Relationships among Transformation Leadership and Subordinators’ Affective Commitment and Psychological Well-being: The Moderating Effect of Job Insecurity

• Main Authors: Hui-chun Lee, 李慧君
• Other Authors: Chin-Kang Jen
• Format: Others
• Language: zh-TW
• Published: 2013
• Online Access: http://ndltd.ncl.edu.tw/handle/20097967942485774111

碩士 === 國立中山大學 === 人力資源管理研究所 === 101 === Under the requirement of corporate to reduce operating costs, supervisors’ leadership styles have directly influenced on their subordinators’ stay and development in organization. Previous studies have pointed out that perceived supervisors’ transformational leadership would affect subordinators’ affective commitment. But what this relation will be when subordinators feel their job is insecurity? Besides, will perceived transformational leadership affect subordinators’ psychological well-being? And what this relation will be when subordinators feel their job is insecurity? From subordinates’ viewpoint, this study investigates relationships among subordinates’ perceived transformational leadership and subordinates’ affective commitment and psychological well-being. This study also investigates the moderating effect of job insecurity on such relationships. Empirical findings of this study are as follows: 1. Transformational leadership has a significant positive effect on affective commitment. Besides, such relationship is more significant for subordinates who feel high job insecurity. 2. Transformational leadership has a significant positive effect on psychological well-being. And such relationship does not change whether subordinates feel high or low job insecurity.