scholarly journals Female Transformational Leadership and Teachers’ Commitment: Mediating Effect of Perceived Organisational Politics

2021 ◽  
Vol 22 (2) ◽  
pp. 591-606
Author(s):  
Aziah Ismail ◽  
Nor Shafrin Ahmad ◽  
Fadzilah Amzah ◽  
Rahimi Che Aman
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Secondary Schools ◽  
Organizational Politics ◽  
Mediating Effect ◽  
Key Factors ◽  
Female Principals ◽  
Idealized Influence ◽  
The Relationship ◽  
Organisational Politics

Gender has been identified as one of the key factors that influences the degree of transformational leadership practiced by the leaders and has an effect on job outcome. This study investigates the characteristics and level of female principals’ transformational leadership and interrelationship between the leadership with Perceived Organizational Politics (POPs) and teachers’ commitment in Malaysian secondary schools. Further, the mediating effect of POPs on the relationship between transformational leadership and teachers’ organizational commitment are also investigated. In total, 208 teachers from secondary schools in Penang led by female principals were selected as respondents. The results found that the level of transformational leadership practiced by female principals was moderately high. The female principals tended to inspire and motivate teachers but displayed their idealized influence characteristics in leadership less. The results also revealed that the level of POPs and organizational commitment of teachers led by female principals were moderate. In addition, the hierarchical linear regression results indicated that POPs partially mediated the relationship between transformational leadership and teachers’ organizational commitment. This study indicates that teachers’ organizational commitment can be improved by transformational leadership that is practiced by their leaders as well as the POPs at their schools.

scholarly journals Measuring the mediating effect of customer trust - A case of corporate banking sector

2014 ◽  
Vol 11 (4) ◽  
pp. 463-468
Author(s):  
Nalin Abeysekera ◽  
Ananda Wickramasinghe
Keyword(s):  
Transformational Leadership ◽  
Relationship Marketing ◽  
Banking Sector ◽  
Mediating Effect ◽  
Intellectual Stimulation ◽  
Idealized Influence ◽  
Customer Commitment ◽  
Customer Trust ◽  
The Relationship

Understanding transformational leadership and relationship marketing is essential to exploit the future marketing strategies in the contemporary market environment, particularly in volatile and complex marketplace. This study attempts to explore and establish a link between these concepts through variables of transformational leadership; namely, intellectual stimulation and idealized influence with popular “trust-commitment” framework in relationship marketing. The corporate banking sector in Sri Lanka has been selected and one hundred salespersons were selected as a sample. It has been found that customer trust significantly mediates the relationship between the idealized influence behavior of a salesperson and customer commitment. Additionally customer trust significantly mediates the relationship between intellectual stimulation behavior of a salesperson and customer commitment .Thus the role of trust can be considered as important in the context of banking in bank-corporate client partnership strategy.

Examining the mediating effect of trust and psychological well-being on transformational leadership and organizational commitment

2019 ◽  
Vol 26 (5) ◽  
pp. 1517-1532 ◽  
Author(s):  
Priyanka Jain ◽  
Taranjeet Duggal ◽  
Amirul Hasan Ansari
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Survey Methods ◽  
Well Being ◽  
Mediating Effect ◽  
Psychological Well Being ◽  
Content Type ◽  
Public Sector Banks ◽  
Commitment Level ◽  
The Relationship

Purpose The purpose of this paper is to extend the under-researched work on employees’ organizational commitment by examining transformational leadership (TL) adopted by the leader and the level of trust subordinates have in such a leader. Design/methodology/approach Data were collected using convenience sampling and self-administered survey methods from professionals employed in Indian public sector banks (n=236). Findings Findings reveal that the subordinates’ level of trust and psychological well-being partially mediates the relationship between TL and employees’ organizational commitment. Practical implications TL shares a positive relationship with organizational commitment through trust and psychological well-being. Originality/value Even though previous studies on organizational commitment have produced a significant piece of work, this study is among the first to propose and analyze a comprehensive and theoretically grounded structure of TL, organizational commitment, level of trust and employees’ psychological well-being.

