilzar Daud and published by . This book was released on 2017 with total page 8 pages. Available in PDF, EPUB and Kindle. Book excerpt: Objective - The main objectives of this study is to examine the relationship between transformational leadership characteristic, organizational commitment and job performance of the four State-Owned Banks employees in Pontianak,West Kalimantan.Methodology/Technique - The Data used in evaluating the model were gathered from the four State-Owned Banks in Pontianak, West Kalimantan. 345 permanent employees of those four State-Owned Banks participated in the survey. The Structural Equation Modeling (SEM), using LISREL 8.8 Software will be employed to examine the relationship among the constructs in the study.Findings - The findings of the study concluded that transformational leadership characteristic insignificant relationship on job performance, transformational leadership characteristic positive significant relationship on organizational commitment, organizational commitment positive significant relationship on job performance, and Organizational commitment mediates the relationship between transformational leadership characteristic and job performance of employees of the four State-Owned Banks in Pontianak, West Kalimantan.Novelty - Variables used in this study partially been done but research regarding all variables of employees of the four State-Owned Bank in Pontianak, West Kalimantan, Indonesia felt there was still no.Type of Paper: Empirical.
Book Synopsis The Impact of Transformational and Transactional Leadership to Subordinate's Job Satisfaction, Organizational Commitment Affect to Team Effectiveness by : Natepanna Yavirach
Download or read book The Impact of Transformational and Transactional Leadership to Subordinate's Job Satisfaction, Organizational Commitment Affect to Team Effectiveness written by Natepanna Yavirach and published by . This book was released on 2015 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: According to government policy, all public universities in Thailand must become autonomous management by itself support all activities. Therefore, the leaders are important person who responsible for success or failure of organization. The purpose of study is to explore the effect of transformational and transactional leadership behavior to subordinates job satisfaction and organizational commitment affect to team effectiveness. The full range leadership models of transformational and transactional leadership style had been used as a theoretical framework of study. The Multi Leadership questionnaires (MLQ-5X) was used to collected data and measure the characteristics of the leaders. The respondents were separated into two groups, organization and subordinates level. The statistical technique consist of structural equation model (SEM) by software AMOS version 8 was used. The result showed the relationship, direct and indirect effect of transformational and transactional leadership behavior to subordinate's job satisfaction, organizational commitment that impact to team effectiveness. The result of individual level found that subordinates' job satisfaction had higher direct effects from transactional leadership. All variables had significant positive effects to team effectiveness. Subordinates' job satisfaction and organizational commitment found high significant relationship affect to team effectiveness. Organizational commitment had higher direct effects from transactional leadership. In organization level found different result from individual level. Transformational leadership found higher significant relationship to subordinate's job satisfaction and high relationship to organizational commitment. Transactional leadership had direct effect and high relationship to team effectiveness in both groups. Transactional leadership found higher effect to team effectiveness than transformational leadership.
Book Synopsis Leadership Styles and Employees' Job Performance by : Aziz Javed
Download or read book Leadership Styles and Employees' Job Performance written by Aziz Javed and published by . This book was released on 2011 with total page 590 pages. Available in PDF, EPUB and Kindle. Book excerpt: Leadership and followers' performance has always attracted organizational scholars' attention. Leadership is considered as one of the important factor, responsible for organizational and team's performance. Earlier studies mostly conducted in US and European countries and have mentioned a positive association between leadership and employees' job performance. Few authors have reported negative linkage between transactional leadership style and employees' performance. Most of these studies were conducted in public organizations. Here, we conducted this study in Pakistani work context to check the leadership effects on subordinates' task performance and organizational citizenship behaviors (OCBs). We also checked the possible mechanism involved in this leader-follower relationship. Some authors have checked organizational politics and organizational justice as possible underpinning mechanism, while we tested employees' self- and collective efficacy as one of the possible mechanism. Our direct hypothesized relationships were between two leadership styles (transactional and transformational) and employees' task performance, OCBs, self- and collective efficacy. Our results were partially similar to previous studies while partially different for direct relationships. Both transactional and transformational were found positively related to employees' task performance, OCBs, self- and collective efficacy. Transactional leadership was a stronger predictor of employees' task performance while transformational leadership proved a stronger predictor of employees' OCBs. Both employees' self- and collective efficacy proved to be mediators between both leadership styles (transactional and transformational) and employees' task performance and organizational citizenship behaviors. Self-efficacy proved a stronger mediator between transactional leadership and employees' task performance while collective efficacy was stronger mediator between transformational leadership and employees' OCBs.
