Abstract
Purpose: This research aims to explore the relationship between transformational leadership and organizational commitment. In addition, we intend to study the effect of emotional intelligence, which moderates the relationship of transformational leadership and organizational commitment. Research methodology/design: Insurance experts ( working in 6 branches of Social Security Organization of Qazvin province completed a measure of EI (Bar-On's self-report Emotional Intelligence Inventory), Multi Factor Questionnaire (MLQ), a measure of transformational leadership, and a questionnaire of organizational commitment. Findings: Correlational and regression analysis revealed that there is a direct and positive relationship between transformational leadership and organizational commitment. Also results show that emotional intelligence moderates the relationship between transformational leadership and organizational commitment. Originality/value: This paper establishes a link between transformational leadership and emotional intelligence. It, also, shows that follower's emotional intelligence moderates that relationship. One of the managerial applications of our result is that effectiveness of transformational leadership depends on follower's EI. It means that managers who have transformational leadership style are effective when their followers are high on EI. Keywords: Transformational leadership, Organizational Commitment, Emotional Intelligence
Highlights
Modern organizations face with new challenges requiring them to adopt effective decisions in order to resolve complicated issues
The results show a positive relationship between emotional intelligence and transformational leadership
Reliability analyses were conducted for emotional intelligence, transformational leadership, and organizational commitment scales
Summary
Modern organizations face with new challenges requiring them to adopt effective decisions in order to resolve complicated issues. Such decisions are usually adopted in the top of organization. On this level, leaders and directors enjoy power and control for influencing objectives of organization. Every organization needs effective leaders who fulfill organizational productivity by increasing follower's job satisfaction, performance and commitments. The potential consequences relating to influence and efficiency of leadership behavior will affect organizational objectives. These objectives may include: increasing morale, occupational satisfaction, organizational commitments; or decreasing absence, delays or dislocation and transfers of personnel.
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