How Leadership Influences Open Government Data (OGD)-Driven Innovation: The Mediating Role of Organizational Commitment

Abstract

Open government data (OGD) are considered a sustainable driver of firm innovation. Leadership is a crucial decision-maker for firms to employ OGD in innovation. The present study focuses on two of the most prominent leadership styles: transformational and transactional. Drawing on the Organizational Commitment Theory, we claim that affective and normative commitment are the two parallel mechanisms that explain how leadership promotes OGD-driven innovation in firms. Our results show that transformational leadership promotes OGD-driven radical innovation through affective commitment. In contrast, transactional leadership promotes OGD-driven incremental innovation through normative commitment. More importantly, we suggest that the OGD application stage moderates the effect of leadership on organizational commitment. Specifically, in the initial stage of the OGD application, higher transformational leadership triggers higher affective commitment in employees. In contrast, in the mature stage of OGD application, higher transactional leadership triggers higher normative commitment in employees.

The Impact of Value-Based Leadership on Teacher Commitment and Job Performance in Private Islamic Senior High

“…Organizational commitment serves as a mediator for leadership. Duarte et al (2021), Hadian Nasab and Afshari (2019), Ribeiro et al (2018), andZhou et al (2023) position organizational commitment as a mediator in building employee performance. Ribeiro et al (2020) and Semedo et al (2018) demonstrated commitment as a mediating factor between authentic leadership and the required work behaviors to support organizational goals.…”

“…Organizational commitment is an emotional bond between employees and their work, leading to their willingness to continue participating (Saleem et al, 2019a). Zhou et al (2023) defined it as a logical contract with the organization, while Rodríguez-Rad and Sánchez del Rio-Vázquez (2023) defined it as the degree of psychological attachment to organizational membership. The dimensions of organizational commitment include affective commitment, continuance commitment, and normative commitment (Ribeiro et al, 2018;Saleem et al, 2019;Razzaq et al, 2019).…”