The Relationship between Transformational Leadership and Organizational Commitment in Nonprofit Long Term Care Organizations: The Direct Care Worker Perspective

Abstract

Abstract. The United States population is rapidly aging, and retaining direct care workers (DCWs) will continue to be a workforce concern for the industry in addressing the demand for long term care services. To date, scant literature exists that addresses the DCW perspective of leadership behaviors and their influence on organizational commitment. To respond to this deficiency, this research studied leadership behaviors of direct importance for DCWs at the immediate supervisor level, and provided empirical insight into organizational commitment among workers closest to patient care. Research on leader behaviors has focused on managerial and executive levels, with scant consideration in long term care at the lower hierarchical levels. Transformational leadership was hypothesized to have a significant positive relationship with organizational commitment, specifically affective and normative commitments, and a significant inverse relationship with continuance commitment. The quantitative correlational study explored the relationship between transformational leadership and organizational commitment among 322 direct care workers employed by nonprofit, multi-level long term care organizations located in the Midwest. Results revealed a statistically significant relationship between overall transformational leadership and organizational commitment as well as affective and normative commitment dimensions, with no significant relationship found between transformational leadership and continuance commitment. The study results are beneficial to industry leaders, researchers, and policymakers for addressing operational policies, leadership training, human resource practices, and workforce policy development. Operational policies should reflect the values of the organization and follow from a compelling, collective vision and mission. Human resources practices warrant review if not aligned with the vision, mission, and values. Leadership development training should be considered for continuing education for supervisors at all levels as well as for potential policy alternatives.

The Influence of Transformational Leadership Behaviours on Organizational Commitment in Omani Governmental Organizations

“…Moreover, the result of this research supports Kim and Kim (2014) It can be concluded that one of the novel contributions of this research relates to the influence of transformational leadership dimensions on employees' organizational commitment dimensions which have not been adequately and empirically investigated, as is evident in the literature (Meyer et al, 2002;So, 2009). This is particularly so with respect to the non-profit organizations generally (Freeborough, 2012;Porter, 2015), and specifically for Omani public service organizations (S. A. Khan, 2010).…”

Effect of Nurse Managers' Leadership Styles on Organizational Commitment of Nurses Working at Taif Governmental Hospitals in Kingdom of Saudi Arabia

“…Through motivation, a change process happens and subordinates become encouraged and are enthusiastic in achieving organizational goals and objectives (Foon, 2016). From another point of view, transformational leadership is generally defined as a process whereby leaders take conscious action to develop followers into leaders, exhibit behaviors that elicit trust, display selfsacrificial perspectives to build commitment and influence, and demonstrate a moral compass towards mission and purpose ( Porter, 2015). Transformational leaders are often highly visible and known for their passion and energy in all aspects of their work.…”

Leadership Style, Organizational Commitment, and Organizational Citizenship Behavior on Credit Union in Indonesia

“…Transformational leaders can increase their followers' commitment by providing inspiration, encouraging followers' involvement in work, and supporting followers' self-development (Avolio et al, 2004). Porter (2015) found that transformational leadership has effect on organizational commitment. In addition, McMurray, Pirola-Merlo, Sarros, & Islam (2010) in employees working in Social Enterprise shows that transformational leadership positively affects organizational commitment.…”