Abstract
This study aims to examine the relationship between transformational leadership and job satisfaction with organizational commitment. The research subjects were 30 employees of the faculty of economics. The research data were obtained using a scale of organizational commitment, a scale of transformational leadership, and a scale of job satisfaction. Based on the results of data analysis with multiple regression, it is known that the value of F regression = 24.063 with p = 0.000 (p <0.001) which indicates that there is a very significant positive relationship between transformational leadership and job satisfaction with organizational commitment. Thus, the hypothesis "There is a relationship between transformational leadership and job satisfaction with organizational commitment" is accepted. The coefficient of determination (R square) is 0.641 which means the effective contribution of both predictors of transformational leadership and job satisfaction to the organizational commitment criterion is 64.1% while the remaining 35.9% is influenced by other variables that are not included in this research.
Highlights
Human resources are the most important assets in an organization, both large and small organizations, because they are the source that drives and directs the organization and maintains and develops the organization in the various demands of society and times
From data analysis using multiple regression, the results obtained F regression = 24.063 with p = 0.000 (p
ISSN:00333077 addition, the test between each independent variable on the dependent variable of work commitment shows that: a) the partial correlation value between transformational leadership and work commitment results in r = 0.448 and t count = 2.602 with p = 0.015 (p
Summary
Human resources are the most important assets in an organization, both large and small organizations, because they are the source that drives and directs the organization and maintains and develops the organization in the various demands of society and times. Employees take into account the reward in the form of money, and expect a certain quality of treatment in the workplace. Employees seek dignity, respect, perceived fair policies, cooperative coworkers, and fair compensation. One of the important factors influencing this decision is employee commitment to the organization[1][2]. Northcraft and Neale in Suyasa and Coawanta said that generally employees who have a high commitment to the organization will show maximum effort in performing their duties[4][5]
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