| Abstract [eng] |
THE IMPACT OF TRANSFORMATIONAL AND TRANSACTIONAL LEADERSHIP STYLE ON ORGANIZATIONAL COMMITMENT, MEDIATING JOB SATISFACTION AND MODERATING EMPLOYEE ENGAGEMENT KOTRYNA RAMANAUSKAITĖ Master thesis Human Resource Management programme Vilnius university, Faculty of economics and business administration Supervisor – Doc. Dr. Rasa Paulienė Summary Work Details: 73 pages, 21 tables, 8 figures, and 82 academic references. Objective: To investigate the impact of transformational and transactional leadership styles on employees' organizational commitment, mediated by job satisfaction and moderated by employee engagement, and to identify the interaction effects. The work consists of three main parts: a review of scientific literature, the methodology of the empirical research, and an analysis of research results, along with conclusions and recommendations. Literature Review: This section examines key concepts related to leadership, organizational commitment, job satisfaction, and employee engagement. It explores transformational and transactional leadership styles, as well as relationships among these variables based on scientific literature. Key definitions of organizational commitment, job satisfaction, and employee engagement are analyzed in the context of existing research. Methodology: A quantitative study was conducted, including five constructs, with 280 respondents participating. Demographic characteristics and their links to the constructs were analyzed. Regression analysis was performed using A. Hayes' SPSS Process Macro, specifically models 1 and 4. This analysis revealed relationships between transformational and transactional leadership styles and organizational commitment, mediated by job satisfaction and moderated by employee engagement. Research Goal: To assess the relationships among transformational leadership style (X1), transactional leadership style (X2), organizational commitment (Y), job satisfaction (M), and employee engagement (W). Conclusions: Empirical results validate or refute the hypotheses.Transformational and transactional leadership styles have a significant positive impact on organizational commitment.Job satisfaction is confirmed as a significant mediator between leadership styles and organizational commitment.Moderated mediation analysis reveals that employee engagement partially moderates the impact of leadership styles on organizational commitment. The moderation effect is significant at low and medium levels of engagement but diminishes at high levels.Employee engagement does not significantly moderate the relationship between job satisfaction and organizational commitment. The findings highlight the importance of transformational and transactional leadership in fostering organizational commitment. Mediating factors such as job satisfaction and employee engagement play a significant role, though their impact depends on individual employee characteristics. The results can inform further scientific research and contribute to the development of leadership strategies that enhance organizational commitment. |
