TRANSFORMATIONAL LEADERSHIP STYLE AND ITS INFLUENCE ON ORGANIZATIONAL COMMITMENT IN COMMERCIAL BANKS IN KENYA
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Keywords:
Transformational leadership, organizational culture, organizational commitmentAbstract
Purpose:The purpose of this study was to investigate transformational leadership style and its influence on organizational commitment in commercial banks in Kenya.
Methodology: The study adopted the positivist research philosophy and descriptive correlational design. A sample of 150 was drawn from a population of 240 senior managers of the 40 commercial banks of Kenya using stratified random sampling technique. The tool used to collect data was questionnaire. Out of 150 questionnaires that were administered, 139 responses were received from the senior managers, giving a 93% response rate. Data was analyzed using inferential statistics such as Pearson correlations, Chi Square, ANOVA and multiple linear regression.
Results : Multiple regression reslts indicated that all the four idependent variables (idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration) significantly predicted organizational commitment. Multiple linear regression results also revealed that organizational culture significantly predicted organizational commitment. Based on the regression analysis results, the null hypotheses were rejected. The study therefore, concluded that transformational leadership style had a significant influence on organizational commitment among the senior managers of the commercial banks in Kenya. The study also concluded that organizational culture significantly moderated the relationship between transformational leadership style and organizational commitment in commercial banks in Kenya.
Unique contribution to theory, practice and policy: The study provides a unique contribution to the theory and practice of transformational leadership by extending its application in a new context in terms how idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration affect organizational commitment in commercial banks in Kenya. The study also provides unique contribution in terms of recommendations for policy development initiatives aimed at improving employee commitment and performance in the banking industry in Kenya
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References
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Altaf, A., & Naqvi, I. H. (2013). Employee commitment enhnaces team efficacy: Empirical evidence on Telcom Sector of Pakistan (Lahore). World Applied Sciences Journal, 1044-1049.
Ansar, S., Aziz, H., Majeed, A., & Rassol, U. (2016). Impact of charismatic leadership on organizational effectivness. International Journal of Scientific and Engineering Research, 673-677.
Antonakis, J., Avolio, B., & Sivasubramaniam, N. (2003). Context and leadership: an examination of the nin-factor full-range leadership theory using the Multifactor Leadership Questionnaire'. The Leadership Quaterly, 261-295.
Arora, R., & Rangnekar, S. (2015). The joint effects of personality and supervisory career mentoring in predicting occupational commitment. Career Development International, 63-80.
Baig, M., Rehman, C., & Khan, M. (2012). A study of the relationship of organizational commitment with participation in decision making, procedural justice and organizational citizenship behavior in teachers of "not-for-profit schools" of Lahore, Pakistan. Journal of Quality and Technology Management, 25–49.
Barnes, D. R. (2016). Transformational leadership in the world of sales. CMC senior theses, 1291.
Bass, B. M. (1985). Leadership and performance beyond expectations. New York: Free Press.
Bass, B., & Avolio, B. (1994). Improving organizational effectiveness through transformational leadership. Thousand Oaks,CA: Sage.
Bass, B. M., & Bass, R. (2008). The Bass handbook of leadership: Theory, research, and managerial applications. New York: Free Press.
Bjorn, M., Ralf, S., & Karlheinz, S. (2009). Affective commitment to change and Innovation implementation behavior:The role of charismatic leadership and employees’ trust in top management. Journal of Change Management, 399–417.
Bozionelos, N., Bozionelos, G., Kostopoulos, K., & Polychroniou, P. (2011). How providing mentoring relates to career success and organizational commitment: A study in the general managerial population. Career Development International, 446-468.
Burns, J. M. (1978). Leadership. New York, NY: Harper & Collins.
Cheema, S., Akram, A., & Javed, F. (2015). Employee engagement and visionary leadership: Impact on customer and employee satisfaction. Journal of Business Studies Quarterly, 139-148.
Chen, Z., & Aryee, S. (2007). Delegation and employee work outcomes: an examination of the cultural context of mediating processes in China. Academy of Management Journal, 50(1), 226-238
Cooper, D., & Schindler, P. (2014). Business Research Methods,. New York: McGraw-Hill.
