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首页> 外文期刊>International journal of productivity and quality management >Transformational leadership as an antecedent for organisational commitment and job performance in the banking sector of Jordan
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Transformational leadership as an antecedent for organisational commitment and job performance in the banking sector of Jordan

机译：转型领导是约旦银行业的组织承诺和工作表现的前提

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摘要

Guided by social-exchange-theory, present study examined transformational leadership (TL) as an antecedent for organisational commitment (OC) and its subsequent influence on job performance (JP). Through using a structured self-administered questionnaire, data were collected surveying (439) non-executive employees operating in (15) banks listed in Amman-Stock-Exchange through non-probability purposive sampling. Structural-equation-modelling using SMART-PLS was utilised and the result reported that TL components achieved 44%, 42.5% and 35.4% of the variance in affective, continuous and normative commitment respectively. Idealised influence did not have any significant effect on any level of OC, whereas intellectual stimulation influenced the three levels of OC. Individualised consideration influenced only affective and continuous commitment, and inspirational motivation influenced only normative and continuous commitment. Moreover, only affective commitment was significant in influencing JP and accounted for 82% of the variance. Following the results, discussion and implication were provided. Also, directions and suggestions for future researches were presented.
机译：以社会交流理论为指导，目前研究审查了转型领导（TL）作为组织承诺（OC）的前一种，以及其随后对就业绩效的影响（JP）。通过使用结构化自我管理的问卷调查，通过非概率的目的采样，收集数据（15）银行的监测（15）银行的非行政雇员。利用了使用Smart-PLS的结构式建模，结果报告说，TL组分分别达到了情感，连续和规范承诺的差异的44％，42.5％和35.4％。理想化的影响对任何水平的OC没有任何显着影响，而智力刺激影响了oc的三个水平。个性化的考虑只是影响性和持续的承诺，并且鼓舞人心的动机受到规范性和持续承诺的影响。此外，只有影响JP的情感承诺很重要，占差异的82％。遵循结果，提供讨论和暗示。此外，还提出了未来研究的方向和建议。

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