Transformational leadership and agency workers' organizational commitment: The mediating effect of organizational justice and job characteristics

2014 ◽  
Vol 42 (1) ◽  
pp. 25-36 ◽  
Author(s):  
Xueli Wang ◽  
Lin Ma ◽  
Mian Zhang
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Organizational Justice ◽  
Structural Model ◽  
Job Characteristics ◽  
Mediating Effect ◽  
Manufacturing Plant ◽  
The Relationship

In this study we examined if perceptions of organizational justice and job characteristics mediate the relationship between transformational leadership and the organizational commitment of agency workers in a manufacturing plant in China. Questionnaires were used to evaluate perceived organizational justice, perceived job characteristics, exposure to transformational leadership, and organizational commitment in 300 agency workers. The results support a structural model whereby transformational leadership is both directly and indirectly associated with the organizational commitment of agency workers, through perceived organizational justice and job characteristics.

scholarly journals The Mediating Effect of Organizational Commitment in the Impact of Transformational Leadership Style on Employee Performance: A Study of Divisional Secretariats in the Jaffna District

2019 ◽  
Vol 9 (2) ◽  
pp. 116 ◽  
Author(s):  
Thaneswary Raveendran ◽  
Aruna Shantha Gamage
Keyword(s):  
Factor Analysis ◽  
Transformational Leadership ◽  
Organizational Commitment ◽  
Job Performance ◽  
Leadership Style ◽  
Employee Performance ◽  
Mediating Effect ◽  
Transformational Leadership Style ◽  
The Impact ◽  
The Relationship

The purpose of this study is to examine the mediating effects of organizational commitment on the relationship between transformational leadership style and employees’ job performance in the Divisional Secretariats in Jaffna District. 287 employees were selected for this study. Leadership styles were measured using MLQ Rater Form 5-x, employee performance was measured using job performance Scale and organizational commitment was measured using Organizational Commitment Questionnaire. Exploratory factor analysis was performed to get factor structure and confirmatory factor analysis performed to confirm the validly and reliability of the study instruments. The results revealed that transformational leadership has a positive impact on job performance and on organizational commitment. It was also found that organizational commitment doesn’t have a mediating effect in the impact of transformational leadership on employee performance. The findings also revealed that organizational commitment doesn’t have impact on employee performance. This study recommends that the leaders should pay more attention in their leadership style as a way to improve employee performance. This study further suggests that future researchers should cover larger samples and the other public sector organizations to better understand the relationship between the variables. 

The Relationship between Transformational Leadership Characteristic, Organizational Commitment, and Job Performance of the Employees of Four State-Owned Banks in Pontianak, West Kalimantan

2015 ◽  
Vol 3 (4) ◽  
pp. 44-51
Author(s):  
Ilzar Daud ◽  
Sopian Bujang ◽  
Nur Afifah
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Job Performance ◽  
Intellectual Stimulation ◽  
West Kalimantan ◽  
Idealized Influence ◽  
Inspirational Motivation ◽  
Individual Consideration ◽  
Leadership Characteristic ◽  
The Relationship

Objective - The main objectives of this study is to examine the relationship between transformational leadership characteristic (i.e., idealized influence, inspirational motivation, intellectual stimulation, and individual consideration), organizational commitment and job performance of the four State-Owned Banks employees in Pontianak, West Kalimantan. Methodology/Technique - The research design applied in the study is a quantitative method. 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 Modelling (SEM), using LISREL 8.8 Software will be employed to examine the relationship among the constructs in the study, which are transformational leadership characteristic, organizational commitment, and job performance. 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 Keywords: Transformational Leadership Characteristic: idealized influence, inspirational motivation, intellectual stimulation, individual consideration, Organizational Commitment, Job Performance.

scholarly journals Immediate Supervisors’ Leadership Behaviour and Employees’ Organizational Commitment: Do Pay and Promotion Mediate the Nexus?

