The Mediating Effect of Organizational Commitment Between Transformational Leadership Styles and Employee Performance in Public Banking Sector in Libya

The Mediating Effect of Organizational Commitment Between Transformational Leadership Styles and Employee Performance in Public Banking Sector in Libya
Author: Saleem Mohammed Aljileedi
Publisher:
Total Pages: 0
Release: 2023
Genre:
ISBN:
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The banking system in Libya has been facing various challenges due to the political ‎instability and divided governance in the country. This situation has created unique ‎features for the financial sector in Libya. This study aims to explore the relationship ‎between transformational leadership styles, namely idealized influence, inspirational ‎motivation, intellectual stimulation, individualized consideration with mediating role of ‎organizational commitment and employee performance in the public banks sector in ‎Libya. To achieve these objectives, quantitative research method was utilized by ‎developing questionnaire survey and distributing 411 copies to the employees working ‎for five public banks that have operating branches in Tripoli. The data was analysed ‎using SPSS and Smart PLS. The results showed significant relationship between ‎idealized influences, inspirational motivation, and organizational commitment and ‎employee performance in the Libyan public banks which support what was found in the ‎majority of the previous published literature. But unlike the majority of the published ‎literature, intellectual stimulation and individualized consideration was found to be ‎insignificant with employee performance in the Libyan public banks. in addition, the ‎organizational commitment has a significant relationship with employee performance. ‎Finally, organizational commitment showed a significant mediating effect on the ‎relationship between idealized influence, inspirational motivation, and intellectual ‎stimulation with employee performance. however, organizational commitment showed ‎insignificant mediating effect on the relationship between individualized consideration ‎and employee performance.‎

Leadership Styles and Employees' Job Performance

Leadership Styles and Employees' Job Performance
Author: Aziz Javed
Publisher:
Total Pages: 590
Release: 2011
Genre:
ISBN:
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Leadership and followers' performance has always attracted organizational scholars' attention. Leadership is considered as one of the important factor, responsible for organizational and team's performance. Earlier studies mostly conducted in US and European countries and have mentioned a positive association between leadership and employees' job performance. Few authors have reported negative linkage between transactional leadership style and employees' performance. Most of these studies were conducted in public organizations. Here, we conducted this study in Pakistani work context to check the leadership effects on subordinates' task performance and organizational citizenship behaviors (OCBs). We also checked the possible mechanism involved in this leader-follower relationship. Some authors have checked organizational politics and organizational justice as possible underpinning mechanism, while we tested employees' self- and collective efficacy as one of the possible mechanism. Our direct hypothesized relationships were between two leadership styles (transactional and transformational) and employees' task performance, OCBs, self- and collective efficacy. Our results were partially similar to previous studies while partially different for direct relationships. Both transactional and transformational were found positively related to employees' task performance, OCBs, self- and collective efficacy. Transactional leadership was a stronger predictor of employees' task performance while transformational leadership proved a stronger predictor of employees' OCBs. Both employees' self- and collective efficacy proved to be mediators between both leadership styles (transactional and transformational) and employees' task performance and organizational citizenship behaviors. Self-efficacy proved a stronger mediator between transactional leadership and employees' task performance while collective efficacy was stronger mediator between transformational leadership and employees' OCBs.

Psychological Empowerment and Job Satisfaction in the Banking Sector

Psychological Empowerment and Job Satisfaction in the Banking Sector
Author: Elizabeth George
Publisher: Springer
Total Pages: 198
Release: 2018-07-30
Genre: Psychology
ISBN: 331994259X
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This book explores how psychological empowerment can influence and enhance job satisfaction. The authors argue that in today’s working climate the wellbeing and involvement of employees is of utmost importance to any company’s overall success and that management techniques like empowerment are the most effective means of achieving this goal. Based on an empirical study examining job satisfaction amongst employees of several private sector, public sector and new generation banks in Kerala, India as well as extensive literature review, this book discusses the role psychological empowerment plays in enhancing job satisfaction both locally and internationally. It goes on to analyze four dimensions of psychological empowerment and the role of job satisfaction in the relationship between psychological empowerment and job related stress. This book will be of great interest to scholars in management and psychology and is essential reading for industrialists and managers wanting to apply empowerment strategies in their own workplace.