Creswell, J. W. (2014). Research Design: Qualitative, Quantitative, and Mixed Methods Approaches. Los Angeles: Sage Publication.
Dewettinck, K., & Ameijde, M. V. (2011). Linking leadership empowerment behaviour to employee attitudes and behavioural intentions:Testing the mediating role of psychological empowerment. Personnel Review, 284-305.
Duggal, P. J. (2015). The role of transformational leadership in organizational commitment. International Journal of Business Quatitative Economics and Applied Management Research, 1-11.
Dvir, T., Kass, N., & Shamir, B. (2004). The emotional bond: vision and organizational commitment among high-tech employees. Journal of Organizational Change Management, 126 - 143.
Fasola, O., & Adeyemi, M. &. (2013). Exploring the relationship between transformational,transactional leadership style and organizational Commitment among Nigerian Banks employees. International Journal of Academic Research in Economics and Management Sciences, 2226-3624.
Foote, D. A., Seipel, S. J., Johnson, N. B., & Duffy, M. K. (2005). Employee commitment and organizational policies. Management Decision, 203-219.
George, C. (2015). Reatining professional workers: What makes them stay? Employee Relations, 37(1), 102-121.
Ghorbanhosseini, M. (2012). Analysis ofteam working on organizational commitment in Safa Industrial Group in Iran. International Journal of Engineering and Science, 22-25.
Givens, R. J. (2008). Transformational leadership: The impact on organizational and personal outcomes. Emerging Leadership Journeys, 4-24.
Greenberg, E. S., Sikora, P. B., Grunberg, L., & Moore. (2014). The relationship between emotional intelligence and organizational commitment. Pakistan Journal of Information Management and Libraries, 15, 11-21.
Hanaysha, J. (2016). Testing the effects of employee empowerment, teamwork, and employee training on employee productivity in higher education sector. International Journal of Learning and Development, 6(1), 164-178.
Holliman, S. L. (2012). "Exploring the effects of empowerment, innovation,professionalism, conflict, and participation on teacher organizational commitment".PhD (Doctor of Philosophy) thesis. Retrieved from University of Iowa: http://ir.uiowa.edu/etd/3468.
Humuntal, B. (2017). An association with the participative leadership style influence on job satisfaction and affective commitment and continuous headjJunior high school in the City of Medan. World Journal of Educational Research, 101-119.
Irawanto, D. W. (2015). Employee participation in decision-making: evidence from a state-owned enterpise in Indonesia. Management, 159-172.
Irefin, P., & Mechanic, M. A. (2014). Effect of employee commitment on organizational performance in Coca Cola Nigeria Limited Maiduguri, Borno State. Journal of Humanities and Social Science, 33-41.
Iriqat, R. A. (2016). Organizational commitment role in mediating the impact of the organizational culture dimensions on Job Satisfaction for MFIs' employees in Palestine. International Journal of Business and Social Science, 1-11.
Ismail, A., Ishak, Y., & Yusuf, M. H. (2016). Human-oriented leadership and organizational commitment in US subsidiary company based in Sarawak. Binus Business Review, 233-239.
Jelagat, B. (2014). Influence of school culture on Kenya Certificate of Secondary Education performance of public schools in Makadara District. Nairobi: Unpublished Dissertation, Nairobi University.
Jelagat, B. (2014). Influence of school culture on Kenya Certificate of Secondary Education performance of public schools in Makadara District. Nairobi: Unpublished Dissertation, Nairobi University.
Judge, T. A., & Piccollo, R. F. (2004). Transformational and transactional leadership: A meta analytic test of their relative validity. Journal of Applied Psychology, 89(5), 755-768
Kalkavan, S., & Katrinli, A. (2014). The effects of managerial coaching behaviors on the employees’ perception of job satisfaction, organisational commitment, and job performance: Case study on insurance industry In Turkey. Procedia - Social and Behavioral Sciences, 1137 – 1147.
Keyes, C. F. (2002). Weber and anthropology. Annual Review of Anthropology, 31, 233–255.
Kirkbride, P. (2006). Developing transformational leaders: the full range leadership model in action. Industrial and Commercial, 23-32.
Lee, S. (2008). The effect of employee trust and commitment on innovative behavior in the public sector: An empirical study. International Review of Public Administration, 27-46.
