Organizational commitment: a mediator of the relationships of leadership behavior with job satisfaction and performance in a non‐western country

By Darwish Abdulrahman Yousef. 2000

781 citations recorded by the source corpus.

Subfields: Demography, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/00c3617fdb3754b11832a4382188a6ee6a2cdc69

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In Demography

In Organizational Behavior and Human Resource Management

Citations in the corpus

Leadership effectiveness, leadership style and employee readiness (2005, background): “, 1996), Self-appraisal job performance questionnaire (Yousef, 2000), Intent to Stay or Leave (see Price, 1997), Some 26 research hypotheses were formulated and tested and they are summarized in the following research questions:”
Impact of Transactional Leadership and Transformational Leadership on Employee Performance: A Case of FMCG Industry of Pakistan (2018, background): “Yousef (2000) stated that numerous studies have shown the relationship between leadership behavior and employee performance.”
Organizational citizenship behavior: a case study of culture, leadership and trust (2004, background): “Similarly, Pool (1997) found that consideration leadership behavior has a positive relationship with job satisfaction, while initiating structure leadership behavior has a negative relationship with job satisfaction; while others found no relationship between the two variables (Yousef, 1996).”
A contextual examination of new venture performance: entrepreneur leadership behavior, top management team heterogeneity, and environmental dynamism (2007, background): “Since homogenous teams are likely to already be high in consensus and share similar views with their team leaders (Yousef, 2000), there is simply less need for involving them in the strategic decision-making of the firm when little change is taking place in the industry.”
How Authentic Leadership Promotes Individual Creativity: The Mediating Role of Affective Commitment (2020, background): “Researchers have previously tested the role of organizational commitment as a mediating variable affecting relationships between leadership behavior and employee job satisfaction and/or performance (Youssef, 2000).”
The moderating effects of organizational culture on the relationships between leadership behaviour and organizational commitment and between organizational commitment and job satisfaction and performance (2009, methodology): “However, a self-appraisal approach for rating performance has been used for other types of performance measurements, as done previously by Al-Gattan (1983), Stevens et al. (1978) and Yousef (2000) with acceptable outcomes.”
Job Satisfaction and Organizational Commitment among Employees in the Sultanate of Oman (2010, background): “This is because committed and satisfied employees are normally high performers that contribute towards organizational productivity [1-3].”
A meta-analysis of the relationship between organizational commitment and salesperson job performance: 25 years of research (2005, background): “…studies of organizational commitment and job performance include bank employees (Benkhoff, 1997), government workers (Balfour and Wechsler, 1991; Yousef, 2000), managers in industrial companies (Suliman and Iles, 2000), first-level managers and supervisors (Orpen, 1997), scientists and…”
How transformational leadership predicts employees’ affective commitment and performance (2018, background): “For example, Yousef (2000) argued that organizational commitment is positively related to both job satisfaction and performance.”
Leadership styles and organizational commitment: literature review (2016, background): “Contrary to Yousef (2000), Yiing and Ahmad (2009) found that organizational commitment is negatively correlated with job satisfaction.”
Leadership Style and Job Satisfaction in Higher Education Institutions. (2016, background): “It is also noted that “improving employees’ job satisfaction requires the adoption of the appropriate leadership behaviour” (Yousef, 2000, p. 18) and “different leadership styles have different influence job satisfaction” (Packard and Kauppi, 1999, as quoted by Chen and Silverthorne, 2005, p. 282).”