|Author's Email Address
||This thesis had been viewed 5559 times. Download 169 times.|
||Institute of Human Resource Management|
|Type of Document
||Relationships among Transformation Leadership and Subordinators’ Affective Commitment and Psychological Well-being: The Moderating Effect of Job Insecurity|
|Date of Defense
||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.
||Kuo-I Chang - chair|
Li-Fang Chou - co-chair
Chin-Kang Jen - advisor
Indicate in-campus at 5 year and off-campus access at 5 year.|
|Date of Submission