Personality Matters: Prediction of Organizational Commitment Using Leadership and Personality

Thomas Meixner ,Richard Pospisil

doi:10.33844/ijol.2021.60529

Abstract

Personality Matters: Prediction of Organizational Commitment Using Leadership and Personality

Highlights

Why Employees Matter In a society and economic environment increasingly being dominated by technological advancements and developments that at first glance seem to minimize the need of employees, their relevance still seems to grow, according to experts such as Morgan (2017) or Suseno and Pinnington (2017)
One of the core questions of modern leadership and human resource management (HRM) is how this organizational commitment can be fostered – leadership approaches like transformational leadership aim at fostering commitment and at motivating employees, actively contributing to a successful pathway through the aforementioned war for talent (Avolio et al, 2004; Busse, 2014a)
The present paper aims to contribute to the existing literature on organizational commitment, which is a variable of increasing relevance, as Athar (2020) explains with regard to the challenges arising from the Covid-19 crisis

Summary

Introduction

Why Employees Matter In a society and economic environment increasingly being dominated by technological advancements and developments that at first glance seem to minimize the need of employees, their relevance still seems to grow, according to experts such as Morgan (2017) or Suseno and Pinnington (2017). Research Gap and Research Question As discussed above, organizational commitment can play a major role in a company’s success – retaining valuable employees seems to focus contemporary business leaders in a competitive business environment on the product market and the employer market. Different factors influence this commitment, which is a multi-factorial construct (Meixner, 2020). The researchers aim to include both these internal (personality-related) and external (leadershiprelated) variables to predict organizational commitment utilizing a newly developed measure (Meixner, 2020)

Methods

Results

Conclusion