Please use this identifier to cite or link to this item:https://hdl.handle.net/20.500.12259/1069
Type of publication: research article
Type of publication (PDB): Straipsnis kitose duomenų bazėse / Article in other databases (S4)
Field of Science: Psichologija / Psychology (S006)
Author(s): Endriulaitienė, Auksė;Genevičiūtė-Janonienė, Giedrė
Title: Transformacinės lyderystės bei etinio organizacijos klimato svarba darbuotojų organizaciniam įsipareigojimui
Other Title: The importance of transformational leadership and ethical climate of organization on employees’ organizational commitment
Is part of: Organizacijų vadyba : sisteminiai tyrimai. Kaunas : Vytauto Didžiojo universiteto leidykla, 2012, T. 63
Extent: p. 35-47
Date: 2012
Keywords: Transformacinė lyderystė;Etinis organizacijos klimatas;Organizacinis įsipareigojimas;Transformational leadership;Ethical organizational climate;Organizational commitment
Abstract: Straipsnyje analizuojama transformacinės lyderystės ir etinio organizacijos klimato svarba organizaciniam įsipareigojimui. Empiriniu tyrimu buvo siekiama atskleisti, kiek tranformacinis vadovavimo elgesys bei jo veikiamas etinis organizacijos klimatas daro įtaką stiprinant Lietuvos darbuotojų organizacinį įsipareigojimą
Organizational commitment has attracted considerable attention in organizational behavior research as one of the most important psychological construct which has positive impact on effective work performance (Park, Rainey, 2007; Baotham, 2011), reduced absenteeism and turnover (Suliman, Al-Junaibi, 2010), acceptance and realization of organizational change (Vakola, Nikolaou, 2005), and other important outcomes at individual, organizational and national level. Therefore, achieving organizational effectiveness researchers are further searching new antecedents, which affect employee organizational commitment. The foreign empirical researches revealed that employees’ perception of dominant ethical norms in organization and manager’s transformational behavior based by ethical principals often have positive emotional outcomes and can create appropriate psychological climate to form and enhance organizational commitment. (Martin, Cullen, 2006; Shafer, Wang, 2010). However, there is no obvious answer whether transformational leadership style always enhances ethical organizational climate and in this way creates background for increasing organizational commitment (Sagnak, 2010; Engelbrecht et al., 2005). Therefore focusing attention to encouragement of foreign researchers to discover the alternatives to current assumptions of organizational commitment, we aimed to evaluate how leader’s transformational behaviour and ethical organizational climate, which is under the influence of a leader, help to enhance the level of Lithuanian employees’ organizational commitment. 207 people, working in various organizations in Lithuania, participated in the survey. Global transformational leadership scale (Carless et al., 2000) was used to evaluate transformational leadership style. [...]
Internet: https://www.vdu.lt/cris/bitstream/20.500.12259/1069/1/ISSN1392-1142_2012_N_63.PG_35-47.pdf
https://hdl.handle.net/20.500.12259/1069
http://dx.doi.org/10.7220/MOSR.1392.1142.2012.63.3
Affiliation(s): Psichologijos katedra
Vytauto Didžiojo universitetas
Appears in Collections:Organizacijų vadyba: sisteminiai tyrimai / Management of Organizations: Systematic Research 2012, nr. 63
Universiteto mokslo publikacijos / University Research Publications

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