Effects of leadership and leader‐member exchange on commitment

By Jean S. K. Lee. 2005

322 citations recorded by the source corpus.

Purpose – The present study attempts to integrate both behavioural and relational perspectives of leadership and test their applicability in determining employees' organizational commitment.Design/methodology/approach – Leadership behaviours were measured using Bass and Avolio's multifactor' leadership questionnaire (MLQ) Form 5X. Liden and Maslyn's multi‐dimensional model of leader‐member exchange (LMX‐MDM) scale was used to measure the quality of relationship between respondents and their superiors. Meyer and Allen's instrument for the multidimensional organisational commitment was adopted for this study. A total of 201 research and development (R&D) professionals including engineers and scientists working in R&D department of manufacturing firms, R&D organisations, and research institutes in Singapore participated in the study.Findings – The findings from hierarchical regression analysis reveal that transformational leadership has positive association with the dimensions of LMX and organizational commi...

Subfields: Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/560ef2fe4492b2fc5910dc14a7ebc7f3887fbf6b

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In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Knowledge Sharing: Influences of Trust, Commitment and Cost (2012, background): “Specifically, affective organizational commitment is believed to foster behaviors that are beneficial to an organization (Iverson and Buttigieg, 1999; Lee, 2005).”
Mind the mindset! The interaction of proactive personality, transformational leadership and growth mindset for engagement at work (2018, background): “Intellectual stimulation has been shown to be positively related to engagement (Macey and Schneider, 2008) and organizational commitment (Erkutlu, 2008; Lee, 2005).”
How can leaders achieve high employee engagement (2011, background): “Past research has shown that transformational leadership is positively associated with follower commitment ( Lee, 2005”
The relationships amongst leader-member exchange, perceived organizational support, affective commitment, and in-role performance: a social-exchange perspective (2014, background): “transformational leadership) and affective commitment (Lee, 2005).”
Leader‐member exchange and attitudinal outcomes: role of procedural justice climate (2007, background): “…deal of recent research (e.g. see Ang et al., 2005; Bhal and Ansari, 2007; Graen, 2006; Harris et al., 2007; Krishnan, 2004; Lapierre et al., 2006; Lee, 2005; Lee and Ansari, 2005; Sparrowe The authors gratefully acknowledge the helpful comments of Editor, Marie McHugh and an anonymous reviewer.”
Motivation, commitment, and intentions of volunteers at a large Canadian sporting event (2007, background): “" The antecedents of commitment remain a consistent component to many volunteer studies done today (Lee, 2005; Turner & Chelladurai, 2005; Wright & Bonett, 2002).”
Transforming with levity: humor, leadership, and follower attitudes (2009, background): “, 2006), Singapore (Lee, 2005), organizational commitment in China, Kenya, and Thailand (Wang and Walumbwa, 2007), and organizational”
Relationship between leadership styles and dimensions of employee organizational commitment: a critical review and discussion of future directions (2014, background): “Essentially, the empirical and meta-analytic studies suggest that followers working with transformational leaders are more committed to their organizations and demonstrate fewer withdrawal behaviors (Walumbwa, Wang, Lawler & Shi, 2004; Bono & Judge, 2003; Walumbwa & Lawler, 2003; Barling, Weber & Ke”
Leadership styles and organizational commitment: literature review (2016, background): “In a study of engineers and scientists in Singapore, Lee (2005) found that both transformational and transactional leadership have a positive impact on all dimensions of leader member exchange (LMX) and organizational commitment.”
The relationship between leadership styles and organizational commitment in Malaysia: role of leader–member exchange (2010, background): “Lee (2005) noted that while leadership styles were found to have direct impact on organizational commitment, it also works indirectly through LMX in predicting organizational commitment.”