Book Synopsis Leadership Style, Interpersonal and Institutional Trust, and Engagement by : Forbis Ahamed
Download or read book Leadership Style, Interpersonal and Institutional Trust, and Engagement written by Forbis Ahamed and published by . This book was released on 2013 with total page 606 pages. Available in PDF, EPUB and Kindle. Book excerpt: Over the recent years, substantial evidences of the impact of leaders' unprofessional behavior and ethical lapses have been documented. These types of failures include the destruction of some of the world's largest companies and the resultant loss in hundreds of billions of dollars in shareholder values. Creating a healthy and trustful work environment is crucial due to the plethora of overwhelming business scandals across the world. Leaders play a pivotal role in shaping such a conducive, trustworthy, and engaged work atmosphere. Little empirical evidence exists; however, about authentic leadership behavior and its subsequent impact on work behavior like trust and work engagement. To fill this gap, the present research examined these issues in the banking sector in Malaysia. Specifically, it investigated the relationships among leadership styles (authentic, transformational and transactional), interpersonal and institutional trust, and employee work engagement. Furthermore, the study examined the mediating effect of organizational trust in the role of perceived leadership styles of supervisors and employees' work engagement. Sample consisted of 395 employees recruited from four major banks (two Islamic and two conventional). Data were collected with the help of standardized tools. Structural Equation Modeling (SEM) and other relevant statistical methods were used to analyze the data. As predicted, structural path diagrams showed that authentic leaders were perceived to be more trustful that contributed to employees' work engagement. The empirical test indicated that organizational trust played a significant mediating role between leadership styles and employees' work engagement. Although the study did not find certain direct paths as significant, the indirect paths or mediating roles were significant in the linkages of authentic and transformational leaderships with interpersonal and institutional trust as well as between these two trusts and work engagement. The model comparison and independent sample t-test further indicated that leaders in Islamic banks were perceived to be more authentic and trustworthy; subsequently, the employees were also more engaged in their job than their conventional counterparts. Finally, many alternative models were examined, and recommendations were made. Overall, this study is important because it helps to explain the overwhelming impact of authentic leadership factors on employees' work engagement, particularly, in generating a trusting relationship with the employees, which intermediates the relationship between authentic leadership style and components of work engagement. The finding should add to the leadership literature.
Book Synopsis A quantitative study on the relationship between transformational leadership, organizational commitment, and perception of effectiveness by : Leon T. Geter (Sr)
Download or read book A quantitative study on the relationship between transformational leadership, organizational commitment, and perception of effectiveness written by Leon T. Geter (Sr) and published by . This book was released on 2010 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Book Synopsis Studying Relations Between Transformational Leadership and Employees' Satisfaction and Commitment in Organizations by : Seyed Amidreza Tabaeian
Download or read book Studying Relations Between Transformational Leadership and Employees' Satisfaction and Commitment in Organizations written by Seyed Amidreza Tabaeian and published by . This book was released on 2017-08-02 with total page 16 pages. Available in PDF, EPUB and Kindle. Book excerpt: Research Paper (undergraduate) from the year 2014 in the subject Business economics - Business Management, Corporate Governance, grade: 17.77, language: English, abstract: In this study, we have investigated the relationship between transformational leadership and employees' satisfaction and commitment in organization. Its objectives are: 1-Increasing effectiveness of change leadership in organization; 2-Increasing effectiveness of change leadership on leadership effectiveness; 3- Increasing effectiveness and efficiency in organization. To test the hypotheses of this research, 223 employees of Arak Alomrol Company were chosen using random sampling. They were asked to answer questionnaires. After collecting data, they were analysed using SPSS software. Results showed that in the field of leadership behaviors, such behaviors might lead to the decrease in employees' satisfaction and commitment and a great deal of quitting in the organization. On the other hand, absolute using of transformational leadership's behaviors might cause to appear positive effects like high satisfaction and commitment, high productivity and motivation.
