The Mediating Effect of Organizational Commitment on Leadership Type and Job Performance
Journal of World Economic Research
Volume 7, Issue 1, March 2018, Pages: 14-20
Received: Dec. 19, 2017; Accepted: Jan. 20, 2018; Published: Feb. 27, 2018
Views 1056      Downloads 101
Authors
Li Lin, Department of Postgraduate Center, Limkokwing University of Creative Technology, Cyberjaya, Malaysia
Wang Shiqian, Department of Postgraduate Center, Limkokwing University of Creative Technology, Cyberjaya, Malaysia
Article Tools
Follow on us
Abstract
In order to active the education industry and make a contribution for the higher education field, private higher education becomes a backbone force in Chinese society. Based on the report of Ministry of Education in 2017 mentioned that the biggest problem with private higher education is that the weak and unstable academic staffs which lead to low job performance. In addition to policies and management, how to further improve the quality and performance of academicians is also an essential issue eager to be solved in private education institutions. Therefore, how to construct qualified personnel is one of the fundamental problems in the survival and development of private colleges and universities. The performance and quality of the academic staffs largely determines the quality of private colleges and universities. Leadership style was regarded as an importance role affect organizational commitment and organizational performance. This study intends to find out the mediating effect of organizational commitment on the relationship between leadership style and job performance by using the survey data from academicians of top ten Chinese private universities.
Keywords
Leadership Type, Organizational Commitment, Job Performance, Mediating Effect
To cite this article
Li Lin, Wang Shiqian, The Mediating Effect of Organizational Commitment on Leadership Type and Job Performance, Journal of World Economic Research. Vol. 7, No. 1, 2018, pp. 14-20. doi: 10.11648/j.jwer.20180701.12
Copyright
Copyright © 2018 Authors retain the copyright of this article.
This article is an open access article distributed under the Creative Commons Attribution License (http://creativecommons.org/licenses/by/4.0/) which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.
References
[1]
Noordin & Jusoff, (2009). Performance Indicators in Higher Education: Buckingham, in Chen et al. The development of an employee satisfaction model for higher education. TQM Mag. 18 (5): 484-500.
[2]
Jing Lei, (2012). Levels of job satisfaction amongst Malaysian academic staff. Asian Social Science Journal, 5 (5) 122–126.
[3]
Robbins, (2001) Organizational Behavior. (9th ed.). New Jersey: Prentice Hall Inc.
[4]
Ayes, A. F. (2012). Beyond Baron and Kenny: Statistical mediation analysis in the new millennium. Communi-cation Monographs, 76, 408-420.
[5]
Barbuto, J. E., Fritz, S. M., & Man, D. (2002). A field study examining two measures of work motivation for predicting leaders' influence tactics used. Journal of Social Psychology, I42 (5), 601-616.
[6]
Bass, (1981). Stodgill’s handbook of leadership: A survey of theory and research. New York: Free Press.
[7]
Avolio, B., Luthans, F., & Walumbwa, F. O., (2004). Authentic leadership: Theory-building for veritable sustained performance. Working paper. Gallup Leadership Institute, University of Nebraska, Lincoln.
[8]
Muchinsky, P. M. (2003) Psychology Applied to Work. 7th Edition, Wadsworth, Belmont.
[9]
Newstrom, J., & Davis, K. (2007). Organizational Behavior: Human Behavior at Work. New Delhi: McGraw-Hill.
[10]
Schmuck, P., & Schultz, W. P. (2002, Eds.). Psychology of sustainable development. Boston: Kluwer Academic Publishers.
[11]
Borman & Motowidlo, (1993). Research Methodology for Business & Social Science. University Publication Centre (UPENA), UiTM.
[12]
Werner, A. (2007). Organisational behaviour: a contemporary South African perspective. Pretoria: Van Schaik Publishers.
[13]
Mowday, R. T., Steers, R. M., & Porter, L. W. 1979. The Measurement of Organizational Commitment. Journal of Vocational Behavior, 14 (2): 224–247.
[14]
Garg, A. K, D. Ramjee, D. (2013). The Relationship between Leadership Styles and Employee Commitment at a Parastatal Company in South Africa. International Business & Economics Research Journal, 12 (11) 1411-1436.
[15]
Meyer J and Allen N (1997), “Commitment in the Workplace: Theory, Research, and Application”, Sage Publications.
[16]
Byars & Rue, (2000). Relationship between Organizational Culture, Leadership Behavior and Job Satisfaction.
[17]
Su, (1999); Schermerhorn, (2000). Sun, (2001). The Influence of a Pay Increase on Job.
[18]
Tsao, Huang, Huang, Chang, & Wang, (1997). Naunyn Schmiedebergs Arch Pharmacol. 1997 May; 355 (5):551-8.
