Citation
Keskes, I., Sallan, J. M., Simo, P., & Fernandez, V. (2018). Transformational leadership and organizational commitment: mediating role of leader-member exchange. Journal of Management Development, 37(3), 271–284.
UPCommons: http://hdl.handle.net/2117/117487
doi: http://doi.org/10.1108/JMD-04-2017-0132
Abstract
Purpose
The purpose of this paper is to propose and to test three models in order to examine the mechanisms through which dimensions of transformational leadership influence different forms of organizational commitment by testing the possible mediating role of leader-member exchange (LMX) dimensions.
Design/methodology/approach
The participants in this study are represented by 427 senior executive French employees having a university degree and minimum two years of work experience in their current organization. The relationships between different variables were analyzed using structural equation modeling.
Findings
The results indicate that the dimensions of LMX mediated the relationships between the dimensions of transformational leadership and organizational commitment dimensions. The contribution dimension of LMX acts as a consequence, rather than an antecedent of commitment. These findings are important since they may serve as a bind between leadership dimensions and the kind of organizational commitment that each of these dimensions can generate in followers.
Originality/value
To the authors’ knowledge, this is the first empirical study that tests the interaction of transformational leadership and LMX on organizational commitment in a French context. The originality of this work leads on investigating these three concepts as multidimensional constructs and focusing on the mediating role of LMX in the relationship between dimensions of transformational leadership and different forms of organizational commitment which can be considered as a novelty in the field of research in this area. As a result, this study addresses concerns about that lack of academic research on the mechanisms by which transformational leaders influence the organizational commitment of their followers.
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jueves, 5 de julio de 2018
domingo, 25 de junio de 2017
Gestión de la innovación: efectos del clima de innovación de las empresas en el desempeño y compromiso de los trabajadores
Author
Manuel Fernando Montoya Ramírez
Supervisor
Jose M Sallan
Defense date
11 October, 2015
Abstract
Existe la necesidad de desarrollar un clima adecuado en las empresas en el que los trabajadores se sientan seguros cuando tengan que asumir riesgos, proponer e implementar nuevas ideas, caso contrario el proceso de implementación de la innovación puede acabar fracasando (Baer y Frese, 2013). Cuando los trabajadores perciben un clima laboral de apoyo a la producción de innovaciones, un estilo de dirección que le estimula y unas prácticas de gestión que le animan a innovar, es logico pensar que dedicará más recursos a la generación, promoción y realización de innovaciones, de manera de que éstas resulten más efectivas ( Pons y Ramos, 2012) y se relaciona con uno de los objetivos del empoderamiento, que es proporcionar confianza a los trabajadores para generar una labor más activa y propósito en sus labores (Gonzales, Martínez, et. al). Por otra parte, si un trabajador se siente más satisfecho en su puesto de trabajo al tener un clima apropiado, es menos probable que desee abandonar su puesto de trabajo, por lo tanto se espera que se sienta más comprometido con la empresa logrando un compromiso organizativo (Perez, Vela y Abella, 2014). En este sentido esta investigación tiene como objeto proponer y validar un modelo que determine si los factores tales como empoderamiento de los trabajadores (EM) y la identificación de los trabajadores con los equipos de trabajo (ID) influyan en la generación de un clima de innovación en las empresas (CL) y como este clima de innovación (CL) genera un alto desempeño de los trabajadores (PF) y un alto compromiso organizativo de los trabajadores (AC).