Book Synopsis Effects of Transformational Leadership, Job Satisfaction and Organizational Commitment---An Example of the Banking Industry by : 詹璧綺
Download or read book Effects of Transformational Leadership, Job Satisfaction and Organizational Commitment---An Example of the Banking Industry written by 詹璧綺 and published by . This book was released on 2007 with total page 82 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Book Synopsis Effect of Transformational Leadership on Job Satisfaction and Organizational Commitment by : Shaukat Ali
Download or read book Effect of Transformational Leadership on Job Satisfaction and Organizational Commitment written by Shaukat Ali and published by . This book was released on 2017 with total page 16 pages. Available in PDF, EPUB and Kindle. Book excerpt: The study was conducted to examine the effect of transformational leadership on job satisfaction and organizational commitment. Pre-determined structured questionnaires were used to collect data from 126 employees working in banking sector of district Peshawar. Transformational leadership was measured using 24 items scale. Job Satisfaction was measured using 6 items scale and Organizational commitment was also measured using 6 items scale. Results of simple linear regression analysis showed that transformational leadership has significant effect on job satisfaction and organizational commitment. Implications for practice and future research have also been put forward.
Book Synopsis The Relationship Between Organizational Commitment and Transformational and Transactional Leadership Styles in Government Contract Employees by : Alethia Gardner
Download or read book The Relationship Between Organizational Commitment and Transformational and Transactional Leadership Styles in Government Contract Employees written by Alethia Gardner and published by . This book was released on 2018 with total page 138 pages. Available in PDF, EPUB and Kindle. Book excerpt: This study sought to determine if a relationship exists between leadership styles and organizational commitment in government contract employees. The psychological contract theory, expectancy theory, and transactional and transformational leadership theories framed the study purpose. The quantitative research method using the Pearson correlational statistical design was used to assess variable relationships. The Multifactor Leadership Questionnaire (MLQ) and the Three-Component Model (TCM) of Commitment were used to collect data from a sample of government contract employees. The results revealed weak but no statistically significant relationship between transformational and transactional leadership styles and organizational commitment. The study also found weak but no significant relationship between lassie-faire leadership and organizational commitment. Although not significant, the weak relationships indicate opportunities to better understand of the expected employee commitment-dependent outcomes resulting from decisions involving transformational, transactional, and laissez faire leaders.
Book Synopsis Impact of Transactional & Transformational Leadership Styles on Organizational Commitment - A Case of Private Sector Universities of Karachi by : UzmaRasool Khan
Download or read book Impact of Transactional & Transformational Leadership Styles on Organizational Commitment - A Case of Private Sector Universities of Karachi written by UzmaRasool Khan and published by . This book was released on 2016 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: In the past few years, number of private universities established in Karachi is increased increasing competition considerably in this sector, consequently the issue of employee commitment is also raised; employees leave organization when better remuneration is offered to them, particularly when they are unsatisfied with the work environment of their organization. Effective leadership is one of the main sources of nurturing organizational commitment. Selecting most appropriate leadership style in an organization is a biggest challenge for the management. The main purpose of this research is to create awareness about transactional and transformational leadership styles and to study their impact on employee commitment in private sector universities of Karachi.Understanding this relationship between leadership styles and organizational commitment can help management to choose an appropriate leadership style in different situations to increase employee commitment towards their organization, that will indirectly higher the profit of the organization. This research is an exploratory research and primary data has been conducted with 30 respondents. For the data analyses the correlation analysis was applied. This research paper is an effort to find out which leadership style is more appropriate to enhance the organizational commitment.This research will also serve as a guideline for other researchers in future who want to work on this subject.
