The Relationship between Transformational Leadership and Organizational Commitment: A Study on the Bank Employees

Abstract

The purpose of this study is to determine the relationship between transformational leadership and organizational commitment. To this end, a theoretical framework regarding transformational leadership and organizational commitment was created and then an application was performed on bank employees in Kars. The results revealed relations between transformational leadership and organizational commitment. Furthermore, results regarding awareness point out an awareness in continuance commitment, which is one of the sub-dimensions of organizational commitment, in terms of whether management task exists or not.

The Impact of Transformational Leadership on Employees' Organizational Commitment in Egyptian Airlines

“…The following table investigates the correlation between the independent variables and the dependent variable From the previous table, there is a significant correlation between the transformational leadership style scale and the organizational commitment dimension (the correlation value = 0.388 and, correlation is significant at the 0.01 level) in the form of a moderate inverse correlation. This finding is consistent with the studies of (Blankenship, 2010;Bushra et al 2011;Kim et al, 2012;Kathleen, 2013;Salem, 2013;Swindell, 2014;Njoroge, 2015;Rossington, 2015;Gulluce et al, 2016;Lim, 2016;Naktiyok & Yekeler, 2016;Patiar & Wang, 2016;Triana et al, 2016). Also, there is a statistically significant positive moral impact of scale effect on organizational commitment scale ideal as a whole as the test value less than0.05.…”

“…The power of transformational leadership will increase employees' organizational commitment; which can be seen from the attitude of loyal employees (Bill, 2010;Kala'lembang, et al 2015). Gulluce et al (2016) clarified that a leader with transformational leadership behaviors aims to transform, encourage and inspire his/her followers for them to perform better than expected. Thus, this way of leadership leads to an increase in organizational commitment of employees.…”

“…Thus, this way of leadership leads to an increase in organizational commitment of employees. Employees are far more likely to be committed to the organization if they have confidence with their leaders (Gulluce, et al 2016). Contractor (2016) found that transformational leadership is at the core of organizational commitment, and transformational leaders are better able to enhance the organizational commitment of the Employees (Contractor, 2016).…”

When a leader job resource can be ambivalent or even destructive: Independence at work as a double-edged sword

“…This paper, which could add to the literature on the downsides of resources (see [16]) and on the downsides of leadership dimensions (see e.g., [18], for a shortcoming of transformational leadership), bridges two important gaps in the literature. First, we explore whether a classical job resource like independence at work can be potentially neutral or even harmful from a relational perspective in pairs of leaders and followers.…”

The Moderating Role of Employee Empowerment and Distributive Justice in Transformational Leadership with Its Impact on Organizational Commitment in Islamic Banks at Pakistan

“…Many surveys show organizational commitment influenced by transformational leadership. Gulluce and Kaygin (2016) Another study said the r elationship between the leadership of transformational with organizational commitment was positive and significant Saeed et al (2013). Based on the description, it was concluded that the leadership of t ransformational have a connection with the commitment of organizational, so hypothesis 1 is: H1: Transformational leadership have a positive influence on organizational commitment…”