Impact of transformational leadership on employees’ affective commitment and intention to support change: Mediation role of innovative behavior

Q1 Social Sciences

Problems and perspectives in management Pub Date : 2024-05-16 DOI:10.21511/ppm.22(2).2024.25

Khadija Aya Hamza, Ayman Alshaabani, Ildiko Rudnak

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引用次数: 0

Abstract

Given the dynamic business world and influential trends shaping how companies function, resulting in resistance, anxiety, and confusion, thereby affecting employees’ performance and well-being, it is crucial to adopt an effective leadership approach. This study aims to explore how transformational leadership impacts employees’ affective commitment and their intentions to support change, considering the role that innovative behavior can play in this relationship. A quantitative approach was used based on an online survey of 401 employees working in marketing consulting, business consulting, transportation, and IT service companies in Hungary. These employees had to go through different organizational changes, such as transformation in structure and emergence of new technology innovation. The hypotheses were tested using structural equation modeling. The study unveiled that transformational leadership significantly and positively impacts employees’ affective commitment toward organizational change but does not have any significant relationship with their intention to support it. However, overall, transformational leadership is a catalyst for employees’ responses to change situations. In addition, the intermediary role of employees’ innovative behavior in the association between transformational leadership and employees’ responses to change was confirmed as transformational leadership positively affects employees’ innovative behavior, affective commitment, and intentions to support change. With innovative behavior, the significant positive relationship between leadership and employees’ reactions to change remained effective. Transformational leadership and active team member engagement in innovation can facilitate the acceptance of change initiatives, alleviate business complexity, and foster collective efforts for individual and organizational success.

查看原文本刊更多论文

变革型领导对员工情感承诺和支持变革意愿的影响：创新行为的中介作用

鉴于商业世界充满活力，影响公司运作方式的各种趋势导致员工产生抵触、焦虑和困惑，从而影响他们的工作表现和福利，因此采用有效的领导方法至关重要。本研究旨在探讨变革型领导力如何影响员工的情感承诺及其支持变革的意愿，同时考虑创新行为在这种关系中可能发挥的作用。本研究采用定量方法，对在匈牙利营销咨询、商业咨询、运输和 IT 服务公司工作的 401 名员工进行了在线调查。这些员工必须经历不同的组织变革，如结构转型和新技术创新的出现。研究采用结构方程模型对假设进行了检验。研究结果表明，变革型领导对员工对组织变革的情感承诺有显著的积极影响，但与员工支持变革的意愿没有显著关系。然而，总体而言，变革型领导是员工应对变革情境的催化剂。此外，由于变革型领导会对员工的创新行为、情感承诺和支持变革的意愿产生积极影响，因此员工的创新行为在变革型领导与员工对变革的反应之间的中介作用得到了证实。在创新行为方面，领导力与员工变革反应之间的显著正相关关系依然有效。变革型领导力和团队成员对创新的积极参与可以促进员工接受变革举措，缓解业务复杂性，促进集体努力，从而实现个人和组织的成功。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Problems and perspectives in management Social Sciences-Law

CiteScore

2.90

自引率

0.00%

发文量

152

审稿时长

11 weeks

期刊介绍： The purpose of the journal is coverage of different aspects of management and governance, such as international organizations and communities’ management, state and regional governance, company’s management, etc. The key aspects of planning, organization, motivation and control in various areas and in different countries are subject of the journal''s scope. The journal publishes articles, which are focused on existing and new methods, techniques and approaches in the field of management. It publishes contemporary and innovative researches, including theoretical and empirical research papers.