How does leadership affect job performance and organizational commitment?
Answers from top 17 papers
More filters
| Papers (17) | Insight |
|---|---|
| The analysis results of the random effect model showed that leadership has a medium-level positive effect on organizational commitment . | |
| The result of this analysis indicates that the organizational commitment had a positive significant effect on the job performance. | |
| From the findings, it has been proved that job performance was strongly associated with employee's commitment. | |
| The results revealed relations between transformational leadership and organizational commitment. | |
76 Citations | The findings showed that employees’ job satisfaction directly and positively influences organizational commitment, but does not directly influence job performance. |
| The findings also revealed that there was a positive and strong linear relationship between transformational leadership behavior and organizational commitment. | |
03 Aug 2015 | Charismatic leadership will enhance the effect of organizational commitment and performance. |
| However, the results indicated support for transformational leadership directly influencing organizational- and individual-level commitment. | |
| The findings also reveal that affective organizational commitment mediates the relationship between transformational leadership style and job performance. | |
01 Dec 2017 | In addition, the results of this study showed that organizational commitment can mediate the relationship between servant leadership and employee performance. |
55 Citations | It was found that, while controlling for demographic variables, both extinction and supportive leader behaviors affect organizational commitment. |
51 Citations | More importantly, there are significant impacts of the leadership behavior on organizational commitment. |
| Findings revealed differences in the leadership practices which influenced organizational commitment. | |
333 Citations | The regression results indicate that 29% of job satisfaction, 22% of organizational commitment and 9% of productivity were explained by the use of leadership behaviours. |
| The results revealed positive and significant relationships between leadership style, organizational commitment and job satisfaction. | |
51 Citations | The statistic results found that there are significant strong relationship between the leadership behavior and the organizational commitment. |
| The findings indicated that a strong, positive and significant relationship exists between transformational leadership (overall) and the organizational commitment dimension. |
Related Questions
What is the impact of leadership style on organizational performance?5 answersDifferent leadership styles have varying impacts on organizational performance. Transformational leaders inspire and motivate employees to exceed expectations, while transactional leaders focus on goal-setting and maintaining the status quo. In contrast, laissez-faire leaders adopt a hands-off approach, providing autonomy to employees. The alignment of leadership style with organizational culture and values can foster a positive work environment and enhance performance. Analyzing leadership styles in public and private sector banks reveals significant differences in their impact on organizational performance. Research on the ADNOC company shows that charismatic and democratic leadership styles positively influence organizational performance, while transformational and transactional styles do not have a significant effect. Effective leadership styles can enhance employee performance, ultimately contributing to overall organizational success.
What is the impact of leadership on the employee performance?5 answersLeadership has a significant impact on employee performance. Effective leaders with clear communication skills and the ability to provide clear advice can promote comprehension, alignment, and empower employees to complete their jobs effectively. Transformational leaders who inspire and motivate employees can encourage them to exceed expectations and achieve higher levels of performance. Additionally, leaders who support a collaborative environment and teamwork can foster creativity and boost productivity. Leadership style also plays a role, with studies showing that leadership style has a positive effect on employee performance. Different leadership styles, such as authoritarian, democratic, and laissez-faire, can influence employee output, participation, and enthusiasm. Overall, effective leadership principles and styles can increase productivity, motivation, engagement, and performance among employees.
How does the leadership style influence the performance of the employees?5 answersThe leadership style has a significant influence on employee performance. Different studies have shown that a good leadership style can improve employee job satisfaction, which in turn leads to higher performance. The study conducted in the automotive industry found that a new leadership style, characterized by openness, problem-solving orientation, freedom at work, inspirational motivation, intellectual stimulation, individualized consideration, coaching, participatory decision-making, and showing concern, positively and directly influenced employee job performance. Additionally, effective leadership principles have been found to increase productivity and performance in the workplace. However, one study found that leadership style had no significant effect on employee performance, possibly due to frequent changes in leadership within the organization. Overall, the leadership style plays a crucial role in shaping employee performance, job satisfaction, and productivity.
How does leadership style impact organizational performance?5 answersLeadership style has a significant impact on organizational performance. Different leadership styles can influence the behavior and performance of employees, ultimately affecting the overall performance of the organization. The choice of leadership style is crucial for both corporate and public sector banks, as it determines the formulation of strategies and the achievement of goals. Inappropriate leadership styles can harm employees and lead to unethical practices, high turnover rates, and employee disengagement. The study conducted in the ADNOC Company found that transformational leadership was the most influential style, while democratic leadership had the least impact on organizational performance. Similarly, a study conducted in PTPN X found that leadership style and organizational culture significantly influenced employee performance, with job satisfaction mediating this relationship. Another study conducted in the Environmental Agency of Bantul Regency found that leadership style, organizational culture, and job satisfaction all had positive and significant effects on employee performance.
How good leadership impact performance of an organization?5 answersGood leadership has a positive impact on the performance of an organization. Transformational leadership, which allows for freedom of thought and adaptation to changing environments, has been found to improve organizational performance directly and indirectly. Strategic leadership, organizational learning, and organizational culture have also been identified as important indicators of organizational performance. Empowering leadership has been shown to boost employee productivity and overall organizational performance. Additionally, the style of leadership adopted by managers directly affects employee performance and the attainment of corporate goals and objectives. Therefore, it is crucial for organizations to have effective leaders who can inspire and motivate their employees, foster a positive work environment, and drive the organization towards success.
What factors influence the relationship between organizational commitment and job performance?5 answersFactors that influence the relationship between organizational commitment and job performance include leadership, meeting effectiveness, job satisfaction, individual characteristics, compensation, work motivation, and work discipline.These factors have been found to have a significant and positive effect on employee performance and organizational commitment.Additionally, job satisfaction has been identified as a mediator between meeting effectiveness and organizational commitment.Furthermore, psychological capital has been found to moderate the relationship between job satisfaction and employee performance.Overall, these findings suggest that factors such as leadership, meeting effectiveness, job satisfaction, individual characteristics, compensation, work motivation, work discipline, and psychological capital play a crucial role in shaping the relationship between organizational commitment and job performance.