Relationships of Transformational and Paternalistic Leadership Styles With Follower Needs, Multidimensional Work Motivations and Organizational Commitment
A Mediated Model
Bibliographic Data
| ID | 13658686 |
|---|---|
| Authors | Selinay Çivit (G. Brint Ryan College of Business, University of North), Aslı Göncü‐Köse (0000-0001-7740-7958, Çankaya University, corresponding author) |
| Year | 2024 |
| Volume | 129 |
| Issue | 1 |
| Pages | 633-660 |
| Publication date | 2024-01-23 |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Psychological Reports (JOURNAL) |
| Journal identifiers | ISSN: 0033-2941 • E-ISSN: 1558-691X |
| Publisher | SAGE Publishing (PUBLISHER • US) |
| DOI | 10.1177/00332941241226905 |
| PMID | 38261653 |
| OpenAlex | W4391131301 |
| Language | EN |
| References cited | 66 |
Paternalistic Leadership (PL) style is suggested to be an emic manifestation of Transformational Leadership (TL) in cultural contexts characterized by high power distance and collectivism. The present study investigated the effects of TL and PL behaviors on employees' multidimensional work motivation and organizational commitment and the mediating effects of satisfaction of psychological needs (needs for autonomy, competence, and relatedness) in these relationships. Data were collected from 423 white-collar employees and analyzed by Structural Equation Modeling. The findings revealed that TL was significantly related to employees' autonomous and controlled work motivations as well as amotivation via its association with the satisfaction of employees' needs for autonomy, competence, and relatedness. PL was associated with employees' autonomous work motivations and amotivation via satisfaction of employees' need for relatedness. Autonomous motivations were positively associated with affective commitment; whereas controlled motivations were positively related to normative commitment. Amotivation was negatively associated with all types of commitment. The findings are discussed in terms of theoretical and practical implications as well as suggestions for future research
Amotivation · Autonomy · Competence (human resources · Intrinsic motivation · Organizational commitment · Paternalism · Self-determination theory · Structural equation modeling · Transformational leadership · Job Satisfaction and Organizational Behavior · Organizational Leadership and Management Strategies · Psychology · Social Psychology · Workplace Spirituality and Leadership
Commitment in the Workplace
Charismatic Leadership in Organizations
Self-Determination Theory
Individual Power Distance Orientation and Follower Reactions to Transformational Leaders
A Review of Self-Determination Theory’s Basic Psychological Needs at Work
Beyond intrinsic and extrinsic motivation
Capturing autonomy, competence, and relatedness at work
The Multidimensional Work Motivation Scale
A Cultural Analysis of Paternalistic Leadership in Chinese Organizations
Building a science of motivated persons
Culture and Organizations
Self-Concordance at Work
Work Motivation and Satisfaction
The Motivational Effects of Charismatic Leadership
Principals' leadership and teachers' motivation
Toward a Social Psychology of Authenticity
Re‐examining the components of transformational and transactional leadership using the Multifactor Leadership
Paternalism
Self-Determination Theory in Work Organizations
An Integrated Ecological Approach to Mapping Variations in Collectivism Within China
How do transformational leaders foster positive employee outcomes? A self‐determination‐based analysis of employees' needs as mediating links
The measurement and antecedents of affective, continuance and normative commitment to the organization
How Transformational Leadership Supports Intrinsic Motivation and Public Service Motivation
Paternalistic leadership
The "What" and "Why" of Goal Pursuits
Building a practically useful theory of goal setting and task motivation
Distance Makes the Heart Grow Fonder
Hofstede's Culture Dimensions
| Highly cited | No |
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