Organizational commitment and job performance: Examining the moderating roles of occupational commitment and transformational leadership

Abstract

To address why the relationship between affective organizational commitment and job performance varies, we draw on the theorization of Meyer, Becker, and Vandenberghe to propose moderation of affective occupational commitment and transformational leadership, separately and interactively. Data collected from 398 employees and their supervisors supported our hypotheses. Specifically, affective organizational commitment was more strongly associated with job performance for employees with high occupational commitment, or when a supervisor's transformational leadership was high. Importantly, in a moderated mediation relationship, we found the effect of transformational leadership on the relationship between affective organizational commitment and job performance for employees with high occupational commitment was contrary to its effect on employees with low occupational commitment. Given the significant roles of both commitments as discussed in the present study, we offer suggestions on how to consider these factors during the assessment and selection of personnel and role assignment.

The Antecedence of Teacher's Professional Performance: Evidence from Indonesia

“…This study also found that effective commitment plays a vital role as mediators in GCG and KM effect on professional performance. This evidence in line with studies concluded that GCG influences affective commitment [56] [57], KM influences affective commitment [58]- [61], and affective commitment affects professional performance [47]- [55]. This finding reveals empirical facts that the existence of affective commitment is very important to be considered in the context of increasing professional performance through GCG and KM.…”

“…It implies to increase professional performance reflected in teaching skills, communication skills, personality authority, social skills, technical competence, and emotional stability. The studies carried out by research approve that GCG affects affective commitment [56] [57], while the other studies conducted scholars concluded that affective commitment affects professional performance [47]- [55]. Based on argues and studies above, the sixth hypothesis in this study is: H 6 : GCG had an indirect effect on professional performance mediating by affective commitment.…”

“…The principles of GCG, for instance, transparency, accountability, responsibility, independence, and fairness [17] can be conditioned entirely by the organization authority potentially stimulate increasing affective commitment, which involves the employees' emotional attachment to, identification with, and involvement in the organization [46]. The investigation by researchers also approved that GCG affects affective commitment [56] [57]. Based on the statements and studies above, the fourth hypothesis in this study is: H 4 : GCG had a direct effect on affective commitment…”

Establishing Valid and Reliable Measures for Organizational Commitment and Job Performance: An Exploratory Factor Analysis

“…Organizational Commitment is of significant research interests because of the relationship between commitment and desirable organizational outcomes such as creativity and innovativeness (Ali. & Puah, 2017;Battistelli, Odoardi, Vandenberghe, Di Napoli, & Piccione, 2019;Li & Zheng, 2014) increased job performance (Kim et al, 2018;Sungu et al, 2019) employee loyalty (Suresh & Mahalingam, 2018) and job satisfaction (Sait, 2017;Luz, Paula, & Oliveira, 2018). Committed employees help create an organization"s competitive advantage and are motivated to give their best to the organization.…”

Yay Or Nay? A Media Analysis Of How Deception Is Utilized As A Leadership Tactic In The Television Show Sons Of Anarchy

“…If a leader is not able to motivate followers, then the daily operations will start to unbind, and the organization can disintegrate. Sungu (2019) and Zeinab (2019) both published articles analyzing organizational commitment and job performance. The results from Sungu (2019) showed that employees had better job performance and higher occupational commitment when 10 there was a transformational leadership approach displayed by their supervisors.…”