This article was conducted to examine the relationship between human-oriented leadership (HOL) and organizational commitment. A survey method was employed to obtain data from the employees of one US subsidiary companybased in Sarawak. Results of the Partial Least Squares (SmartPLS) model analysis confirmed that participative leadership, supportive leadership, and empowerment act as important antecedents of organizational commitment.These findings reveal that the capability of managers practicing HOL styles (supportive, participative, and empowerment) has enhanced employees’ commitment to the organization.
Purpose -This study examined the relationship between dyadic relationship between leaders and followers (DRLF), distributive justice (DISJ), job satisfaction (JSTC), and organizational commitment (OGCM). Research design, data, and methodology -200 sets of survey questionnaires were distributed to the employees at a municipal office in East Malaysia using purposive sampling technique. Only 60 percent or 115 questionnaires were returned to the researchers. The survey data were analysed using the SmartPLS due to its ability to deliver latent construct scores, handle small sample size problems and estimate relationship between many constructs in the hypothesized model. Results -The findings indicated that there is a significant correlated direct relationship between DRLF and DISJ and mediating relationship between DRLF, DISJ and personal outcomes, which are JSTC and OGCM. Conclusions -This study confirms that DISJ does act as an important mediating variable in the relationship between DRLF with JSTC and DRLF with OGCM. Other dimensions of personal outcomes, such as extra-role behaviour, job motivation and service quality should be considered in future study because they are found to be the important outcomes of the relationship between DRLF and DISJ. The importance of these issues need to be further advanced in future research.
This research was to measure the correlation between management of performance reward systems on subordinates' satisfaction towards the job. A survey method was utilized to collect data from subordinates who worked at the headquarters of fire and rescue departments in Malaysia. The outcomes of SmartPLS path model analysis display two important findings. First, the implementation of information delivery and performance assessment in handling performance reward systems have enhanced subordinates' intrinsic job satisfaction, but the implementation of involvement hypothesized performance reward systems has not enhanced subordinates' intrinsic job satisfaction. Second, implementation of information delivery, involvement, and performance assessment in handling performance reward systems have also enhanced subordinates' extrinsic job satisfaction.
This study investigates the relationship between human-oriented leadership, organizational attachment and encouragement to perform work. A survey method was utilized to collect data from employees at a national election agency in Peninsular Malaysia. The SmartPLS was used to analyze the data and revealed two significant findings: First, relationship between supportive leadership style and organizational attachment was significantly correlated with encouragement to perform work. Second, relationship between participative leadership style and organizational attachment was significantly correlated with encouragement to perform work. The findings endorse that effect of human-oriented leadership on encouragement to perform work is mediated by organizational attachment. Further discussions, implications and conclusion are presented in this study.
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