The influence of Perceived Leadership Styles on Employee Commitment: The Mediating Role of Conflict Management

Bikhtiyar Hussein,Ferman Ismael,Mustafa Sabah Ibrahim

doi:10.22161/jhed.4.1.6

Bikhtiyar Hussein, Ferman Ismael + Show 1 more

Open Access

https://doi.org/10.22161/jhed.4.1.6

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Abstract

The aim of this study is to identify the relationship between leadership styles and employee commitment among employees working in the pharmaceutical industry, mediated by conflict management. The study adopted quantitative research method to examine the current study, a sample size of 110 employees was selected from the pharmaceutical companies in Kurdistan. Junior employees who had worked in the interested organizations for the past 10 years and deemed to have substantial dealing with supervisors and managers were purposively selected. Findings revealed that; the first research hypothesis is supported which stated that leadership styles will positively and significantly influence employee commitment at pharmaceutical companies in Kurdistan. Moreover, as for the conflict management as the mediation role between each leadership style (transactional, transformational, and charismatic) and employee commitment, the findings revealed that; conflict management has a positive and significant mediation role between all mentioned leadership styles and employee commitment, moreover the findings showed that the highest value was the mediation role of conflict management between transactional leadership and employee commitment, on the other hand the lowest value was the mediation role of conflict management between transformational leadership and employee commitment.

Highlights

Most leaders strive to maximize the performance of their subordinates in order to achieve organizational goals, regardless of the size or structure of their respective organizations
The leader's style is thought to be important in achieving organizational goals, with research consistently demonstrating the advantages of transformational leadership style over more traditional forms, such as transactional leadership style, in terms of meeting organizational objectives (Du et al, 2021)
The current study aimed to measure the relationship between three leadership styles with three types of employee commitment

Summary

Introduction

Most leaders strive to maximize the performance of their subordinates in order to achieve organizational goals, regardless of the size or structure of their respective organizations. Leadership has been defined in terms of motivating employees to achieve organizational objectives (Rasool et al, 2021). Workers' perceptions of their boss's leadership style, as well as their feelings about their own ability to perform and achieve organizational goals, appear to be significant factors. Employees' perceptions of their manager's relationship with them, the level of support they receive, appear to have an impact on performance. The following constructs have been linked in previous research: (a) leadership style and organizational goals; (b) leadership style and emotions; and (c) feelings of optimism and performance. Knowing whether a leader's style has a direct impact on feelings of optimism and, frustration, as well as indirect effects on worker performance, has obvious implications for management (Lee et al, 2019)

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