Transformational Leadership and Organizational Commitment : Mediating Role of Leader-member Exchange

Transformational Leadership and Organizational Commitment : Mediating Role of Leader-member Exchange
Author: Imen Keskes
Publisher:
Total Pages: 150
Release: 2014
Genre:
ISBN:
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In the present thesis a theoretical and empirical study of the relationship between transformational leadership (TL) styles and organizational commitment (OC) is performed. 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 and a brief summary of each one is given below: The first chapter is introductory in nature. It introduces the concepts of TL, OC and LMX and the motivation for this 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) (Rafferty and Griffin, 2004) is translated into French using a back-translation technique. The validity and reliability of this instrument within two samples of French speaking populations is tested (Tunisia and France). 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) (Meyer et al, 1993; Powell and Meyer, 2004) 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, Pearson's correlation and Betas in structural model are used. To test the mediation hypothesis, two methods are used: Baron and Kenny method and a nested model method. The results revealed that the proposed models are confirmed. These findings are important since previous research did not test these variables together. Finally, the last chapter summarizes the contribution of this thesis. The possible directions of further research work are also discussed in brief.

Effect of Transformational Leadership on Job Satisfaction and Organizational Commitment

Effect of Transformational Leadership on Job Satisfaction and Organizational Commitment
Author: Shaukat Ali
Publisher:
Total Pages: 16
Release: 2017
Genre:
ISBN:
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The study was conducted to examine the effect of transformational leadership on job satisfaction and organizational commitment. Pre-determined structured questionnaires were used to collect data from 126 employees working in banking sector of district Peshawar. Transformational leadership was measured using 24 items scale. Job Satisfaction was measured using 6 items scale and Organizational commitment was also measured using 6 items scale. Results of simple linear regression analysis showed that transformational leadership has significant effect on job satisfaction and organizational commitment. Implications for practice and future research have also been put forward.

Impact of Transformational and Transactional Leadership Styles on Employees' Performance of Banking Sector in Pakistan

Impact of Transformational and Transactional Leadership Styles on Employees' Performance of Banking Sector in Pakistan
Author: Avinash Advani
Publisher:
Total Pages: 9
Release: 2015
Genre:
ISBN:
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This study identified the basic tool for development of organization by utilizing the leadership qualities where as there are two independent variables included Transactional and transformational leadership qualities and dependent variable is employee performance. The author(s) believes that employee performance is very essential for any organization throughout motivating, satisfying, idealized, influence/inspirational encouragement directly impact on the employee's performance and result in organizational performance although Banking sector is growing industry in Pakistan therefore to know the impact of Transactional and transformational leadership on employees performance and they are facing the critical hurdles while this study is based on quantitative and primary and secondary data has been used for this study along with it is exploratory researcher. Researcher has made the eighteen questions which are based on five likert scale and firstly researcher has assured the reliability and validity through the pilot test from different bankers in Pakistan and SPSS 20 Software has been used for study for the first time Cronbach's Alpha shown .79 for pilot test, this data provides the validity and reliability of study. Furthermore, the researcher has proceeded and sample size has taken around 172 from population size and tried to his/her best efforts in order to achieve the results and then recommendations & conclusion is made for this research.

Leadership Style, Interpersonal and Institutional Trust, and Engagement

Leadership Style, Interpersonal and Institutional Trust, and Engagement
Author: Forbis Ahamed
Publisher:
Total Pages: 606
Release: 2013
Genre:
ISBN:
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Over the recent years, substantial evidences of the impact of leaders' unprofessional behavior and ethical lapses have been documented. These types of failures include the destruction of some of the world's largest companies and the resultant loss in hundreds of billions of dollars in shareholder values. Creating a healthy and trustful work environment is crucial due to the plethora of overwhelming business scandals across the world. Leaders play a pivotal role in shaping such a conducive, trustworthy, and engaged work atmosphere. Little empirical evidence exists; however, about authentic leadership behavior and its subsequent impact on work behavior like trust and work engagement. To fill this gap, the present research examined these issues in the banking sector in Malaysia. Specifically, it investigated the relationships among leadership styles (authentic, transformational and transactional), interpersonal and institutional trust, and employee work engagement. Furthermore, the study examined the mediating effect of organizational trust in the role of perceived leadership styles of supervisors and employees' work engagement. Sample consisted of 395 employees recruited from four major banks (two Islamic and two conventional). Data were collected with the help of standardized tools. Structural Equation Modeling (SEM) and other relevant statistical methods were used to analyze the data. As predicted, structural path diagrams showed that authentic leaders were perceived to be more trustful that contributed to employees' work engagement. The empirical test indicated that organizational trust played a significant mediating role between leadership styles and employees' work engagement. Although the study did not find certain direct paths as significant, the indirect paths or mediating roles were significant in the linkages of authentic and transformational leaderships with interpersonal and institutional trust as well as between these two trusts and work engagement. The model comparison and independent sample t-test further indicated that leaders in Islamic banks were perceived to be more authentic and trustworthy; subsequently, the employees were also more engaged in their job than their conventional counterparts. Finally, many alternative models were examined, and recommendations were made. Overall, this study is important because it helps to explain the overwhelming impact of authentic leadership factors on employees' work engagement, particularly, in generating a trusting relationship with the employees, which intermediates the relationship between authentic leadership style and components of work engagement. The finding should add to the leadership literature.

