Past empirical research has highlighted that leadership and trust, trust and organizational commitment, and leadership and organizational commitment are positively correlated. However, current research does not explore the interactive effects of leadership (transactional and transformational), trust (cognitive and affective), and organizational commitment (continuance, normative, and affective). Thus, the motive of this study is to verify the cause and effect relationships among transformational leadership, transactional relationship, and the two dimensions of trust, and the three dimensions of organizational commitment in the hotel workplace setting. Trust positively affects organizational commitment. Perry confirmed that employee trust in managers correlates positively to affective organizational commitment.
Yang and Moss agreed that affective trust in supervisors and their management was important to such commitment, and Ladebo further verified this conclusion. Thus, many studies have explored transactional leadership, transformational leadership, and organizational commitment from a three-dimensional perspective, illustrating that transformational leadership has a positive impact on affective and normative commitment to an organization. Though transformational leadership has no significant effects on continuance commitment, past research has indicated that transformational leadership increases trust, and trust has increases organizational commitment. Thus, cognitive trust may be a mediator between transformational leadership and continuance commitment.
Managers should create a blueprint for the future, and a beautiful vision to encourage subordinates to work hard. Managers should help employees understand the plans of the organization and promotion within the organization. When applying transformational leadership, transactional leadership must also be used. Transformational leadership has long-term effects. If a manager creates a vision, acts as a role-model, facilitates cooperation, provides individual support, and stimulates innovation, employees will be more willing to continue working inside the organization. However, transactional leadership is short-term management techniques that can help employees clearly understand their own work roles and the work objectives established by managers.
Last date updated on July, 2014