Bibliographical Entry
Lo, M.C., Ramayah, T., and Min, H.W., (2009). Leadership styles and organizational commitment: a test on Malaysia manufacturing industry. African Journal of Marketing Management, 1 (6), 133-139.
Problem
In Malaysia it was a common complaint that employees were no more loyal as they used to be in the passed. Employees would tend to leave their companies for slightly better pay due to low commitment. Hence, the biggest challenge for Malaysian organizations was to provoke a sense of commitment and loyalty to their employees.
Comments - The problem statements agreed to the title and seemed to be of educational significance. The problem was clearly visible to the average reader.
Purpose
The purpose of this study was to examine leadership style and employees’ organizational commitment in the Malaysia context. Two types of leadership style namely transformational and transactional leadership styles have been chosen as focus of research to investigate the impact on organizational commitment.
Comments - The purpose was clearly and concisely stated, agreed to the title and was limited to the researcher’s capabilities and resources. The purpose agreed to the problem.
Objectives
Specifically, the study sought to determine whether leadership theory and organizational commitment was applicable in the manufacturing companies located in Malaysia. This research attempt to answer the following questions: (1) Does the transformational leadership directly predict employees’ organizational commitment; and (2) Does the transactional leadership directly predict employees’ organizational commitment.
Comment - The authors’ objectives were answerable, and they chose to obtain them by testing null hypothesis. These hypothe...
... middle of paper ...
...had showed that transformational leaders were more able to bring in commitment in employees than transactional leaders
Comments - The conclusions were based on the findings and logically stated.
Recommendations
Implications of the findings, potential limitations of the study and directions for future research is suggested.
List of References
The format used in listing references was consistent and all references given were cited in the article and were from a variety of sources including journals, books and theses.
Overall Critique
This study represents the theoretical and empirical research regarding leadership styles and organizational commitment in manufacturing industry. There had been very few empirical researches on organization committed in manufacturing industry. Overall, it was a very interesting, significant contribution to the field of research.
In response to the question set, I will go into detail of the study, consisting of the background, main hypotheses, as well the aims, procedure and results gathered from the study; explaining the four research methods chosen to investigate, furthering into the three methods actually tested.
...the data did not involve member checking thus reducing its robustness and enable to exclude researcher’s bias. Although a constant comparative method was evident in the discussion which improved the plausibility of the final findings. Themes identified were well corroborated but not declared was anytime a point of theoretical saturation Thus, the published report was found to be particularly strong in the area of believability and dependability; less strong in the area of transferability; and is weak in the area of credibility and confirmability, although, editorial limitations can be a barrier in providing a detailed account (Craig & Smyth, 2007; Ryan, Coughlan, & Cronin, 2007).
This study was Accepted: May 28th 2013, Published: July 10 2013, and Reviewed: April 2, 2013 so it is up to date. The information has not been revised because it is new however it has been reviewed. The information is completely current. All of the links and contact information are functional and up to date.
Sabir, S., Sohail, A., & Khan, M. A. (2011). Impact of Leadership Style on Organization Commitment: In A Mediating Role of Employee Value. Journal of Economics & Behavioral Studies, 3(2), 145-152.
Hur( 2011) stated that, with transformational leadership style leaders can direct their hospitals toward productivity . Some of the consequences of transformational leadership style, motivating followers toward increasing their job satisfaction, performance improving beyond expectation, extra effort and cultivating creativity and innovation in agencies (Zaidatol, 2011). In addition, it has positive effects on leader effectiveness and performance (Hur,
Groves, K., & Vance, C. (2009). Examining managerial thinking style, eq, and organizational commitment. Journal of Managerial Issues, XXI(7), 344-366.
