Abstract
This study examined a moderated mediation model to explain how the indirect effect of transformational leadership (TL) on employees’ organizational commitment (OC) via procedural justice (PJ) is moderated by career growth opportunities (CGOs) in organizations. Data were gathered from 265 college faculty members. The results indicate that PJ serves as mediator between TL and OC, and this mediation process is affected by career growth. This research contributes to the leadership, human resource management, and organizational psychology literature by explaining how CGOs may affect the mediating process of PJ through which the relationship between TL and OC is determined. Organizational leaders can take insights from the findings of this study to increase their employees’ OC. Theoretical implications and future research directions have been discussed.
Highlights
In the dynamic business era of the 21st century, committed employees are crucial for organizational effectiveness and sustained competitive advantage (Kuo, 2013)
Path coefficients of hypothesized relationships were obtained by applying the PLS algorithm, and their significance was tested by using the bootstrapping process, which calculates t values through bootstrap standard error
Neither the effect of transformational leadership (TL) on organizational commitment (OC) is dependent on moderator nor is the TL–procedural justice (PJ) relationship affected by the moderator (CGO)
Summary
In the dynamic business era of the 21st century, committed employees are crucial for organizational effectiveness and sustained competitive advantage (Kuo, 2013). Organizations having committed employees are likely to perform low-cost operations, produce high-quality products and services, and succeed in achieving their goals (Aina & Verma, 2017). Organizations strive to increase their employees’ organizational commitment (OC) because it affects their performance in the long run (Salleh et al, 2016). TL “occurs when one or more persons engage with others in such a way that the leaders and followers raise one another to higher levels of motivation and morality” TL style allows leaders to focus on developing followers’ potential by identifying their higher needs, inspiring them to go beyond their self-interests to achieve their organization’s goals (Monje et al, 2020), by achieving superior value systems, motivation levels, and moralities (Bass, 1994; Bass & Avolio, 1994).
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