Transformational Leadership and Organizational Commitment: The Mediating Role of Job Characteristics

Abstract

Although the contribution of transformational leadership to employee organizational commitment is well documented, the mechanisms that explain such relationship remain unclear. In the present research, we propose that transformational leadership can influence organizational commitment through impacting followers’ perceptions of job characteristics (i.e., feedback from job, task variety, and decision‐making autonomy). Structural equation modeling analyses conducted on a sample of employees from multiple organizations in France (N = 488) found the relationships between transformational leadership and four components of organizational commitment (i.e., affective, normative, perceived sacrifice, and few alternatives commitment) to be partly mediated by followers’ perceptions of task characteristics. We discuss the relevance of these findings for theory and human resource development.

Mediating Effect of Social Capital between Transformational Leadership Behavior and Organizational Citizenship Behavior in Hospital Nurses

“…There are various organizational personnel in hospitals, so it may be difficult for nurse managers to exert their leadership and increase motivation towards a common goal. TLB helps to motivate organization members to achieve outcomes beyond personal interests and to recognize the value of their work [21,22]. Nurse managers, therefore, need to provide sensitive attention and instill persistent beliefs in order to help staff nurses to have confidence in their nursing practice.…”

Psychological capital and self‐reported employee creativity: The moderating role of supervisor support and job characteristics

“…Hackman and Oldham () operationalized job characteristics as a high‐order construct and argued that this measure may provide more convincing explanations in the context of organizational research. Accordingly, using this most commonly used measure, subsequent research has revealed that job characteristics represent a superordinate construct because the five dimensions display high related loadings (e.g., Chen & Kao, ; Gillet & Vandenberghe, ). Therefore, in the present study, we treat job characteristics as a whole construct with an estimated internal consistency of the scale scoring α = 0.82.…”

From Job Characteristics to Job Satisfaction of Foreign Workers in Taiwan's Construction Industry: The Mediating Role of Organizational Commitment

“…This study developed and tested the conceptual model of job satisfaction using SEM as well as a framework for the implementation of job characteristics, organizational commitment, and job satisfaction in construction companies in Taiwan that hire foreign workers. This cross-cultural empirical research contributes to the existing literature, following the recommendation of Gillet and Vandenberghe (2014) that further research on cross-cultural issue should be conducted with employees to replicate and extend these findings. The SEM results of this study indicated that job characteristics positively affect organizational commitment.…”