Furthermore, the popular press article offered three scholar views that did not agree with the research articles findings. These views offered a limited explanation of their disagreement and offered questionable support. For example Hurley (2012) cites Engle as identifying methodological weaknesses with the research and finding results that did not suppor Jaeggi and colleagues (2008) findings. However, the author failed to identity the specific methodological weakness and instead stated many of these have been addressed in successive articles. Overall the article presents a fair evaluation of the two sides of the
A transformational leadership is therefore essential when the transforming company has the visions of a big picture ahead that must be attained. Transformational leadership today is among the most popular leaderships commented upon. In contrast, transactional leadership is based on the notion of effectively managing the day to day tasks. Transformational vs. transactional leadership should be meeting the relevant organizational goals in two differing circumstances rather than the opposite styles of leadership. Once the transformation takes place, the organization needs status quo, when the transactional leadership takes place. On the issue of internal competencies of leadership, it is notable that transformational leadership may disregard it even as it is considered significant to leadership success. Leadership might not always lead to transformation, but what is more important, it can communicate and solve problems and ultimately lead people through already grounded processes and
The authors of this article have outlined the purpose, aims, and objectives of the study. It also provides the methods used which is quantitative approach to collect the data, the results, conclusion of the study. It is important that the author should present the essential components of the study in the abstract because the abstract may be the only section that is read by readers to decide if the study is useful or not or to continue reading (Coughlan, Cronin, and Ryan, 2007; Ingham-Broomfield, 2008 p.104; Stockhausen and Conrick, 2002; Nieswiadomy, 2008 p.380).
In testing the hypothesis, the authors carried out a parallel-design, single-blind, controlled, randomized trial. The sample comprised
Research is based on the theory that Transformational leadership drives followers to motivation for organizational success. Fueled by views of James MacGregor-Burns, Steven Covey, Peter Drucker, Lussier and Achua, Bass, Baldoni and other leading researchers of Transformational Leadership Style. Transformational Leadership style, assisted by effective communication and influence of Transactional Leadership is proven to bring out high morale and productivity with followers.
This type of leadership shows to be effective and beneficial for all types of organizations. An article written on transformational leadership defines the quality of this type of leader as one who “helps clarify organizational vision; empowers employees and actively encourages them to take risks; advocates the seeking of alternative solutions to workplace challenges and inspires employees to attain objectives” (Transformational Leadership: The impact of its behaviors on manufacturing strategy,
“Being leadership, success is all about grooming and growing others” (Michael Adewale Adeniyi, 2007). Leadership should be someone who has low level of defensiveness, emotionally stable, strong interpersonal skills, integrity, trustworthy and has the ability to influence others. Effective leadership is very important to the success or failure of any organization (Yong, 2013). However, in any way leadership and its pattern is described, one thing that is definite and generally acknowledged among studies is that from the ancient time, the role of leaders in ensuring excellent organizational performance and workers commitment to work should not be over emphasized (Akinola & Olumide, 2011)
This study aims to determine the impact of leadership styles on job satisfaction and job commitment. Leadership is an art of influencing thoughts and activities of followers for the achievement of established goals and standards. A good leader influences the followers in such a way that they put more effort for the accomplishment of organizational goals and objectives. The impact of transactional and transformational leadership styles on job satisfaction and job commitment of education sector of Pakistan is observed. The result of study has shown that both leadership styles have effect on job satisfaction and job commitment. Transactional and transformational leadership styles play a vital role in every organization with respect to job satisfaction and commitment. The study indicates that transactional and transformational leadership style intensifies job satisfaction and commitment. But in Pakistan context transformational leadership style has more influence on job satisfaction and job commitment. Employees would like to work with transformational leader as they know the leader is a source of motivation, inspiration and build confidence. Transformational leader inspires their follower because employees feel trust, loyalty, appreciation and respect. Employees put more energy and effort for the betterment of the organization. They work beyond the established standards by meeting all the organizational goals and objective. Transformational leader arouses the awareness in the employees and change the perspective of employees. Transformational leader build a sense of achievement and growth. Here are some recommendations on the behalf of my study for the leaders of education sector for the enhancement of job satisfaction...
Because of this fact most organizations and entrepreneurs are paying close attention the the leaders they put in place to lead their company and its people into victory, which is the ultimate goal of their organizations. It is a well known fact that leadership is an important factor in an organization’s success, but the type of leadership style and as well as the leader 's personality is what really determines that level of success. In my research I have concluded that the most important leadership styles are transformational and transactional leadership. Transformational leadership has the potential to resurrect, transform and keep companies evolving with time. Transactional leadership although can have some negative effects on some, but if used properly, can promote compliance almost a stagnant team through both rewards and punishments. When companies are pursuing leaders, they not only look at their candidates experiences knowledge of a particular sector of that business, but they pay close attention to the personalities of these individual. They do so because they know that one’s leadership style and abilities is heavily affected by the candidates own personality and views. As a result of this thinking, it has lead all authors involved in both research paper and article “Relationship Between Leaders Personality Types and Source of Power and leadership Styles Among Managers” and “