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Please use this identifier to cite or link to this item: http://ir.lib.stu.edu.tw:80/ir/handle/310903100/2510

Title: The impact of Transformational leadership and Trust on Organizational commitment
The impact of Transformational leadership and Trust on Organizational commitment
Authors: 黎安康
Le An Khang
Contributors: 金融與風險管理系碩士班
楊一峰
Keywords: Transformational leadership, Trust, Organizational commitment
Transformational leadership, Trust, Organizational commitment
Date: 2011
Issue Date: 2011-12-01 13:25:49 (UTC+8)
Publisher: 高雄市:[樹德科技大學金融與風險管理系碩士班]
Abstract: This study examined how Transformational leadership and Trust will have impact on Organizational commitment. The literature provided discusses the leadership, trust and organizational commitment.

Questionnaires were given personally to 400 supervisory and non-supervisory employees from several companies in city which it is Ho Chi Minh, Vietnam; there are 350 questionnaire returned, which 321 completely responses were used for the statistical analysis. The Multifactor Leadership Questionnaire Form 5 X (MLQ Form 5X), which was formulated from Bass and Avolio (1995), was used to determine transformational leadership within the organization. The interpersonal trust questionnaire by McAllister (1995) was used. Organizational commitment was captured using Meyer and Allen’s (1990) Three- Component Model of employee commitment. Transformational leadership and trust were identified as the independent variables and organizational commitment as the dependent variable. The collected data obtained from each of the research instruments was computed and statistically analyzed through factor analysis, Cronbach’s alpha, correlation, and regression analysis.

Two-tailed correlation analysis showed that although the relationship is weak, there is a positive impact of the transformational leadership behaviors and trust on organizational commitment (affective, continuance and normative commitment). However, no statistically significant correlation was found between transformational leadership behaviors and continuance commitment.. Overall findings from this study suggest that transformational leadership behaviors and trust do play important roles in determining levels of affective commitment, continuance commitment and normative commitment. This research therefore adds a new dimension to the body of literature that will help researchers’ efforts to understand the relationship between transformational leadership, trust and organizational commitment. As this research takes place in Vietnam context, it contributes to the bank of finding relating to the development of organizational commitment.
This study examined how Transformational leadership and Trust will have impact on Organizational commitment. The literature provided discusses the leadership, trust and organizational commitment.

Questionnaires were given personally to 400 supervisory and non-supervisory employees from several companies in city which it is Ho Chi Minh, Vietnam; there are 350 questionnaire returned, which 321 completely responses were used for the statistical analysis. The Multifactor Leadership Questionnaire Form 5 X (MLQ Form 5X), which was formulated from Bass and Avolio (1995), was used to determine transformational leadership within the organization. The interpersonal trust questionnaire by McAllister (1995) was used. Organizational commitment was captured using Meyer and Allen’s (1990) Three- Component Model of employee commitment. Transformational leadership and trust were identified as the independent variables and organizational commitment as the dependent variable. The collected data obtained from each of the research instruments was computed and statistically analyzed through factor analysis, Cronbach’s alpha, correlation, and regression analysis.

Two-tailed correlation analysis showed that although the relationship is weak, there is a positive impact of the transformational leadership behaviors and trust on organizational commitment (affective, continuance and normative commitment). However, no statistically significant correlation was found between transformational leadership behaviors and continuance commitment.. Overall findings from this study suggest that transformational leadership behaviors and trust do play important roles in determining levels of affective commitment, continuance commitment and normative commitment. This research therefore adds a new dimension to the body of literature that will help researchers’ efforts to understand the relationship between transformational leadership, trust and organizational commitment. As this research takes place in Vietnam context, it contributes to the bank of finding relating to the development of organizational commitment.
Appears in Collections:[金融與風險管理系(所)] 博碩士論文

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