Leadership Style and Its Influence on Employee Motivation in the Office of the Upper West Regional Coordinating Council

Leadership Style and Its Influence on Employee Motivation in the Office of the Upper West Regional Coordinating Council
Author: Hafiz Bin Salih
Publisher:
Total Pages: 60
Release: 2020-10-27
Genre:
ISBN: 9783346332929
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Thesis (M.A.) from the year 2020 in the subject Leadership and Human Resource Management - Employee Motivation, grade: 90.%, language: English, abstract: The purpose of this case study research will be to explore the influence of leadership style on employee motivation in the office of the Upper West Regional Coordinating Council in Ghana. In order to achieve this objective, the study will seek to achieve the following specific objectives: Identify the leadership style adopted in the office of the Upper West Regional Coordinating Council. Examine the impact of the leadership style on the work behaviour of workers. Explore how the leadership style relates to the level of motivation among workers in the organisation and develop recommendations on an effective leadership style that can be adopted by public sector organisations in Ghana towards improving employee motivation. Leadership has remained a prominent area of interest for both academics and practitioners for several decades. This interest is based on the notion that leadership styles correlate with organisational performance. In these modern times, when there are increased complexities surrounding the needs of society and increased competitiveness among organisations and nations, achieving high outputs and performance is even more critical. The role of leaders in assuring this high organisational performance is noted in the literature. Leadership is a process in which people are influenced to work towards organisational goals. It involves the ability to motivate people as well as building the capacity of followers to be able to achieve organisational goals. As noted by Akparep, Jengre, and Mogre, the leadership style adopted by an organisation impacts on operational success. Leaders influence the behaviour of workers through processes such as training, rewards, communication, and discipline.

The Relationship Between Transformational Leadership Characteristic, Organizational Commitment, and Job Performance of the Employees of Four State-Owned Banks in Pontianak, West Kalimantan

The Relationship Between Transformational Leadership Characteristic, Organizational Commitment, and Job Performance of the Employees of Four State-Owned Banks in Pontianak, West Kalimantan
Author: Ilzar Daud
Publisher:
Total Pages: 8
Release: 2017
Genre:
ISBN:
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Objective - The main objectives of this study is to examine the relationship between transformational leadership characteristic, organizational commitment and job performance of the four State-Owned Banks employees in Pontianak,West Kalimantan.Methodology/Technique - The Data used in evaluating the model were gathered from the four State-Owned Banks in Pontianak, West Kalimantan. 345 permanent employees of those four State-Owned Banks participated in the survey. The Structural Equation Modeling (SEM), using LISREL 8.8 Software will be employed to examine the relationship among the constructs in the study.Findings - The findings of the study concluded that transformational leadership characteristic insignificant relationship on job performance, transformational leadership characteristic positive significant relationship on organizational commitment, organizational commitment positive significant relationship on job performance, and Organizational commitment mediates the relationship between transformational leadership characteristic and job performance of employees of the four State-Owned Banks in Pontianak, West Kalimantan.Novelty - Variables used in this study partially been done but research regarding all variables of employees of the four State-Owned Bank in Pontianak, West Kalimantan, Indonesia felt there was still no.Type of Paper: Empirical.

The Impact of Leadership Styles on Organizational Effectiveness

The Impact of Leadership Styles on Organizational Effectiveness
Author: Talha Iqbal
Publisher: GRIN Verlag
Total Pages: 89
Release: 2011-10
Genre: Business & Economics
ISBN: 3656032610
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Master's Thesis from the year 2011 in the subject Business economics - Business Management, Corporate Governance, grade: A, course: Management Sciences, language: English, abstract: The purpose of the dissertation is to analyze the relationship between leadership styles and organizational effectiveness of IT firms in Karachi. After the survey sent in the IT firm in Karachi it has been come into notice that leadership style affects the effectiveness of IT organization. Four different types of leaders are found which are listed as dictator, democratic, visionary and free rein leader. All these styles have an impact on organizational effectiveness. Dictator and visionary styles influence positively, whereas others negatively. The visionary or transformational style yield most organizational effectiveness. So this is the best style to be used. The different dimensions used to define organizational effectiveness in IT industry are employee morale, organizations competitive position, customer satisfaction, management satisfaction, ability to introduce organizational change, market share of the firm. It is better to use transformational leadership style in most cases but sometimes autocratic style can also be used. Autocratic leadership style should be used when the employee is young/fresh in the industry. They actually need direct guidance and concrete explanation about task.