Liberman, L. (2014). The impact of a paternalistic style of management and delegation of authority on job satisfaction and Organizational Commitment in Chile and the US. Innovar, 187-196.
Mclaggan, E., Bezuidenhout, A., & Botha, C. T. (2013). Leadership style and organisational commitment in the mining industry in Mpumalanga. Journal of Human Resource Management, 1-9.
Mendes, F., & Stander, M. W. (2011). Positive organisation: The role of leader behaviour in work engagement and retention. SA Journal of Industrial Psychology, 1-13.
Mitonga-Monga, J. (2015). The effects of ethical context and behaviour on job retention and performance-related factors. Jphannesburg: Unpublished Thesis, University of South Africa. Retrieved June 30, 2017, from http://hdl.handle.net/10500/19882
Nohe, C., Michaelis, B., Menges, J. I., & Zhen Z., K. S. (2012). Charisma and organizational change: A multilevl study of perceived charisma, commitment to change, and team performance.
Nongo, E. S., & Ikyanyon, D. N. (2012). The influence of corporate culture on employee commitment to the organization. International Journal of Business and Management, 1-8.
Northouse, P. (2015). Leadership: Theory and practice. Thousand Oaks, CA: Sage publications.
Northouse, P. G. (2013). Leadership theory and practice. London: Sage.
Ogamba, M. I., & Nwuche, A. C. (2016). Autonomy and organizational commitment of selected manufacturing firms in Nigeria. The International Journal of Business and Management, 253-261.
Porter, T. J. (2013). Employees' responses to the mismatch between organizations' espoused values and basic assumptions about organizational culture. Education Doctoral Dissertations in Organization Development, 26.
Portillo, L. (2013). Fostering affective commitment and work engagement through mentoring. Unpublished Masters Theses, Saint Jose State University. Retrieved June 30, 2017, from http://scholarworks.sjsu.edu/cgi/viewcontent.cgi?article=7906&context=etd_theses
Raabe, B., & Beehr, T. A. (2003). Formal mentoring versus supervisor and coworker relationships: Differences in perceptions and impact. Journal of Organizal Behavior, 24, 271–293.
Raja, A. S., & Palanichamy, P. (2011). Leadership styles and its impact on organization. The Journal of Commerce, 3(4), 2220-6043.
Shastri, R. K., Mishra, K. S., & Sinha, A. (2010). Charismatic leadership and organizational commitment: An Indian perspective. African Journal of Business Management, 1946-1953.
Schein, E. (2010). Organizational culture and Leadership. San Francisco: Jossey-Bass.
Shapira-Lischshinsky, O., & Aziel, V. (2010). Team culture perceptions, commitment, and effectiveness: Teamwork effects. Educational Practice and Theory, 33-56
Siegel, P. G. (2013). Ethical leadership and organizational commitment in the Canadian Armed Forces: an analysis of perceived supervisor ethical leadership as a predictor of organizational commitment in a Canadian Armed Forces sample. Halifax, Nova Scotia: Unpublished Masters Project, Saint Mary’s University
Smith, M. A. (2011). Are you a transformational leader? Nursing Management, 44-50.
Taylor, C. M., Cornelius, C. J., & Colvin, K. (2014). Visionary leadership and its relationship to organizational effectiveness. Leadership & Organization Development Journal, 566 - 583.
Taylor, C. M., Cornelius, C. J., & Colvin, K. (2014). Visionary leadership and its relationship to organizational effectiveness. Leadership & Organization Development Journal, 566 - 583.
Wachira, J. M. (2013). Relationship between employee engagement and commitment in Barclays Bank of Kenya. Nairobi: Unpublished Masters Thesis, University of Nairobi.
Walumbwa, F., Orwa, B., Lawler, P. W., & John, J. (2005). Transformational leadership,organizational commitment and job satisfaction a comparative study of Kenyan and U.S. financial firms. Human Resource Development Quarterly, 235-256.
Wojtczuk-Turek, A., & Turek, D. (2013). Innovativeness in organizations:The role of LMX and organizational justice. The case of Poland. International Journal of Synergy and Research, 41–55.
