The relationship between leadership styles and organizational commitment in Malaysia: role of leader-member exchange

Lo, May‐Chiun; Ramayah, T.; Min, Hii Wei; Songan, Peter

doi:10.4324/9781315875620-5

Cited by 37 publications

(58 citation statements)

References 1 publication

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Sub elements of transformational leadership such as intellectual stimulation, inspiration, idealized influence are significantly correlated with the organizational affective and normative commitment. Inspirational motivation and idealized consideration are not correlated significantly with continuous commitment while inspirational motivation and individual consideration has significant and positive relationship with organizational continuous commitment (Lo, Ramayah, Min & Songan, 2010). Most recent researches on the leadership style and organizational commitment (Marmaya, Torsiman and Balakrishnan, 2011) shows that transformational and transactional leadership have positive relationship with employees' organizational commitment while employees of Malaysian organization are more influenced by transformational than transactional.…”

Section: D Di Is Sc Cu Us Ss Si Io On Nmentioning

confidence: 95%

“…Research conducted on the leadership style and its relationship with organizational commitment (Lo, Ramayah & Min, 2009) and concluded that transactional and transformational leadership positively correlated with organizational commitment. Lo, Ramayah, Min & Songan (2010) conducted the research on the leadership style and organizational commitment as a mediating role of leader member exchange and provide direction for further study; conflict can be reduce between the leader and subordinate when culture reflect the employee values. The study will investigate the relationship of employee value with organizational culture and how to provoke a sense of commitment in employee to increase the level of attachment with the organization which reduces the employee turnover and absenteeism.…”

Section: I In Nt Tr Ro Od Du Uc Ct Ti Io On Nmentioning

confidence: 99%

See 1 more Smart Citation

Impact of Leadership Style on Organization Commitment: In A Mediating Role of Employee Values

Sabir¹,

Khan²

2011

JEBS

View full text Add to dashboard Cite

This paper aims to how leadership ship style effects the organization commitment of the employees, when the organization culture is reflecting the employeeâ€™s values in the organization. This paper is a conceptual based paper which gives theoretical evidence to support the idea. The paper also gives a brief overview of transactional leadership and transformational leadership. The results of the paper suggest that the leadership style is a strong dimension of organization commitment when organization culture of the organization represents the employeesâ€™ values in the organization. Employees are more satisfied if the organization will meet their expectations which are the part of that organization culture, so they are more committed with the organization. The paper is not giving any empirical evidence of the model. Further studies can be carried out by replacing transactional leadership with servant leadership.

show abstract

Section: D Di Is Sc Cu Us Ss Si Io On Nmentioning

confidence: 95%

Section: I In Nt Tr Ro Od Du Uc Ct Ti Io On Nmentioning

confidence: 99%

Impact of Leadership Style on Organization Commitment: In A Mediating Role of Employee Values

Sabir¹,

Khan²

2011

JEBS

View full text Add to dashboard Cite

show abstract

“…Overall, TL is consisted of certain behaviors that facilitate and ease the building of LMX associations including influence by idealization, motivation by inspiration, intellectual encouragement, and the consideration at the individual level (Basu & Green, ; Lo, Ramayah, Min, & Songan, ). Being a kind of leadership, emphasizing on the individuals' needs, this type of leadership (TL) enriches the leader–followers interpersonal relations, as well as assists them to develop belief, respect, and loyalty.…”

Section: Theory and Hypothesesmentioning

confidence: 99%

Does leadership lessen turnover? The moderated mediation effect of leader–member exchange and perspective taking on public servants

Siyal

Peng

2018

Journal of Public Affairs

View full text Add to dashboard Cite

Drawing on motivated information processing theory and social exchange theory, this research investigates the mediating effects of leader-member exchange and moderating impact of perspective taking in the relationship among transformational leadership and turnover intentions of public servants. Using a sample of 385 respondents from different public sectors across Pakistan, we found a negative association of transformational leadership with the turnover intentions, which is further mediated by leader-member exchange. Moreover, perspective taking moderated this mediating relationship. The present research has theoretical and practical implications. In addition, we have discussed some future directions.

show abstract

“…To date, the intervention of LMX in OCB and intention to stay study has received little attention from HRM and OCB literature. LMX has become a moderator for many different studies and contexts (Buch, 2015;Lo, Ramayah, Min & Songan, 2010;Johnson, Truxillo, Erdogan, Bauer & Hammer, 2009). Therefore, this study proposes to test the role of moderating variable (LMX) in the relationships between OCB and intention to stay among lecturers in the context of PHEIs.…”

Section: Problem Statementmentioning

confidence: 99%

The Link Between Perceived HRM Practices and Employee Intention to Stay

Halid¹

2019

The European Proceedings of Social and Behavioural Sciences

View full text Add to dashboard Cite

Purpose -This study seeks to explain the motivations behind employees' intention to stay in private higher education institutions (PHEI) in Malaysia. This study adds value by developing a conceptual framework that proposes perceived human resource management (HRM) practices as key role in explaining employees' intention to stay. Furthermore, this study argues that organizational citizenship behavior (OCB) is a potential mediator that might explain how employees' intention to stay occurs. In addition, this study proposes that leader-member exchange (LMX) moderates the relationship between OCB and employees' intention to stay. Design/methodology/approach -Relevant literatures are reviewed and assessed critically. Originality/value -This study explored the relationship between perceived HRM practices and employees' intention to stay in Malaysia's PHEIs. By using Social exchange theory, this paper proposes that perceived HRM practices are uniquely positioned to support the organization's performance in terms of employee intention to stay with the intervention of OCB and LMX.

show abstract

The relationship between leadership styles and organizational commitment in Malaysia: role of leader-member exchange

Cited by 37 publications

References 1 publication

Impact of Leadership Style on Organization Commitment: In A Mediating Role of Employee Values

Impact of Leadership Style on Organization Commitment: In A Mediating Role of Employee Values

Does leadership lessen turnover? The moderated mediation effect of leader–member exchange and perspective taking on public servants

The Link Between Perceived HRM Practices and Employee Intention to Stay

Contact Info

Product

Resources

About