Organizational commitment and job performance: Examining the moderating roles of occupational commitment and transformational leadership
| Autor: | Lincoln Jisuvei Sungu, Qingxiong Weng, Xiaohong Xu |
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| Rok vydání: | 2019 |
| Předmět: |
Supervisor
ComputingMilieux_THECOMPUTINGPROFESSION Strategy and Management education 05 social sciences Personnel selection Occupational commitment 050109 social psychology Organizational commitment Moderation General Business Management and Accounting Moderated mediation Transformational leadership Job performance Management of Technology and Innovation 0502 economics and business 0501 psychology and cognitive sciences Psychology Social psychology 050203 business & management General Psychology Applied Psychology |
| Zdroj: | International Journal of Selection and Assessment. 27:280-290 |
| ISSN: | 1468-2389 0965-075X |
| DOI: | 10.1111/ijsa.12256 |
| Popis: | To address why the relationship between affective organizational commitment and job performance varies, we draw on the theorization of Meyer, Becker, and Vandenberghe to propose moderation of affective occupational commitment and transformational leadership, separately and interactively. Data collected from 398 employees and their supervisors supported our hypotheses. Specifically, affective organizational commitment was more strongly associated with job performance for employees with high occupational commitment, or when a supervisor's transformational leadership was high. Importantly, in a moderated mediation relationship, we found the effect of transformational leadership on the relationship between affective organizational commitment and job performance for employees with high occupational commitment was contrary to its effect on employees with low occupational commitment. Given the significant roles of both commitments as discussed in the present study, we offer suggestions on how to consider these factors during the assessment and selection of personnel and role assignment. |
| Databáze: | OpenAIRE |
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