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Transformational Leadership and Organizational Commitment: The Mediating Role of Job Characteristics
Author(s) -
Gillet Nicolas,
Vandenberghe Christian
Publication year - 2014
Publication title -
human resource development quarterly
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.756
H-Index - 65
eISSN - 1532-1096
pISSN - 1044-8004
DOI - 10.1002/hrdq.21192
Subject(s) - transformational leadership , organizational commitment , psychology , social psychology , structural equation modeling , affective events theory , autonomy , normative , job performance , job attitude , political science , job satisfaction , computer science , machine learning , law
Although the contribution of transformational leadership to employee organizational commitment is well documented, the mechanisms that explain such relationship remain unclear. In the present research, we propose that transformational leadership can influence organizational commitment through impacting followers’ perceptions of job characteristics (i.e., feedback from job, task variety, and decision‐making autonomy). Structural equation modeling analyses conducted on a sample of employees from multiple organizations in France ( N = 488) found the relationships between transformational leadership and four components of organizational commitment (i.e., affective, normative, perceived sacrifice, and few alternatives commitment) to be partly mediated by followers’ perceptions of task characteristics. We discuss the relevance of these findings for theory and human resource development.