Thesis contents
http://hdl.handle.net/10803/326742
Manuel Fernando Montoya Ramírez
Supervisor
Jose M Sallan
Defense date
11 October, 2015
Abstract
Existe la necesidad de desarrollar un clima adecuado en las empresas en el que los trabajadores se sientan seguros cuando tengan que asumir riesgos, proponer e implementar nuevas ideas, caso contrario el proceso de implementación de la innovación puede acabar fracasando (Baer y Frese, 2013). Cuando los trabajadores perciben un clima laboral de apoyo a la producción de innovaciones, un estilo de dirección que le estimula y unas prácticas de gestión que le animan a innovar, es logico pensar que dedicará más recursos a la generación, promoción y realización de innovaciones, de manera de que éstas resulten más efectivas ( Pons y Ramos, 2012) y se relaciona con uno de los objetivos del empoderamiento, que es proporcionar confianza a los trabajadores para generar una labor más activa y propósito en sus labores (Gonzales, Martínez, et. al). Por otra parte, si un trabajador se siente más satisfecho en su puesto de trabajo al tener un clima apropiado, es menos probable que desee abandonar su puesto de trabajo, por lo tanto se espera que se sienta más comprometido con la empresa logrando un compromiso organizativo (Perez, Vela y Abella, 2014). En este sentido esta investigación tiene como objeto proponer y validar un modelo que determine si los factores tales como empoderamiento de los trabajadores (EM) y la identificación de los trabajadores con los equipos de trabajo (ID) influyan en la generación de un clima de innovación en las empresas (CL) y como este clima de innovación (CL) genera un alto desempeño de los trabajadores (PF) y un alto compromiso organizativo de los trabajadores (AC).
Thesis contents
http://hdl.handle.net/10803/326742
jueves, 2 de octubre de 2014
Transformational leadership and organizational commitment: mediating role of leader-member exchange
Author
Imen Keskes
Supervisors
Jose M Sallan, Pep Simo
Defense date
1st October, 2014
Abstract
The thesis of Imen Keskes is a theoretical and empirical study of the relationship between transformational leadership (TL) and organizational commitment (OC). These two concepts are examined as multidimensional constructs and are empirically tested within a French speaking population. The main objective of this study is to examine the mechanisms through which dimensions of TL influence different forms of OC by testing the possible mediating role of leader member exchange (LMX). The present thesis consists of six chapters:
The first chapter introduces the concepts of TL, OC and LMX and the motivation for the research. It provides a brief summary of previous scientific work on the topic and it outlines the purpose and specific objectives of each chapter.
In the second chapter, a study and discussion of the relationship between leadership styles and OC dimensions is carried out. An extensive literature research is performed in order to understand leadership and OC as well as the relationship between these two concepts. Although there is considerable research which suggest that TL is positively associated with OC in a variety of organizational settings and cultures, there is little empirical research focusing on the precise ways in which style of leadership impacts employee OC. Some critics about previous empirical and theoretical studies are presented and a number of areas for future research are developed.
In the third chapter, the English TL Questionnaire (TLQ) is translated into French using a back-translation technique. The validity and reliability of this instrument within two samples of French speaking populations (Tunisia and France) is tested. Internal consistency is assessed using Cronbach alpha coefficient. The construct validity is verified using the exploratory and confirmatory factor analysis. The results support a four-factor model of TLQ which consists of vision, supportive leadership, intellectual stimulation and personal recognition. These findings have shown adequate psychometric properties and have provided preliminary support for the construct validity of the proposed French version of the TLQ.
In the fourth chapter, the English OC Questionnaire (OCQ) is translated into French and the validity and reliability of this instrument within the two samples of French speaking population is tested. The results have supported a 4-factor model of OCQ of the original questionnaire. These findings have shown adequate psychometric properties and have provided preliminary support for the construct validity of the proposed French version of the OCQ.
In the fifth chapter, some models that take into account the diverse dimensions of TL and the different forms of OC are proposed and tested by examining the role of LMX as a mediator between them. To verify the models, two types of validity tests are considered: the convergent validity and the discriminant validity. To test the direct hypothesis, the significance of the beta parameters in the structural models is assessed. To test the mediation hypothesis, two methods are used: Baron and Kenny method and a the comparison of nested structural models. The results confirm the significance of the proposed models. These findings are important since previous research did not test these variables together.
Finally, the last chapter summarizes the contribution of the thesis. The possible directions of further research work are also discussed in brief.
Thesis contents
Imen Keskes
Supervisors
Jose M Sallan, Pep Simo
Defense date
1st October, 2014
Abstract
The thesis of Imen Keskes is a theoretical and empirical study of the relationship between transformational leadership (TL) and organizational commitment (OC). These two concepts are examined as multidimensional constructs and are empirically tested within a French speaking population. The main objective of this study is to examine the mechanisms through which dimensions of TL influence different forms of OC by testing the possible mediating role of leader member exchange (LMX). The present thesis consists of six chapters:
The first chapter introduces the concepts of TL, OC and LMX and the motivation for the research. It provides a brief summary of previous scientific work on the topic and it outlines the purpose and specific objectives of each chapter.