Yan, W. (2011). The role of communication in enhancing employees’organizational commitment: exploring the relationship between social-emotional-oriented communication and and organizational commitment in China. Uppsala University: Unpublished Masters Thesis. Retrieved June 30, 2017, from https://www.diva-portal.org/smash/get
Yubo, H., Ge, G., Fei, W., Tingrui, L., & Zhilan, Y. (2011). Organizational commitment and creativity: the in thinking styles. Annals of Economics and Finance, 411-431.
Zhen, Y. A. (2013). The impact of communication satisfaction and emotional exhaustion on organizational commitment. Universiti Tunku Abdul Rahman, Unpublished Masters Thesis. Retrieved June 29, 2017, from http://eprints.utar.edu.my/821/1/MBA-2013-10UKM07424-1.pdf
Altaf, A., & Naqvi, I. H. (2013). Employee commitment enhnaces team efficacy: Empirical evidence on Telcom Sector of Pakistan (Lahore). World Applied Sciences Journal, 1044-1049.
Ansar, S., Aziz, H., Majeed, A., & Rassol, U. (2016). Impact of charismatic leadership on organizational effectivness. International Journal of Scientific and Engineering Research, 673-677.
Antonakis, J., Avolio, B., & Sivasubramaniam, N. (2003). Context and leadership: an examination of the nin-factor full-range leadership theory using the Multifactor Leadership Questionnaire'. The Leadership Quaterly, 261-295.
Arora, R., & Rangnekar, S. (2015). The joint effects of personality and supervisory career mentoring in predicting occupational commitment. Career Development International, 63-80.
Baig, M., Rehman, C., & Khan, M. (2012). A study of the relationship of organizational commitment with participation in decision making, procedural justice and organizational citizenship behavior in teachers of "not-for-profit schools" of Lahore, Pakistan. Journal of Quality and Technology Management, 25–49.
Barnes, D. R. (2016). Transformational leadership in the world of sales. CMC senior theses, 1291.
Bass, B. M. (1985). Leadership and performance beyond expectations. New York: Free Press.
Bass, B., & Avolio, B. (1994). Improving organizational effectiveness through transformational leadership. Thousand Oaks,CA: Sage.
Bass, B. M., & Bass, R. (2008). The Bass handbook of leadership: Theory, research, and managerial applications. New York: Free Press.
Bjorn, M., Ralf, S., & Karlheinz, S. (2009). Affective commitment to change and Innovation implementation behavior:The role of charismatic leadership and employees’ trust in top management. Journal of Change Management, 399–417.
Bozionelos, N., Bozionelos, G., Kostopoulos, K., & Polychroniou, P. (2011). How providing mentoring relates to career success and organizational commitment: A study in the general managerial population. Career Development International, 446-468.
Burns, J. M. (1978). Leadership. New York, NY: Harper & Collins.
Cheema, S., Akram, A., & Javed, F. (2015). Employee engagement and visionary leadership: Impact on customer and employee satisfaction. Journal of Business Studies Quarterly, 139-148.
Chen, Z., & Aryee, S. (2007). Delegation and employee work outcomes: an examination of the cultural context of mediating processes in China. Academy of Management Journal, 50(1), 226-238
Cooper, D., & Schindler, P. (2014). Business Research Methods,. New York: McGraw-Hill.
Creswell, J. W. (2014). Research Design: Qualitative, Quantitative, and Mixed Methods Approaches. Los Angeles: Sage Publication.
Dewettinck, K., & Ameijde, M. V. (2011). Linking leadership empowerment behaviour to employee attitudes and behavioural intentions:Testing the mediating role of psychological empowerment. Personnel Review, 284-305.
Duggal, P. J. (2015). The role of transformational leadership in organizational commitment. International Journal of Business Quatitative Economics and Applied Management Research, 1-11.
Dvir, T., Kass, N., & Shamir, B. (2004). The emotional bond: vision and organizational commitment among high-tech employees. Journal of Organizational Change Management, 126 - 143.
Fasola, O., & Adeyemi, M. &. (2013). Exploring the relationship between transformational,transactional leadership style and organizational Commitment among Nigerian Banks employees. International Journal of Academic Research in Economics and Management Sciences, 2226-3624.
Foote, D. A., Seipel, S. J., Johnson, N. B., & Duffy, M. K. (2005). Employee commitment and organizational policies. Management Decision, 203-219.
