Brown, Barbara B. (2003) EMPLOYEES’ ORGANIZATIONAL COMMITMENT AND THEIR PERCEPTION OF SUPERVISORS’ RELATIONSORIENTED AND TASK-ORIENTED LEADERSHIP BEHAVIORS. Dissertation submitted to the Faculty of the Virginia Polytechnic Institute and State University.

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The purpose of this research was to investigate the relationship between employees’ perceptions of their immediate supervisors’ relations-oriented and task-orientedleadership behaviors and different types of organizational commitment. Bass & Avolio's (1995) Multifactor Leadership Questionnaire (MLQ Form 5X) was used to measure relations-orientedand task-orientedleadership behaviors. Meyer & Allen’s (1997) Organizational Commitment Questionnaire (OCQ) was used to measure organizational commitment. Participants in the research included 361 employees who worked for the city of Charlottesville, Virginia. These employees were located in eight departments that varied in the area of technical functioning, size, and academic levels. Factor analyses, with principal component extraction and varimax rotation, were performed to determine how the MLQ Form 5X items would load onto a 2-factor model of relations-orientedand task-orientedleadership behaviors. The task-orienteditems of contingent reward loaded with the relations-orienteditems, and the non-leadershipitems of laissez-faire loaded with the task-orienteditems. These findings resulted in an arrangement of relationsoriented and task-orientedsubscales that was different than the arrangement proposed by Bass & Avolio (1995). Correlations for the MLQ Form 5X revealed multicollinearity among all the relationsorientedsubscales and two of the task-orientedsubscales, preventing any interpretations about the amount of variance that any particular type of relations-orientedor task-orientedleadership behavior might explain in organizational commitment. Factor scores were used to perform regressions and investigate the amount of variance relations-orientedleadership behaviors and task-orientedleadership behaviors explained in organizational commitment. Relations-orientedleadership behaviors explained the greatest amount of variance in affective commitment, somewhat less variance in normative commitment, and no variance in continuance commitment. The results for task-orientedleadership behaviors revealed the same pattern of relationships with the different types of organizational commitment, only weaker. Keywords: Leadership, Relations-Oriented, Task-Oriented, Commitment

Item Type: Article
Subjects: B Philosophy. Psychology. Religion > B Philosophy (General)
B Philosophy. Psychology. Religion > BF Psychology
Divisions: Fakultas Psikologi > Program Studi Magister Psikologi Profesi
Depositing User: Magister Psikologi Profesi UMBY
Date Deposited: 04 Oct 2017 05:24
Last Modified: 04 Oct 2017 05:24
URI: http://eprints.mercubuana-yogya.ac.id/id/eprint/752

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