Book Synopsis A Study of the Relationship Between Transformational Leadership, Empowerment and Organizational Commitment by : Azman Ismail
Download or read book A Study of the Relationship Between Transformational Leadership, Empowerment and Organizational Commitment written by Azman Ismail and published by . This book was released on 2010 with total page pages. Available in PDF, EPUB and Kindle. Book excerpt:
Book Synopsis Leadership and Commitment by : Olivier Doucet
Download or read book Leadership and Commitment written by Olivier Doucet and published by . This book was released on 2010 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: Over the last few years, the transformational, transactional and laissez-faire leadership theory has attracted the attention of many researchers (Judge and Piccolo, 2004; Lowe and Gardner, 2000, Yammarino et al., 2005). Furthermore, numerous studies (Bycio, Hackett and Allen, 1995; Dumdum, Lowe and Avolio, 2002; Rafferty and Griffin, 2004; Yammarino, Spangler and Dubinsky, 1998) have shown that these three forms of leadership have a significant impact on several employee attitudes and behaviours, including affective organizational commitment, which is characterized by an individual's emotional attachment to his company (Meyer and Allen, 1997). Nevertheless, there are still very few researchers taking an interest in the processes through which leaders can produce such effects (Bass and Riggio, 2006; Bono and Judge, 2003; Yukl, 2006). Only a few authors have tackled this problem, particularly by identifying empowerment (Avolio et al., 2004) and fairness (Pillai, Schriesheim and Williams, 1999) as mechanisms explaining the relationship between transformational leadership and employees' affective commitment. We intend to build on these recent results in improving the understanding of this dynamic. Based on the social exchange theory (Blau, 1964), this research is aimed at exploring how supervisors can strengthen their employees' affective commitment. More specifically, we will assess the extent to which support and trust can account for the influence of each of the dimensions associated with transformational, transactional and laissez-faire leadership has on commitment. These dimensions are: charisma, intellectual stimulation, individualized consideration, contingent reward, active management by exception, and passive avoidance. One of the primary contributions of this article resides in the fact that currently, there are still very few empirical research projects that have focussed on the effects of these dimensions on other variables, and that such research has only concentrated on the influence of global forms of leadership, and almost exclusively on the transformational form. However, recent works have indeed highlighted the importance of using specific dimensions rather than these three major forms of leadership since the later provide an imperfect and oversimplified image of all the leaders' behaviours and potential (Antonakis, Avolio and Sivasubramaniam, 2003). In addition to filling a gap at this level, the second significant contribution of this project lies in the fact that, to our knowledge, no study has as yet validated the role of support as an intermediate mechanism lying between leadership and affective commitment. In concrete terms, we are first proposing that the charisma, intellectual stimulation, individualized consideration and contingent reward dimensions are positively related to employees' perceived supervisor support and trust in their supervisor, whereas the active management by exception and passive avoidance dimensions are negatively related to those same two variables. Secondly, we are proposing that employees' perceived organizational support and trust in their organization act as mediating variables between perceived supervisor support and trust in their supervisor and affective commitment, respectively. This research, which was conducted in the spring of 2004 among all the employees (excluding physicians) of a Quebec hospital center, allowed the collection of 568 questionnaires, representing a 46% response rate; 80% of the subjects in the sample were women, whose average age was 43, and who had been working in the organization for 12 years, on average. To test our hypotheses, confirmatory factorial analyses and structural equations were conducted, while controlling for gender and employment status (full time vs. part time). The results of the study indicate that only the charisma dimension seems to lead employees to trust their supervisor. This observation is particularly interesting for researchers with an interest in interpersonal trust since other studies have arrived at similar conclusions (Gillespie and Mann, 2004). However, our results indicate that charisma and contingent reward are positively related to perceived supervisor support whereas active management by exception is negatively associated to it. This observation is particularly important in that it provides responses to the theoretical arguments which were paving the way for such a possibility (Yammarino and Bass, 1990; Jung and Avolio, 2000). Lastly, this research shows that the constructs of perceived supervisor support and perceived organizational support constitute an important explanatory mechanism in the relationship between leadership and affective commitment. Trust in the organization also contributes to explaining the dynamic existing between leadership and commitment; however, it is not significantly influenced by trust in the supervisor. Our results open up several avenues of further research. Although our analyses have identified support and trust as intermediate mechanisms between leadership and commitment, other mediators could still account for this relationship. In addition to exploring this avenue, future research could simultaneously analyze the intermediate variables that have been identified to date in the literature (e.g., support, trust, fairness, empowerment) with respect to commitment, but also to other consequences which are often related to transformational and transactional leadership (e.g., satisfaction, mobilization, performance), in order to better understand their relative importance. Finally, this study has certain limitations, including the difficulty in generalizing results (sample composed of a single organization), the possible inflation of the strength of certain relationships (common variance bias) and the impossibility of inferring the causality of the observed relationships (cross-sectional design).