George, C. (2015). Reatining professional workers: What makes them stay? Employee Relations, 37(1), 102-121.
Ghorbanhosseini, M. (2012). Analysis ofteam working on organizational commitment in Safa Industrial Group in Iran. International Journal of Engineering and Science, 22-25.
Givens, R. J. (2008). Transformational leadership: The impact on organizational and personal outcomes. Emerging Leadership Journeys, 4-24.
Greenberg, E. S., Sikora, P. B., Grunberg, L., & Moore. (2014). The relationship between emotional intelligence and organizational commitment. Pakistan Journal of Information Management and Libraries, 15, 11-21.
Hanaysha, J. (2016). Testing the effects of employee empowerment, teamwork, and employee training on employee productivity in higher education sector. International Journal of Learning and Development, 6(1), 164-178.
Holliman, S. L. (2012). "Exploring the effects of empowerment, innovation,professionalism, conflict, and participation on teacher organizational commitment".PhD (Doctor of Philosophy) thesis. Retrieved from University of Iowa: http://ir.uiowa.edu/etd/3468.
Humuntal, B. (2017). An association with the participative leadership style influence on job satisfaction and affective commitment and continuous headjJunior high school in the City of Medan. World Journal of Educational Research, 101-119.
Irawanto, D. W. (2015). Employee participation in decision-making: evidence from a state-owned enterpise in Indonesia. Management, 159-172.
Irefin, P., & Mechanic, M. A. (2014). Effect of employee commitment on organizational performance in Coca Cola Nigeria Limited Maiduguri, Borno State. Journal of Humanities and Social Science, 33-41.
Iriqat, R. A. (2016). Organizational commitment role in mediating the impact of the organizational culture dimensions on Job Satisfaction for MFIs' employees in Palestine. International Journal of Business and Social Science, 1-11.
Ismail, A., Ishak, Y., & Yusuf, M. H. (2016). Human-oriented leadership and organizational commitment in US subsidiary company based in Sarawak. Binus Business Review, 233-239.
Jelagat, B. (2014). Influence of school culture on Kenya Certificate of Secondary Education performance of public schools in Makadara District. Nairobi: Unpublished Dissertation, Nairobi University.
Jelagat, B. (2014). Influence of school culture on Kenya Certificate of Secondary Education performance of public schools in Makadara District. Nairobi: Unpublished Dissertation, Nairobi University.
Judge, T. A., & Piccollo, R. F. (2004). Transformational and transactional leadership: A meta analytic test of their relative validity. Journal of Applied Psychology, 89(5), 755-768
Kalkavan, S., & Katrinli, A. (2014). The effects of managerial coaching behaviors on the employees’ perception of job satisfaction, organisational commitment, and job performance: Case study on insurance industry In Turkey. Procedia - Social and Behavioral Sciences, 1137 – 1147.
Keyes, C. F. (2002). Weber and anthropology. Annual Review of Anthropology, 31, 233–255.
Kirkbride, P. (2006). Developing transformational leaders: the full range leadership model in action. Industrial and Commercial, 23-32.
Lee, S. (2008). The effect of employee trust and commitment on innovative behavior in the public sector: An empirical study. International Review of Public Administration, 27-46.
Liberman, L. (2014). The impact of a paternalistic style of management and delegation of authority on job satisfaction and Organizational Commitment in Chile and the US. Innovar, 187-196.
Mclaggan, E., Bezuidenhout, A., & Botha, C. T. (2013). Leadership style and organisational commitment in the mining industry in Mpumalanga. Journal of Human Resource Management, 1-9.
Mendes, F., & Stander, M. W. (2011). Positive organisation: The role of leader behaviour in work engagement and retention. SA Journal of Industrial Psychology, 1-13.
Mitonga-Monga, J. (2015). The effects of ethical context and behaviour on job retention and performance-related factors. Jphannesburg: Unpublished Thesis, University of South Africa. Retrieved June 30, 2017, from http://hdl.handle.net/10500/19882
Nohe, C., Michaelis, B., Menges, J. I., & Zhen Z., K. S. (2012). Charisma and organizational change: A multilevl study of perceived charisma, commitment to change, and team performance.
Nongo, E. S., & Ikyanyon, D. N. (2012). The influence of corporate culture on employee commitment to the organization. International Journal of Business and Management, 1-8.
