Building Employee Commitment to Change Across Organizational Levels: The Influence of Hierarchical Distance and Direct Managers' Transformational Leadership
Abstract:Research has shown that employees' affective and normative commitment to change (ACC and NCC, respectively) positively influence their behaviors supporting change; however, organizations are frequently unsuccessful in motivating appropriate levels of employee commitment to change. Using longitudinal, multilevel data collected from a large federal government agency implementing radical organizational change, we extend extant research related to antecedents of commitment to change by examining how employees' hie… Show more
“…Brief, Aldag and Wallden, (1976), investigated police officers' commitment and found high positive relationship between respect for their supervisors and organizational structuring level. Den Hartog and Belschak (2012), Hill, Seo, Kang, and Taylor (2012) and Mowday, et al (1982) also found that there was a positive relationship between leader's behavior and employees' commitment. Lee (2008) found out that transformational leadership significantly correlates with employees' commitment with the sample of professionals in Singapore.…”
Section: The Relationship Between Transformational Leadership Styles mentioning
Organizations need employees who are committed in their work so that they can contribute to the survival of the organization in the marketplace competition. Organizational commitment can be divided into three components; normative, affective and continuance commitment. There are various factors that influence employees' commitment. These factors can be categorized into four groups; organizational factors, including leadership, culture, structure and processes; individual factors, including personality traits, emotional quotient, intellectual quotient, and spiritual quotient; job factors, including job characteristics, and remuneration systems; and environment factors, including social relationships and physical environment. This paper is meant to discuss on the influence of the most dominant organizational factor; leadership styles, on employees' organizational commitment by concentrating on the effect of leaders' emotional intelligence. Leadership styles are hypothesized to significantly influence the three types of employees' organizational commitment. Besides, leaders' emotional intelligence is hypothesized to enhance the relationship between leadership styles and employees' organizational commitment. The practical and research implications of the paper are also discussed.
“…Brief, Aldag and Wallden, (1976), investigated police officers' commitment and found high positive relationship between respect for their supervisors and organizational structuring level. Den Hartog and Belschak (2012), Hill, Seo, Kang, and Taylor (2012) and Mowday, et al (1982) also found that there was a positive relationship between leader's behavior and employees' commitment. Lee (2008) found out that transformational leadership significantly correlates with employees' commitment with the sample of professionals in Singapore.…”
Section: The Relationship Between Transformational Leadership Styles mentioning
Organizations need employees who are committed in their work so that they can contribute to the survival of the organization in the marketplace competition. Organizational commitment can be divided into three components; normative, affective and continuance commitment. There are various factors that influence employees' commitment. These factors can be categorized into four groups; organizational factors, including leadership, culture, structure and processes; individual factors, including personality traits, emotional quotient, intellectual quotient, and spiritual quotient; job factors, including job characteristics, and remuneration systems; and environment factors, including social relationships and physical environment. This paper is meant to discuss on the influence of the most dominant organizational factor; leadership styles, on employees' organizational commitment by concentrating on the effect of leaders' emotional intelligence. Leadership styles are hypothesized to significantly influence the three types of employees' organizational commitment. Besides, leaders' emotional intelligence is hypothesized to enhance the relationship between leadership styles and employees' organizational commitment. The practical and research implications of the paper are also discussed.
“…This reinforces the importance of Bottomup communication of team members in the Vanguard Method, which is of paramount importance in enhancing employees self-esteem and personal importance and this, in return, helps to build employees affective commitment (Hill et al 2012). It is, therefore, evident that team members have the ownership of their work (Meyer and Allen 1991).…”
Section: Given This New Hierarchical Context the Vanguard Methods Promentioning
confidence: 53%
“…As a result, hierarchical distance from top management is reduced. Hill et al (2012) argued that the smaller the hierarchical distance from top management the smaller is the discrepancy between team members and top management's uniformity of purpose and vision, thus, the higher the level of trust and faith in top management. This has been associated with higher levels of employees affective commitment toward the organization (Wanous et al 2000).…”
Section: Affective Commitment: Impact On Organisational Resiliencementioning
Abstract:The construct of organisational resilience is embedded in a set of individual level attributes and organisational level processes; however, there seems to be scarcity in the current literature of resilient models of operation that can amalgamate these two interlinked levels. This paper is an attempt to empirically explore the relationship of applying the Vanguard Method of systems thinking in service organisations with enhancing organisational resilience.Two case studies were conducted in two service organisations in the UK. Data were collected via semi-structured interviews, observations, and archival documents, followed by the use of the nine-item Organisational Commitment Questionnaire (OCQ). Cross-case analysis of the results shows that the employment of the Vanguard Method in service organisations operationalized two-dimensional determinants for improving organisational resilience; an organically structured organisation (i.e. organisational level), and highly affectively committed core employees (i.e. individual level).The value of this paper is the identification of two-level service organisations capabilities that can support organisational resilience and how these capabilities emerge as a result of employing the Vanguard Method.
“…It is important to note that even those involved in the decision-making process, regardless of their position within the organization, may not be supportive of the final choice to enact the harm-doing event. Dissent against strategic decisions can occur at all levels of an organization (Hill et al 2012), regardless of collective outcomes.…”
This conceptual paper draws on cognitive theory and attribution theory to develop a process model of managerial dissonance and responsibility attribution after harmdoing. Although extant harm-doing literature assumes managerial backing for such decisions, this study suggests that there will, at times, be acts of organizationally mandated harm-doing (e.g., pay freezes) that managers believe are unnecessary. In these cases, it is proposed that managers will experience dissonance from enacting the harm-doing event, resulting in the externalization of responsibility to either the organization or the harm-doing target. This paper examines the challenges faced by the manager through each phase of the dissonance resolution process and possible outcomes of the process. This study concludes with the model's implications for moral theorizing.
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