Moderating the Relationship between Leadership and Commitment: An Empirical Study on Personality and Values

Kód výsledku v IS VaVaI

<a href="https://www.isvavai.cz/riv?ss=detail&h=RIV%2F62156489%3A43110%2F21%3A43920028" target="_blank" >RIV/62156489:43110/21:43920028 - isvavai.cz</a>

Nalezeny alternativní kódy

RIV/61989592:15210/21:73608613

Výsledek na webu

<a href="http://dx.doi.org/10.33844/ijol.2021.60521" target="_blank" >http://dx.doi.org/10.33844/ijol.2021.60521</a>

DOI - Digital Object Identifier

<a href="http://dx.doi.org/10.33844/ijol.2021.60521" target="_blank" >10.33844/ijol.2021.60521</a>

Jazyk výsledku

angličtina

Název v původním jazyce

Moderating the Relationship between Leadership and Commitment: An Empirical Study on Personality and Values

Popis výsledku v původním jazyce

Attracting and retaining talent is considered to be among the most crucial challenges for contemporary leadership. Building on this notion, the present paper aims to foster an understanding of the complex interplay between leadership practices and employee commitment. In these regards, the moderating role of personality variables and personal values is critically assessed. Building on a two-dimensional model of organizational commitment, the study proposes that leadership variables predict both emotional and behavioral commitment, with the relationship being moderated by personality variables as assessed throughout the Big Five framework and by personal values. To determine the validity of these hypotheses, an empirical, quantitative study was conducted following an observational design focusing on the employee perspective. Standardized questionnaires were utilized to assess the levels of commitment, the perceived leadership style of the participants&apos; leaders, their personality and values. A total of n = 310 individuals were recruited for participation in the empirical study, conducted by using an online survey. The statistical analyses showed a stable, significant correlation between the perception of leadership style and both types of organizational commitment, with leadership communication taking on a noteworthy role. The relevance of personality variables and values also could be confirmed, with their predictive power being more substantial for behavioral commitment. This was established using multiple linear regression analyses that compared the predictive power of the individual predictors.

Název v anglickém jazyce

Moderating the Relationship between Leadership and Commitment: An Empirical Study on Personality and Values

Popis výsledku anglicky

Attracting and retaining talent is considered to be among the most crucial challenges for contemporary leadership. Building on this notion, the present paper aims to foster an understanding of the complex interplay between leadership practices and employee commitment. In these regards, the moderating role of personality variables and personal values is critically assessed. Building on a two-dimensional model of organizational commitment, the study proposes that leadership variables predict both emotional and behavioral commitment, with the relationship being moderated by personality variables as assessed throughout the Big Five framework and by personal values. To determine the validity of these hypotheses, an empirical, quantitative study was conducted following an observational design focusing on the employee perspective. Standardized questionnaires were utilized to assess the levels of commitment, the perceived leadership style of the participants&apos; leaders, their personality and values. A total of n = 310 individuals were recruited for participation in the empirical study, conducted by using an online survey. The statistical analyses showed a stable, significant correlation between the perception of leadership style and both types of organizational commitment, with leadership communication taking on a noteworthy role. The relevance of personality variables and values also could be confirmed, with their predictive power being more substantial for behavioral commitment. This was established using multiple linear regression analyses that compared the predictive power of the individual predictors.

Druh

J_imp - Článek v periodiku v databázi Web of Science

CEP obor

—

OECD FORD obor

50204 - Business and management

Projekt

—

Návaznosti

I - Institucionalni podpora na dlouhodoby koncepcni rozvoj vyzkumne organizace

Rok uplatnění

2021

Kód důvěrnosti údajů

S - Úplné a pravdivé údaje o projektu nepodléhají ochraně podle zvláštních právních předpisů

Název periodika

International Journal of Organizational Leadership

ISSN

2383-1103

e-ISSN

—

Svazek periodika

10

Číslo periodika v rámci svazku

2

Stát vydavatele periodika

CA - Kanada

Počet stran výsledku

25

Strana od-do

115-139

Kód UT WoS článku

000647737200001

EID výsledku v databázi Scopus

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