Abstract
This study explores the effect of principals’ visionary leadership (PVL) on school organizational culture (SOC) and teachers’ affective commitment. A questionnaire collected data through the survey methods toward 455 teachers of the public elementary school in Indonesia spread across seven provinces (Jakarta, Banten, West Java, Central Java, Riau Island, NTT, East Kalimantan). Data analysis uses path analysis supported by descriptive statistics and correlational. The results show that PVL had a significant effect on affective commitment mediating by SOC. Thus, the teacher’s affective commitment can improve through PVL and SOC. This finding can discuss as a reference among practitioners and researchers to develop better models of teacher’s affective commitment in the future and various filed and contexts.
Highlights
The employees' commitment, including teachers, is very needed for the organization, including the school organization. This is related to the existence of a commitment that is essential for employees and organizations
VPL questionnaire consists of 12 items with an alpha coefficient = .943, school organizational culture (SOC) consists of 10 items with an alpha coefficient = .909, and affective commitment consists
This study was found a fit research model about the principals’ visionary leadership (PVL)’s affects teachers’ affective commitment mediating by SOC with the research field of the teachers of the public elementary school in Indonesia, in Jakarta, Banten, West Java, Central Java, Riau Island, NTT, and East Kalimantan province. This model can discuss among practitioners and researchers as references/discourse or a strategy for enhancing teachers’ affective commitment in various fields and contexts
Summary
The employees' commitment, including teachers, is very needed for the organization, including the school organization. This is related to the existence of a commitment that is essential for employees and organizations. At individuals (employees) levels, the research result by Patil, Ramanjaneyalu, and Ambekar (2016) proves that organizational commitment influences job involvement. The studies by Tang, Shao, and Chen (2019) claimed that organizational commitment influences innovative behavior. Several studies by scholars (e.g., Khunsoonthornkit & Panjakajornsak, 2018; Lin & Shiqian, 2018; Metin & Asli, 2018, Aryani & Widodo, 2020) indicated that organizational commitment influences job performance. Organizational commitment (including affective commitment) has a Technium Social Sciences Journal Vol 18, 21-30, April, 2021 ISSN: 2668-7798 www.techniumscience.com significant effect on organizational effectiveness (Martono et al, 2020) and organizational performance (Princy & Rebeka, 2019)
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