In the second chapter, a study and discussion of the relationship between leadership styles and OC dimensions is carried out. An extensive literature research is performed in order to understand leadership and OC as well as the relationship between these two concepts. Although there is considerable research which suggest that TL is positively associated with OC in a variety of organizational settings and cultures, there is little empirical research focusing on the precise ways in which style of leadership impacts employee OC. Some critics about previous empirical and theoretical studies are presented and a number of areas for future research are developed.
In the third chapter, the English TL Questionnaire (TLQ) is translated into French using a back-translation technique. The validity and reliability of this instrument within two samples of French speaking populations (Tunisia and France) is tested. Internal consistency is assessed using Cronbach alpha coefficient. The construct validity is verified using the exploratory and confirmatory factor analysis. The results support a four-factor model of TLQ which consists of vision, supportive leadership, intellectual stimulation and personal recognition. These findings have shown adequate psychometric properties and have provided preliminary support for the construct validity of the proposed French version of the TLQ.
In the fourth chapter, the English OC Questionnaire (OCQ) is translated into French and the validity and reliability of this instrument within the two samples of French speaking population is tested. The results have supported a 4-factor model of OCQ of the original questionnaire. These findings have shown adequate psychometric properties and have provided preliminary support for the construct validity of the proposed French version of the OCQ.
In the fifth chapter, some models that take into account the diverse dimensions of TL and the different forms of OC are proposed and tested by examining the role of LMX as a mediator between them. To verify the models, two types of validity tests are considered: the convergent validity and the discriminant validity. To test the direct hypothesis, the significance of the beta parameters in the structural models is assessed. To test the mediation hypothesis, two methods are used: Baron and Kenny method and a the comparison of nested structural models. The results confirm the significance of the proposed models. These findings are important since previous research did not test these variables together.
Finally, the last chapter summarizes the contribution of the thesis. The possible directions of further research work are also discussed in brief.
Thesis contents
viernes, 28 de febrero de 2014
Organizational commitment vs focal and discretionary behaviours
Citation
Abstract
The purpose of this paper is to analyse the relations between organizational commitment dimensions and two focal and discretionary behaviours (intention to stay and organizational citizenship behaviour). Drawing on a sample of 310 Spanish employees of small services firms, this research reveals that in contrast to recent findings that detected a non-linear (inverted U-shaped) relationship between continuance commitment and intention to stay, the form of the relationships between organizational commitment dimensions and the proposed outcomes is linear rather than non-linear. Furthermore, when dividing continuance commitment into two sub-components, the research results indicate that the dimension associated with commitment based on few existing employment alternatives is significantly, negatively and linearly related to intention to stay and organizational citizenship behaviour. This suggests that the three-component model of organizational commitment suffers from a conceptual inconsistency, which is further discussed.
Simo, P., Enache, M., Sallan, J. M., & Fernandez, V. (2014). Relations between organizational commitment and focal and discretionary behaviours. The Service Industries Journal, 34(5), 1–17. doi:10.1080/02642069.2014.871534
Abstract
The purpose of this paper is to analyse the relations between organizational commitment dimensions and two focal and discretionary behaviours (intention to stay and organizational citizenship behaviour). Drawing on a sample of 310 Spanish employees of small services firms, this research reveals that in contrast to recent findings that detected a non-linear (inverted U-shaped) relationship between continuance commitment and intention to stay, the form of the relationships between organizational commitment dimensions and the proposed outcomes is linear rather than non-linear. Furthermore, when dividing continuance commitment into two sub-components, the research results indicate that the dimension associated with commitment based on few existing employment alternatives is significantly, negatively and linearly related to intention to stay and organizational citizenship behaviour. This suggests that the three-component model of organizational commitment suffers from a conceptual inconsistency, which is further discussed.
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