2016 ◽  
Vol 6 (8) ◽  
pp. 61
Author(s):  
Emmanuel Yaw Ampofo
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Leadership Style ◽  
Affective Commitment ◽  
Motivational Factors ◽  
Mediating Effect ◽  
Normative Commitment ◽  
Continuance Commitment ◽  
Transformational Leadership Style ◽  
The Relationship

<!--[if gte mso 9]><xml> <o:OfficeDocumentSettings> <o:RelyOnVML/> <o:AllowPNG/> </o:OfficeDocumentSettings> </xml><![endif]--><p>This study examines the mediating effect of motivational factors of pay and promotion on transformational leadership and organizational commitment relationship in Unilever Ghana using a quantitative, non-experimental, cross-sectional and analytical survey design study. The results of the study revealed significant positive relationship between transformational leadership style and affective commitment, continuance commitment, and normative commitment. However, the results of the study revealed no significant mediation of pay in the relationship between transformational leadership style and affective commitment, continuance commitment, and normative commitment. Additionally, no significant mediation of promotion was found in the relationship between transformational leadership and affective commitment, transformational leadership and continuance commitment, and transformational leadership and normative commitment. Managers’ adoption of transformational leadership behavior as a key strategy to get employees committed to the organizations will be of great significance because motivational factors such as pay and promotion do not mediate the transformational leadership and organizational commitment relationship. This is a maiden empirical research in Ghana where motivational factors are used as mediators in transformational leadership and organizational commitment relationship.</p>

scholarly journals The effect of perception of organizational politics on turnover intention

2013 ◽  
Vol 26 (3) ◽  
pp. 413-436
Author(s):  
JinHyeok Jang ◽  
TaeYong Yoo
Keyword(s):  
Organizational Commitment ◽  
Turnover Intention ◽  
Positive Relationship ◽  
Organizational Politics ◽  
Moderating Effect ◽  
Mediating Effect ◽  
Future Research ◽  
The Third ◽  
Perception Of Organizational Politics ◽  
The Relationship

The first purpose of this study was to examine the effect of perception of organizational politics and stress on turnover intention. The second was to examine the mediating effect of stress and organizational commitment in the relationship between perception of organizational politics and turnover intention. The third was to examine the moderating effect of honesty in the relationship between perception of organizational politics and stress. Data were gathered from 203 employees who were working in various organizations in Korea. As results, perception of organizational politics and stress had positive relationship with turnover intention. Stress and organizational commitment sequentially mediated in the relationship between perception of organizational politics and turnover intention. Also, honesty had moderating effect in the relationship between perception of organizational politics and stress because the relationship was more positive when honesty was high than low. Finally, implication of results and limitations and future research tasks were discussed.

Examining a Model of Human Resource Performance in Tourism Destination After Pandemic

2021 ◽  
Vol 25 (2) ◽  
pp. 175
Author(s):  
Dian Marlina Verawati, Andhatu Achsa, Ivo Novitaningtyas
Keyword(s):  
Organizational Commitment ◽  
Human Resource ◽  
Structural Equation ◽  
Equation Model ◽  
Mediating Effect ◽  
Analysis Method ◽  
Tourism Destination ◽  
Collection Method ◽  
Leadership Motivation ◽  
The Relationship

During the new normal era after pandemic Covid-19, the tourism destination needs to struggle and adapt for recovery. This process requires optimal human resource performance. The objective of this study is to examine the model of human resource performance in tourism destination after pandemic. Leadership, motivation, and organizational commitment are consider as the antecedents of human resource performance. This study implements a quantitative approach. The data collection method used a questionnaire that distributed to 105 employees in Balkondes as respondent. The data analysis method used Structural Equation Model (SEM) with AMOS. The results show that leadership, motivation, and organizational commitment have a positive and significant effect on human resource performance. The results also show that organizational commitment has mediating effect on the relationship between leadership toward human resource performance, and motivation toward human resource performance.

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