Abstract
The aim of this study is to review the literature in the field of leadership styles and organizational commitment to develop a structural model in order to examine the effect of leadership styles on job satisfaction and organizational commitment of the employees of project-based companies. The proposed model was developed based on relationships between research variables as well as findings of previous researchers and tested using structural equation modeling. The study population consisted of all employees of MAPNA Company in Tehran. To collect the data, a field study was conducted on a sample of 128 people from the population. Data collected was also analyzed using SPSS and AMOS statistical software. The findings indicated that leadership styles (supportive, participative and directive) significantly affect employees' job satisfaction and commitment to the organization. DOI: 10.5901/mjss.2016.v7n5s1p186
Highlights
In recent years, organizational commitment and job satisfactions have been studied by many researchers in the field of human resources
When employees are dissatisfied with their jobs, they will be less committed to their organization so they look for another job and leave the organization
Researchers have found that leadership and organizational culture have a significant impact on job satisfaction and organizational commitment (Lock and Crawford, 2001)
Summary
Organizational commitment and job satisfactions have been studied by many researchers in the field of human resources. This is because these variables are of the most important factors determining organizational performance and effectiveness. Some studies confirmed that there is a strong relationship between organizational commitment and job satisfactions. Organizational commitment and job satisfaction are important characteristics to evaluate employees' intention to leave the organization or cooperate with it. Several factors have been proposed as factors affecting job satisfaction and organizational commitment. Researchers have found that leadership and organizational culture have a significant impact on job satisfaction and organizational commitment (Lock and Crawford, 2001)
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