Northouse, P. (2015). Leadership: Theory and practice. Thousand Oaks, CA: Sage publications.
Northouse, P. G. (2013). Leadership theory and practice. London: Sage.
Ogamba, M. I., & Nwuche, A. C. (2016). Autonomy and organizational commitment of selected manufacturing firms in Nigeria. The International Journal of Business and Management, 253-261.
Porter, T. J. (2013). Employees' responses to the mismatch between organizations' espoused values and basic assumptions about organizational culture. Education Doctoral Dissertations in Organization Development, 26.
Portillo, L. (2013). Fostering affective commitment and work engagement through mentoring. Unpublished Masters Theses, Saint Jose State University. Retrieved June 30, 2017, from http://scholarworks.sjsu.edu/cgi/viewcontent.cgi?article=7906&context=etd_theses
Raabe, B., & Beehr, T. A. (2003). Formal mentoring versus supervisor and coworker relationships: Differences in perceptions and impact. Journal of Organizal Behavior, 24, 271–293.
Raja, A. S., & Palanichamy, P. (2011). Leadership styles and its impact on organization. The Journal of Commerce, 3(4), 2220-6043.
Shastri, R. K., Mishra, K. S., & Sinha, A. (2010). Charismatic leadership and organizational commitment: An Indian perspective. African Journal of Business Management, 1946-1953.
Schein, E. (2010). Organizational culture and Leadership. San Francisco: Jossey-Bass.
Shapira-Lischshinsky, O., & Aziel, V. (2010). Team culture perceptions, commitment, and effectiveness: Teamwork effects. Educational Practice and Theory, 33-56
Siegel, P. G. (2013). Ethical leadership and organizational commitment in the Canadian Armed Forces: an analysis of perceived supervisor ethical leadership as a predictor of organizational commitment in a Canadian Armed Forces sample. Halifax, Nova Scotia: Unpublished Masters Project, Saint Mary’s University
Smith, M. A. (2011). Are you a transformational leader? Nursing Management, 44-50.
Taylor, C. M., Cornelius, C. J., & Colvin, K. (2014). Visionary leadership and its relationship to organizational effectiveness. Leadership & Organization Development Journal, 566 - 583.
Taylor, C. M., Cornelius, C. J., & Colvin, K. (2014). Visionary leadership and its relationship to organizational effectiveness. Leadership & Organization Development Journal, 566 - 583.
Wachira, J. M. (2013). Relationship between employee engagement and commitment in Barclays Bank of Kenya. Nairobi: Unpublished Masters Thesis, University of Nairobi.
Walumbwa, F., Orwa, B., Lawler, P. W., & John, J. (2005). Transformational leadership,organizational commitment and job satisfaction a comparative study of Kenyan and U.S. financial firms. Human Resource Development Quarterly, 235-256.
Wojtczuk-Turek, A., & Turek, D. (2013). Innovativeness in organizations:The role of LMX and organizational justice. The case of Poland. International Journal of Synergy and Research, 41–55.
Yan, W. (2011). The role of communication in enhancing employees’organizational commitment: exploring the relationship between social-emotional-oriented communication and and organizational commitment in China. Uppsala University: Unpublished Masters Thesis. Retrieved June 30, 2017, from https://www.diva-portal.org/smash/get
Yubo, H., Ge, G., Fei, W., Tingrui, L., & Zhilan, Y. (2011). Organizational commitment and creativity: the in thinking styles. Annals of Economics and Finance, 411-431.
Zhen, Y. A. (2013). The impact of communication satisfaction and emotional exhaustion on organizational commitment. Universiti Tunku Abdul Rahman, Unpublished Masters Thesis. Retrieved June 29, 2017, from http://eprints.utar.edu.my/821/1/MBA-2013-10UKM07424-1.pdf
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Published
2018-04-04
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Kimeto, D. A. C., & K’Aol, P. G. (2018). TRANSFORMATIONAL LEADERSHIP STYLE AND ITS INFLUENCE ON ORGANIZATIONAL COMMITMENT IN COMMERCIAL BANKS IN KENYA. European Journal of Business and Strategic Management, 3(2), 15–43. Retrieved from https://www.iprjb.org/journals/index.php/EJBSM/article/view/610
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