Book Synopsis The Role of Transformational Leadership in the Context of Innovative Work Behavior - Implications for Job Performance by : Luca Mausberg
Download or read book The Role of Transformational Leadership in the Context of Innovative Work Behavior - Implications for Job Performance written by Luca Mausberg and published by . This book was released on 2016 with total page pages. Available in PDF, EPUB and Kindle. Book excerpt: Extant research has shown that transformational leadership features performance enhancing characteristics, but employee variables affect the strength of this relationship. This paper investigates the relations between the concepts of innovative work behavior, transformational leadership, and job performance. An integrative model is proposed based on the findings of the reviewed literature, which illustrates the moderating effect of transformational leadership on the innovative work behavior-job performance link. Different theories will be analyzed and brought to a comparison with empirical findings, in order to identify the direction of the proposed relationships. It is assumed that innovative work behavior is able to substitute the impact transformational leadership holds on job performance, such that the moderation effect is a negative one. This assumption is based on various findings where other employee variables, which can be compared to IWB, were able to act as substitutes for leadership. Finally, two propositions are presented based on the theoretical background, which are supposable and testable.
Book Synopsis Job Involvement as a Mediator of the Relationship Between Organizational Commitment and Job Performance in the Systemically Important Banks in Sri Lanka by : U.W.M.R. Sampath Kappagoda
Download or read book Job Involvement as a Mediator of the Relationship Between Organizational Commitment and Job Performance in the Systemically Important Banks in Sri Lanka written by U.W.M.R. Sampath Kappagoda and published by . This book was released on 2013 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: The purpose of this study was to investigate the relationship among organizational commitment, job involvement and job performance of non-managerial employees in the systemically important banks in Sri Lanka. The sample consisted of 400 non-managerial employees randomly selected from Systemically Important Banks. A questionnaire was administered among the non-managerial employees as the measuring instrument. The correlation analysis and regression analysis were used to analyze the data. The results of the study indicated that there was a significant positive relationship among organizational commitment, job involvement and organizational commitment. Job involvement was found to be a partial mediator of the relationship between organizational commitment and job performance of non-managerial employees in the systemically important banks in Sri Lanka.
Book Synopsis A Quantitative Examination of the Relationship Between Leadership and Organizational Commitment in Employees of Faith-based Organizations by :
Download or read book A Quantitative Examination of the Relationship Between Leadership and Organizational Commitment in Employees of Faith-based Organizations written by and published by . This book was released on 2017 with total page 192 pages. Available in PDF, EPUB and Kindle. Book excerpt: The objective of this research was to examine the relationship between leadership practice and organizational commitment in employees in faith-based organizations. The research utilized Bass and Avolio's Multifactor Leadership Questionnaire (MLQ) Leader Form and Meyer and Allen's Three-Component Model (TCM) Employee Commitment Survey. The purpose of the research was to determine whether there was a relationship between leadership style and organizational commitment. Attributed idealized influence (IIA), behavioral idealized influence (IIB), inspirational motivation (IM), and contingent reward (CR) predicted affective commitment. Attributed idealized influence (IIA), inspirational motivation (IM), intellectual stimulation (IS), individual consideration (IC), active management-by-exception (MBEA), and transactional leadership predicted continuance commitment. Intellectual stimulation (IS) and passive management-by-exception (MBEP) predicted normative commitment. Transformational leadership predicted all commitment types (affective, continuance, and normative). Although a slight linear relationship was discovered, there was no statistical significance between the variables of leadership style and organizational commitment of employees in faith-based organizations.
Book Synopsis The Relationship Between Transformational and Transactional Leadership Styles Practiced by the Foreman with Job Performance of Production Workers in Grand Banks Yacht Sdn. Bhd by : Tanurekga Raman
Download or read book The Relationship Between Transformational and Transactional Leadership Styles Practiced by the Foreman with Job Performance of Production Workers in Grand Banks Yacht Sdn. Bhd written by Tanurekga Raman and published by . This book was released on 2010 with total page 183 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Book Synopsis The Relationship Between Transformational Leadership and Employee Loyalty, Employee Commitment, and Employee Perceptions of Organizational Justice by : Carol A. Otto
Download or read book The Relationship Between Transformational Leadership and Employee Loyalty, Employee Commitment, and Employee Perceptions of Organizational Justice written by Carol A. Otto and published by . This book was released on 1993 with total page 370 pages. Available in PDF, EPUB and Kindle. Book excerpt:
