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Dissertations / Theses on the topic 'Commitment to leadership'

Author: Grafiati

Published: 10 September 2021

Last updated: 29 July 2025

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1

Kanisin, Githathevi. "Leadership commitment to inclusive dialogue." Thesis, Lancaster University, 2005. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.435871.

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Alamir, Iyad. "The impact of leadership on organizational commitment." Thesis, London Metropolitan University, 2012. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.549552.

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This study examines the impact of transactional and transformational leadership on organizational commitment as well as the mediating role of organizational justice. In today's workplace, increasing the perception of fairness amongst employees has numerous organizational benefits. What constitutes effective leadership has been widely debated. Contemporary research on employee perceptions of leadership style has revealed that these perceptions have a large impact on organizational outcomes. Leaders can positively influence such perceptions within organizations and thereby benefit organizational

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Quaquebeke, Niels van. "Respect & leadership : a psychological perspective /." Berlin wvb, Wiss. Verl, 2007. http://www.wvberlin.de/data/inhalt/quaquebeke.html.

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4

Zuleta, Luksic Claudia. "Transformational leadership and commitment a study in Bolivia /." [S.l. : s.n.], 2005. http://www.diss.fu-berlin.de/2005/207/index.html.

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5

Harnesk, Roland. "Leadership for co-worker commitment : a TQM approach /." Luleå, 2004. http://epubl.luth.se/1402-1757/2004/33/index.html.

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6

Sutherland, Mitchell A. "An Examination of Ethical Leadership and Organizational Commitment." NSUWorks, 2010. http://nsuworks.nova.edu/hsbe_etd/109.

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The primary purpose of this research study was to explore the relationship between ethical leadership (Brown, Trevino, & Harrison, 2005) and the three forms of organizational commitment (Meyer & Allen, 1997). Secondarily, this research explored the relationship between ethical leadership (Brown et al., 2005) and the four dimensions of transformational leadership (Bass & Avolio, 1994). This study extends recent research regarding ethics, leadership styles, and employee commitment by administering the Ethical Leadership Scale (ELS), the Three-Component Model (TCM) of Commitment (Meyer & Allen, 1

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Banks, Rosalind "Rosie." "Transformational Leadership and Frontline Hoteliers Worklife Balance Commitment." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5449.

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Work-life balance remains a challenge for transformational leaders who are managers in the hospitality industry. Guided by the principles of leader member exchange theory, this quantitative study investigated how transformational leadership level predicted a commitment to work-life balance roles for 100 degreed frontline hotel managers. In particular, the effects of transformational leadership and commitment on job roles, family roles, friendship roles, and social roles were explored. Transformational leadership was measured using the Team Multifactor Leadership Questionnaire, and work-life ba

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Quaquebeke, Niels van. "Respect & leadership : a psychological perspective." Berlin wvb, Wiss. Verl, 2008. http://www.wvberlin.de/data/inhalt/quaquebeke.html.

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9

Yu, Huen. "Transformational leadership and Hong Kong teachers' commitment to change." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape3/PQDD_0019/NQ53883.pdf.

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Carder, James Curtis. "The relationship between servant leadership and affective organizational commitment." Thesis, Indiana Wesleyan University, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3602281.

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<p> Recent correlation studies in leadership literature have shown that organizational as well as individual outcomes often can be explained by examining leader behaviors and associating those behaviors with those outcomes (Barbuto & Wheeler, 2006; Dannhauser & Boshoff, 2006; Cerit, 2010; Drury, 2004; Hayden, 2011; Laub, 1999; Liden, Wayne, Zhao & Henderson, 2008; Rauch, 2007; Scuderi, 2010; Washington, 2007). Drury (2004) documented that servant leadership can be measured in an organization, and noted a statistically significant relationship between the perception of servant leade

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Pearson, Angela Deloise. "Self-Efficacy and Leadership Commitment During Lean Strategy Deployment." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7716.

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Lean strategy deployment (LSD) provides a means to create lasting value at reduced cost; yet most LSD efforts fail to attain sustainable improvements. The current study sought to gain an understanding of how leaders in oral healthcare manufacturing setting in the northeastern region of the United States can apply self-efficacy and leadership commitment during an LSD. Using Bandura’s theory of self-efficacy this qualitative phenomenological study examined the lived experiences and perceptions of 15 mid-to-senior level managers, concerning the use of self-efficacy and leadership commitment durin

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12

Godwin, Jeffrey Linn. "The Impact of Transformational Leadership Behaviors on Follower Goal Commitment." Diss., Virginia Tech, 1998. http://hdl.handle.net/10919/40011.

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This study examines the transformational behaviors of leaders and the goal commitment of followers. Other constructs of interest are self-efficacy, goal congruence, and power. The central research questions include: 1) What are the effects of transformational leadership behaviors on the commitment of followers to goals?; 2) Do the transformational behaviors of leaders influence the perceptions of followers regarding goal congruence?; 3) Do the transformational behaviors of leaders impact goal commitment of followers through influencing follower self-efficacy?; and 4) What bases of power do le

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Schulkers, Jeffrey. "Servant Leadership and Affective Commitment to Change in Manufacturing Organizations." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3472.

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Organizational change initiatives in the United States frequently fail with estimated failure rates as high as 90%. Change failure rates resulting from underused and poorly trained front-line managers (FLMs) remained high, with no signs of improvement in the past 2 decades. The purpose of the correlational study, grounded in servant leadership theory, was to examine the relationship between employee perceptions of their FLM's servant leadership dimensions and employee affective commitment to change. A purposive, nonprobability sample of 107 employees of a U.S. manufacturing organization that h

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14

Ljungblom, Mia, and Raine Isaksson. "Leadership and employee commitment for quality management : a critical analysis of quality management literature." Högskolan på Gotland, Avdelningen för Kvalitetsteknik, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:hgo:diva-376.

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Originality/Value Our research provides insights to an important field within quality management – how is the value of management commitment transmitted into methodologies?BackgroundCommon statements in quality management presentations are: - Leadership is necessary - It’s important for quality management to have engaged leaders and employees. One way of describing a quality management system is to see it as a combination of values, methodologies and tools. A question to study is which the methodologies and tools are that translate the leadership and employee commitment into action. The value

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Graham, Keith. "Determining leadership practices that impact on primary school, mid-career teachers' commitment to the profession: Mid-career teachers' perspectives." Thesis, Queensland University of Technology, 2018. https://eprints.qut.edu.au/122875/2/__qut.edu.au_Documents_StaffHome_StaffGroupH%24_halla_Desktop_Keith_Graham_Thesis.pdf.

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This study investigated school principal leadership practices and the impact they may have on mid-career teachers' work commitment. The leadership practices were identified under the five leadership domains outlined by Educational Queensland to determine and compare the impact each domain had on the work commitment of mid-career teachers. Key findings included the impact relational leadership practices had on mid-career teacher work commitment, the difference in importance placed on the leadership domains by the teachers and principals in respect to mid-career teacher work commitment, and a di

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Liu, Yi. "When change leadership impacts commitment to change and when it doesn't: a multi-level multi-dimensional investigation." Diss., Georgia Institute of Technology, 2009. http://hdl.handle.net/1853/33856.

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Recent research has urged more comprehensive theoretical development and empirical validation in the field of organizational change. This study is aimed at further developing the change leadership construct and investigating its effect on employees¡¯ commitment to a particular change, along with investigating the moderating roles of leaders¡¯ general transformational leadership styles and subordinates¡¯ affective commitment to the larger organization. The results for the change leadership measure suggest that change leadership behaviors encompass two factors¡ªleaders¡¯ change-selling behavior

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Johnson, Willie B. "How Do Police and Firefighters' Perceived Leadership Practices Relate to Organizational Commitment." NSUWorks, 2012. http://nsuworks.nova.edu/hsbe_etd/47.

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This study sought to ascertain if there is a positive relationship between perceived leadership practices and organizational commitment of police and firefighters, and to examine differences between men and women police and firefighters on organizational commitment. The instruments utilized in this study are as follows: the Organizational Commitment Scales developed by Meyer and Allen (1991); the Leadership Practices Inventory: Observer (LPI-O) by Kouzes and Posner (1988); and, the Demographic Survey. This study examined (1) the relationship of perceived leadership practices to the organizatio

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Ekeland, Terry Paul. "The relationships among affective organizational commitment, transformational leadership style, and unit organizational effectiveness within the Corps of Cadets at Texas A&M University." Diss., Texas A&M University, 2005. http://hdl.handle.net/1969.1/3150.

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Organizational commitment and transformational leadership have been found to correlate positively with each other and with organizational effectiveness. However, much of the commitment research has been based on traditional organizations with employment relationships, raising questions as to whether the research can be generalized to voluntary organizations. Research on transformational leadership has occurred across a broad spectrum of organizations and causal links to objective measures of performance have been hypothesized. The purpose of this research was to extend the existing commitment,

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Lester, Matthew Pete. "Authentic Leadership: Relationship Between Leader Quality of Communication and Organizational Commitment." Diss., Tennessee Temple University, 2014. http://hdl.handle.net/10919/88062.

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This quantitative research was a descriptive, statistical analysis that answered the question: "How does authentic leadership practices and the leader's quality of communication relate to organizational commitment?"<br>Doctor of Philosophy<br>Leadership practices<br>Leadership history<br>Leadership diversity<br>Leadership Communication<br>Organizational commitment<br>Communication Satisfaction Questionnaire<br>Organizational Commitment Instrument<br>Authentic Leadership Questionnaire.

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LeBreton, Daniel Lawrence. "Leader Influence Behavior, Follower ILTs, and Follower Commitment: A Multilevel Field Investigation." Diss., Virginia Tech, 2008. http://hdl.handle.net/10919/27287.

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Surveys and a brief-interval longitudinal design were employed to investigate the relationships between selected proactive leader influence behaviors (PLIBs) and followersâ commitment to their leaders. Selected elements of followersâ implicit leadership theories (ILTs) were expected to moderate the PLIBs â commitment relationships. Hypotheses were generated and tested in order to determine the extent to which (1) PLIBs constituted group-level phenomena and (2) PLIBs and ILTs were related to follower commitment. Empirical evidence did not support treating PLIBs as group-level variables

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Golpayegani, Konstantin, and Asif Wazed Mahmood. "Authentic Leadership; A role to play in Emotional Commitment and Organizational Culture." Thesis, Umeå universitet, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-160590.

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Were we ever in doubt of how true we are to ourselves and to others? Have we ever asked why we do what we do? Witnessing the history of great leaders like Martin Luther King Jr., Walt Disney, Steve Jobs and Sam Walton – they all believed in a cause and took actions to realize that belief which resulted in trust and loyalty. But, how come people with great ideas often fail to create an image? The cause is not that the ideas are faulty but rather the absent sense of purpose. And the purpose is realized when we have a clear sense of “Why”. Having a purpose translates to being true to oneself and

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Keskes, Imen. "Transformational leadership and organizational commitment : mediating role of leader-member exchange." Doctoral thesis, Universitat Politècnica de Catalunya, 2014. http://hdl.handle.net/10803/283985.

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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

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Alyami, Mansour. "Leadership style and organizational commitment among nursing staff in Saudi Arabia." Thesis, University of Sheffield, 2013. http://etheses.whiterose.ac.uk/3951/.

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Objective: This study aims to examine the relationship between nurse managers' leadership style and nurses' organizational commitment in Saudi Arabia. Background: The contribution that nurses make to healthcare systems is fundamental to meeting the goals of the organization in providing safe and high quality health care services. Quality of care can thus be jeopardized by a shortage of nurses: a problem of increasing concern in Saudi Arabia. Design and methods: The study used a quantitative methodological approach: the Multifactor Leadership Questionnaire (1995) was used to measure nursing lea

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Buck, Victoria Bohannon. "The Impact of Transformational Leadership on Nonprofit Volunteer Engagement and Commitment." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5310.

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Nonprofit leadership attributes exert a significant effect on the nonprofit volunteer workforce to provide optimal service delivery to communities. Meeting the local community demands challenges nonprofit leadership to model inspirational behavior and attitudes that may motivate workers to transcend personal aspirations to support organizational goals more effectively. The purpose of this quantitative, correlational study was to determine whether transformational leadership influences the level of commitment and engagement of volunteer workers in nonprofit organizations. A theoretical framewor

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Byrne, Judith A. "An Assessment of the commitment residential treatment facilities have to effective leadership." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 1999. http://www.kutztown.edu/library/services/remote_access.asp.

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Thesis (M.P.A.)--Kutztown University of Pennsylvania, 1999.<br>Source: Masters Abstracts International, Volume: 45-06, page: 2935. Typescript. Abstract precedes thesis as 2 preliminary leaves. Includes bibliographical references (leaves 64-69).

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Pope, Zinsser Kam Lara. "Adjunct Faculty| Perception of Leadership Styles, Leadership Outcomes, and Organizational Commitment in Online and Faith-Based Education Settings." Thesis, Hardin-Simmons University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10634594.

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<p> Research indicates that adjunct faculty continues to grow in the higher education setting. Overall, universities continue to hire adjunct faculty to facilitate online courses and as a cost saving measure. While institutions continue to rely on adjunct faculty, a disconnection exists between the adjunct and the higher education administrators. This study examined adjunct faculty members’ outcomes (i.e., effectiveness, extra effort, and satisfaction) based on their perceptions of department heads’ leadership styles (i.e., transformational, transactional, and laissez-faire). In ad

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Waheedi, Mohammad Berger Bruce A. "Commitments to change in pharmacy schools does leadership matter? /." Auburn, Ala., 2005. http://hdl.handle.net/10415/1284.

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Washington, Rynetta R. "Empirical relationships among servant, transformational, and transactional leadership similarities, differences, and correlations with job satisfaction and organizational commitment /." Auburn, Ala., 2007. http://repo.lib.auburn.edu/2007%20Spring%20Dissertations/WASHINGTON_RYNETTA_3.pdf.

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Dannhauser, Zani. "The relationship between servant leadership, follower trust, team commitment and unit effectiveness." Thesis, Link to the online version, 2007. http://hdl.handle.net/10019/375.

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Sudjadi, Achmad. "Leadership styles, organisational commitment, and job satisfaction in normative and utilitarian organisations." Thesis, University of Liverpool, 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.417297.

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Goe, Marie S. N., and Priscilla Martey. "The influence of leadership on employee commitment to small and medium enterprises." Thesis, Högskolan i Gävle, Avdelningen för ekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-32828.

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Piong, Chee Kiong. "Servant Leadership, Organizational Commitment, and Perceived Organizational Support in the Restaurant Industry." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3199.

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The high employee turnover rate in the U.S. restaurant industry constitutes a major expense for restaurants. The research problem for this study was to determine if restaurant employees' perceptions of their supervisor's servant leadership practices were associated with the employees' organizational commitment and perceived organizational support, which have been shown to reduce turnover. Greenleaf's servant leadership theory provided the theoretical framework. The research question for this study was whether restaurant employees' perceptions of their supervisor's servant leadership practices

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Hinds, Simone. "Influence of Organizational Culture and Leadership Styles on Nonprofit Staff Members' Commitment." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6335.

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Organizational culture and leadership styles of a leader are important to staff members' commitment in a nonprofit organization, yet little is understood about the role of leadership style and the degree to which staff are committed to organizational effectiveness in nonprofit organizations. Using Avolio and Bass' conceptualization of transformational leadership as the theoretical foundation, the purpose of this descriptive study was to examine the organizational culture, leadership styles, and nonprofit staff members' commitment in 1 large organization in the United States. Survey data were c

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Anderson, Lorraine Elizabeth. "Relationship Between Leadership, Organizational Commitment, and Intent to Stay Among Junior Executives." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1184.

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Executive-level attrition rates from retiring baby boomers may result in a shortage of qualified junior executives to replace the retirees. The purpose of this correlational study was to examine the efficacy of leadership style and organizational commitment in predicting intent to stay among junior executives. The Multifaceted Leadership Questionnaire, Three-Component Model (TCM) Employee Commitment Survey, and Intent to Stay Scale were administered to 147 junior executives employed in the southern region of the United States. Motivation theory served as the theoretical foundation in this stud

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Gordon, Shelby Denise. "Leadership's Role in Teachers' Commitment and Retention| A Case Study Analysis." Thesis, Delaware State University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10811608.

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<p> Teacher turnover is a systemic problem that negatively impacts student success and contributes to the achievement gaps in hard-to-staff schools. Also, in the United States, teacher attrition is a financial burden that diminishes educational resources. The purpose of this study is to explore three models to provide an in-depth understanding of the precise leadership practices that enhance the commitment and retention of teachers. The research grounded in the Path-goal theory utilized a comparative case study method to explore the teacher attrition phenomenon. The following three research qu

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Gonçalves, Bárbara Agostinho. "What makes a good team? : Following the example of sport teams." Master's thesis, NSBE - UNL, 2010. http://hdl.handle.net/10362/10300.

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A Work Project, presented as part of the requirements for the Award of a Masters Degree in Management from the NOVA – School of Business and Economics<br>Given the incontestable importance of knowing to work in teams within contemporary organizations, a need for greater understanding of group dynamics and what should be a real team arises. Through the study of five sports teams, this project found four essential factors that constitute a solid base for the success of any team: Effective Leadership, Organizational Support, Strong Positive Relationships and Real Commitment to the team objec

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Keawchaum, Supannee. "How transformational leadership influences organisational learning capability, psychologial contract and performance : a mixed methodology research in a Thai case study." Thesis, University of Aberdeen, 2017. http://digitool.abdn.ac.uk:80/webclient/DeliveryManager?pid=231766.

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This study aims to contribute to our understanding of how transformational leadership (TFL) influences organisational learning capability (OLC), psychological contract and performance, as well as the process by which OLC and psychological contract mediate the relationship between TFL and performance. These concepts are widely studied in the western context. This study also aims to examine how applicable these concepts are to a nonwestern context. This study furthermore focuses on investigating two sample groups, namely subordinates and managers, who represent the employee as well as the employ

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Jorgensen, Raymond D. "Leading learning through imposition of leadership learning standards." [Tampa, Fla.] : University of South Florida, 2003. http://purl.fcla.edu/fcla/etd/SFE0000121.

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Bingham, George D. "PERSONAL POWER AND TRUST AS MEDIATORS OF THE RELATIONSHIP BETWEEN SERVANT LEADERSHIP AND AFFECTIVE ORGANIZATIONAL COMMITMENT." NSUWorks, 2017. http://nsuworks.nova.edu/hsbe_etd/130.

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This research was designed to investigate the potential mediating role of personal power and of trust in the relationship between servant leadership and affective organizational commitment. The research responds to calls for increased understanding of the mechanisms at work between leadership models and outcomes. Especially unique in the available literature is the quantitative study of the relationship between servant leadership and personal power. All of the constructs in the research model are based on existing instruments, including those developed for personal power (PP; Hinkin & Schriesh

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Moreno, Paula Alexandra de Jesus Massi Real. "A perceção da liderança como determinante no comprometimento organizacional:um estudo exploratório realizado no INEM." Master's thesis, Instituto Superior de Ciências Sociais e Políticas, 2015. http://hdl.handle.net/10400.5/11475.

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Dissertação de Mestrado Em Gestão e Políticas Públicas<br>A presente investigação teve como objetivo estudar em que medida os fatores da liderança transacional e da liderança transformacional de Bass (1985) determinam o comprometimento organizacional, segundo o “Modelo das Três Componentes do Comprometimento Organizacional” (o comprometimento afetivo, normativo e calculativo) proposto por Meyer e Allen (1991) e tendo por base uma amostra de conveniência constituída por 296 colaboradores do Instituto Nacional de Emergência Médica, IP (INEM). Os modelos propostos foram estimados através da metod

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Duncan, Patrick L. "Perceived servant-leadership attributes, union commitment, and union member participation| A quantitative analysis." Thesis, Capella University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3684039.

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<p> This study represented an initial effort to systematically examine the effects of the perception of servant-leadership attributes in union leaders on the commitment and participation levels of union members. Using Barbuto and Wheeler's (2006) Servant Leadership Questionnaire, and Gordon, Philpot, Burt, Thompson and Spiller's (1980) Commitment to the Union Scale, 535 members of a U.S.-based, national healthcare union rated their union leaders on servant-leadership attributes, and answered a series of questions designed to assess their level of union commitment. Additionally, demographic a

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Lin, Chia-Yu, and 林家玉. "Transformational Leadership, Organizational Climate and Organizational Commitment." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/gxedk3.

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碩士<br>淡江大學<br>管理科學學系企業經營碩士在職專班<br>106<br>This research is presented for transformational leadership, organizational climate and organizational commitment relationship to analyze how the managers is the organization to apply the appropriate leadership style, create a nice organizational climate, form a group cohesiveness and effectively enhance employee organizational commitment. The questionnaire is conducted to the staff for the study, receiving 330 questionnaires with 12 invalid questionnaires. Factor analysis, correlation, and regression analysis are used for analysis. The empirical analysi

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Hu, Chih-Ying, and 胡秩穎. "The Moderating Effect of Authentic Leadership between Differential Leadership and Organizational Commitment." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/29gexz.

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碩士<br>崑山科技大學<br>企業管理研究所<br>106<br>The current type of force changes due to the times, the increase in the number of volunteer services and the opening of the information media,so the leader of the leadership must change the old leadership model.Therefore, this study uses the leadership behavior of the Chinese enterprise organization due to the social culture, the Differential leadership, to discuss how the leadership behavior affects the army officers, soldiers and then produce the commitment to the army. The purpose of this study is to examine whether the supervisor's poor leadership behavior

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Kriel, Ignatius Gerhardus. "Developmental leadership behaviour and effective commitment : an explorative study." Diss., 2008. http://hdl.handle.net/10500/2695.

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This mini thesis is aimed at establishing the relationship between developmental leadership and affective commitment as it presents itself across four levels of leadership within FNB Branch Banking. The four leadership levels targeted for research are Area Managers, Branch Managers, Administration Managers and Co-ordinators. The researcher used an Ex post facto research design in a natural field setting, formulating the research hypothesis that there is a statistically significant positive correlation between developmental leadership behaviours and affective commitment as reported by those w

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Chang, Hua-Jen, and 張化仁. "The relationship between transformational leadership and organizational commitment." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/11037685893885747759.

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博士<br>大葉大學<br>管理研究所博士班<br>98<br>Leadership is an important factor influencing organizational success. Transformational leadership refers to a form of leadership that stimulates team members to develop a sense of mission that exceeds the objective of obtaining reward. A literature review shows that majority of past researches were focused on the impact of various dimensions of transformational leadership on organizational commitment as well as the inconsistent relationship between the two constructs. Therefore, the purpose of this study is to examine the effect of transformational leadership on

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Yu-Chen, Su, and 蘇鈺媜. "The Influence of Coaching Leadership on Organization Commitment." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/07332468601922324300.

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碩士<br>朝陽科技大學<br>企業管理系<br>103<br>The force that promotes business organizations toward excellence comes not only from the employees’ willingness to pay their efforts and loyalty to the organizations but more importantly, how much the leaders are willing to pay and commit for the development of the employers. How much commitment employers are willing to pay for the organizations depend on the level of commitment by the organizations. To investigate the factors that influence the level of commitment by the organizations, mostly come from the leadership of the heads. Coaching leadership focuses on

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Hlongwane, Veronica Catherine. "The relationship between authentic leadership and organisational commitment." Diss., 2016. http://hdl.handle.net/10500/22708.

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The aim of this quantitative study was to determine the relationship between authentic leadership (AL) and organisational commitment (OC) in a State hospital in South Africa. In this study AL was measured by means of the Authentic Leadership Questionnaire (ALQ) while OC was measured by the Organisational Commitment Questionnaire (OCQ). The self-report paper-and-pencil questionnaires were administered to a convenience sample of 222 participants in a State hospital in South Africa. The ALQ produced a Cronbach alpha coefficient of 0.815, while the OCQ produced a Cronbach alpha coefficient of 0.89

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Lin, Jia-Rung, and 林家榮. "A Study of the Relationships among Transformational Leadership, Organizational Commitment and Leadership Effectiveness." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/52216233065178423256.

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碩士<br>世新大學<br>行政管理學研究所(含博、碩專班)<br>95<br>The purposes of study is to investigate the relationships among transformational leadership, organizational commitment and leadership effectiveness. Besides, it also probes into the mediating effects of organizational commitment between transformational leadership and leadership effectiveness with mediation causal steps test model (Baron & Kenny, 1986). The sample was 292 trainees held by Regional Civil Service Development Institute of C. P. A, Executive Yuan. The usable questionnaire was 277.The major findings as follows: The transformational leadership

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LAI, WAN-SHAN, and 賴菀珊. "The Study of the Relationship among Transactional Leadership, Transformational Leadership and Job Commitment." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/ef44dt.

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碩士<br>朝陽科技大學<br>企業管理系<br>106<br>Due to a rapidly changing global environment, the relationship between leadership models and work commitment shows the significant influences on the sustainable development and organizational growth in enterprises, which are also as important as in armies. A nation’s armies are taken as an indicator of her military combat capability potentials. The purpose of this study was to explore the relationships among transactional leadership and transformational leadership on work commitment in Taiwan armies. A questionnaire survey was conducted on the combat engineers i

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TZENG, YUI-RU, and 曾妤如. "The Relationship Study of Leadership Style and Organizational Commitment." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/78821569554159173987.

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碩士<br>開南大學<br>商學院碩士在職專班<br>105<br>Abstract Leadership is a process where the leader, through observation of interactions of organizational members, helps steer his members to focus on achieving a specific goal. Organizational commitments are attitudes or traits that enable organizational members to acknowledge the ideas of an organization and continue working for the organization. As a result, this study will explore the effect of leadership styles on organizational commitment and analyze how enterprises can take advantage of organizational commitments to achieve organization goals. Through e

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