[19]
Hsu, (2005) Structural basis for origin recognition complex 1 protein-silence information regulator 1 protein interaction in epigenetic silencing. Proc Natl Acad Sci U S A 102 (24): 8519-24.
[20]
Korman, A. (1977). Organization Behavior. Englewood Cliffs, NJ: Prentice Hall.
[21]
Mathis & Jackson, (2009). Manajemen Sumber Daya Manusia. Edisi Sepuluh. Jakarta: Salemba Empat.
[22]
Nyengane, M. H. (2007). The relationship between leadership style and employee commitment: an exploratory study in an electricity utility of South Africa. (Unpublished Masters of Business Administration, Rhodes University, South Africa.
[23]
Lee, (2009). Training, Wages, and Sample Selection: Estimating Sharp Bounds on Treatment Effects, Review of Economic Studies 76: 1071–1102.
[24]
May Chiun Lo, Thurasamy Ramayah, Jerome Kueh Swee Hui, (2009), 12 (1) Journal of Business and Management.
[25]
Chun-Hong, Yu, and Tjosvold (2002), Leadership & Organization Development Journal 23/3, pp134-144.
[26]
Humphreys & Einstein, (2004). Leadership and temperament congruence: Extending the expectancy model of work motivation. Journal of Leadership and Organizational Studies, 10 (4), 58-79.
[27]
Baron, R. M., & Kenny, D. A. (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic and statistical considerations. Journal of Personality and Social Psychology, 51, 1173-1182.
[28]
Marlowe, Jr., H A., Nyhan, R. C. (1992). Development and psychometric properties of the organizational trust inventory, unpublished manuscript, University of Florida.
[29]
Pan, (2006). Exploring Monitoring, Work Environment And Flexibility As Predictors Of Job Satisfaction Within Australian Call Centres. International Journal of Business and Management. 6 (8), pp: 75-93.
[30]
Jack Henry Syauta, Eka Afnan Troena, Margono Setiawan (2012), The Influence of Organizational Culture, Organizational Commitment to JobSatisfaction and Employee Performance. International Journal of Business and Management Invention. ISSN (Online): 2319–8028.
[31]
Rashid, A., D. Harris, P. A Hollington and R. A. Khattak. 2002. On-farm seed priming: a key technology for improving the livelihood of resource poor farmers on saline lands. Centre for Arid Zone Studies, University of Wales, UK.
[32]
Darwish A. Yousef, (2000) "Organizational commitment: a mediator of the relationships of leadership behavior with job satisfaction and performance in a non‐western country", Journal of Managerial Psychology, Vol. 15 Issue: 1, pp. 6-24.
[33]
Goodman, S. A., & Svyantek, D. J. (1999). Person-organization fit and contextual performance: Do shared values matter. Journal of Vocational Behavior, 55 (2), 254-275.
[34]
Nunnally, J. C. (1978). Psychometric theory (2nd ed.). New York: McGraw-Hill.
[35]
Bagozzi and Yi, (1988). Perilaku Keorganisasian. Edisi Kedua. Yogyakarta: Graha Ilmu.
[36]
Homburg and Giering, (1996). Do satisfied customers really pay more? A study of the relationship between customer satisfaction and willingness to pay. Journal of Marketing, 69 (2), 84−96.
[37]
Hair et al, (2005). Management. Upper Saddle River, NJ: Prentice Hall.
[38]
Chin, (1998). “The Partial Least Squares Approach for Structural Equation Modeling.” In GA Marcoulides (ed.), Modern Methods for Business Research, pp. 295–336. Lawrence Erlbaum Associates, London.
[39]
Geffen & Staub, (2000) “Structural equation modeling and regression: guidelines for research practice”, Communications of the Association for Information Systems, Vol. 4 No. 7, pp. 1-77.
[40]
Lee, (2010). Mert et al, 2010 Market orientation, service quality and organizational performance in service organizations in Malaysia. Asia-Pacific Journal of Business Administration, 3, 8-27.
[41]
Deluga & Souza, (2011). The moderating effect of gender in the adoption of mobile banking. International Journal of Bank Marketing, 28, 328-341.
[42]
Thamrin, (2012). SERVQUAL in Malaysian universities: Perspectives of international students. Business Process Management Journal, 17, 67-81.
[43]
Meyer et al., (2002). Services’ marketing: Integrating customer focus across the firm (International edition). Boston, MA: McGraw-Hill.
[44]
Chiet al., (2007) Using PLS path modeling for assessing hierarchical construct models: Guidelines and empirical illustration. MIS Quarterly, 33, 177-195.
[45]
Yeh & Hong, (2012). Market orientation, competitive advantage, and performance: A demand-based perspective. Journal of Business Research, 62, 1063-1070.
ADDRESS
Science Publishing Group
1 Rockefeller Plaza,
10th and 11th Floors,
New York, NY 10020
U.S.A.
Tel: (001)347-983-5186