Subordinate Organizational Commitment Research Articles

Transformational Leadership and Subordinate Organizational Commitment in Pakistan: The Complementary Role of Status In-congruence and Supervisor Gender

Purpose/Objective: Grounded in role congruity theory, we examine how status incongruence (when the subordinate is older, has more education, work experience, and/or organizational tenure than the supervisor) in subordinate–supervisor dyads affect transformational leaders’ ability to foster effective organizational commitment among their subordinates. We also examine how male and female transformational leaders are able to instill organizational commitment in their followers depending upon their gender. For this, we applied Triana et. al. (2017) framework, on Pakistani firms. Methodology/Design: For the purpose of the research study 364 responses were collected using the survey method and five-point self-administrated questionnaire from the manufacturing firms of Karachi, Pakistan using a purposive sampling technique. PLS-SEM using SmartPLS version 3.2.8 has been used for data analysis. Findings: The study concludes that transformational leadership has a significantly positive effect on organizational commitment. However, the moderating effect of gender was not found statistically significant between transformational leadership and organizational commitment; whereas the moderating effect of status, incongruence was found statistically significant and negative on the relationship between transformational leadership and organizational commitment. Implications: If an organization promotes a team-building culture, it will motivate employees to work together and achieve more. This will help to increase their level of commitment and create a harmony of long-term work culture.

National Private Banks’ Organizational Culture and Organizational Commitment Analysis

The acceleration of environmental change results in changes in corporate culture, the success of an organization is not only supported by the organizational culture but also how the organization fosters organizational commitment that is understood as an individual's psychological bond to the organization. The purpose of this study is to analyze the Organizational Culture and Organizational Commitment in Private Banks in Bandung. Descriptive method was used in this study for employees of some private banks. The total number of respondents were 80 employees. The result shown that Organizational Culture produces the level of effort and subordinate Organizational Commitment beyond what will happen, when viewed from the average weight of Organizational Culture. Based on the analysis of Organizational Commitment, it can be said that employees of Private Bank in Bandung as a whole have a high Organizational Commitment based on the weight generated from the questionnaires that the authors distribute.

National Private Banks’ Organizational Culture and Organizational Commitment Analysis

The acceleration of environmental change results in changes in corporate culture, the success of an organization is not only supported by the organizational culture but also how the organization fosters organizational commitment that is understood as an individual's psychological bond to the organization. The purpose of this study is to analyze the Organizational Culture and Organizational Commitment in Private Banks in Bandung. Descriptive method was used in this study for employees of some private banks. The total number of respondents were 80 employees. The result shown that Organizational Culture produces the level of effort and subordinate Organizational Commitment beyond what will happen, when viewed from the average weight of Organizational Culture. Based on the analysis of Organizational Commitment, it can be said that employees of Private Bank in Bandung as a whole have a high Organizational Commitment based on the weight generated from the questionnaires that the authors distribute.

Transformational Leadership, Subordinate Experience, and Subordinate Organizational Commitment: Different Leadership Strokes for Different Folks

Transformational Leadership, Subordinate Experience, and Subordinate Organizational Commitment: Different Leadership Strokes for Different Folks

Leader Deception Influences on Leader–Member Exchange and Subordinate Organizational Commitment

Deception is a common and daily occurrence in organizations. Despite this, little is known about how leader deception influences follower perceptions and commitment to the leader and the broader organization. This laboratory experiment uses a low-fidelity simulation task to investigate the effects of leader deception on follower perceptions of leader–member exchange (LMX) and follower commitment to the organization. Moderating effects of financial outcomes that resulted from deception, or who gained from deception, were also tested. Results showed negative effects of leader deception on follower LMX perceptions and affective commitment. Leader financial gain worsened the effects of leader deception on LMX compared with organizational financial gain. Implications of these findings are discussed.

Business Moral Values of Supervisors and Subordinates and Their Effect on Employee Effectiveness

Business moral values are defined as the personal moral values held by individuals who are engaged in business interactions. Direct supervisors may play an important role in shaping the business moral values of their subordinates. Using 264 supervisor–subordinate dyadic data from Taiwanese organizations, the study investigated the relationships among supervisor business moral values, subordinate business moral values, subordinate organizational commitment, job performance, and attendance. The results indicated that supervisor business moral values were positively associated with subordinate business moral values, and that the latter mediated the relationship between the former and subordinate outcomes. Implications for business moral values research are discussed.

The Effect of Leader's Emotional Intelligence on Subordinate's Organizational commitment and Job satisfaction: Focused on Mediating Effects of Leader's Behavior

The Effect of Leader's Emotional Intelligence on Subordinate's Organizational commitment and Job satisfaction: Focused on Mediating Effects of Leader's Behavior