Relationships have value, the impact of Leader Member Exchange on Affective Commitment

This research contributes into further investigating the impact of Leader Member Exchange (LMX) upon work attitude (i.e. Affective commitment). A Study of (N=177) employees from banking sector was conducted and it was found that the LMX has significant positive association with affective commitment (AC). These significant results have shown the importance of quality of Leader Member Exchange and its impact in attaining the positive organizational outcomes.  

A Study of Organizational Commitment and its Antecedents: the Context of Higher Education Institutions of Pakistan

Enormous research efforts have been devoted to examine organizational commitment (OC) and its antecedents in the context of Western countries. However, research in the area of organizational commitment is noticeably deficient in developing countries, including Pakistan. Lack of earlier research on this important issue in Pakistan has necessitated the research study over this important aspect. This study investigated the organizational commitment and its antecedents among the teachers/faculty members of higher education institutions of Pakistan. This is an attempt and quest for exploration of empirical relationship between the faculty‘s organizational commitment and three broad categories of independent variables, including, organizational related factors (organizational support, organizational type, job involvement and job stress, organizational politics, two factor model of organizational justice (including procedural and distributive facets of justice) and centralization); job related variables (including job autonomy, job satisfaction, supervisor and co-worker‘s support, job security, promotional opportunities) and demographic/personal attributes (e.g. gender, age, race, years of employment at their current institution, experience, education, marital status, domicile with respect to province, nature/type of organization etc.). On the basis of data collection and its analysis from a sample of 312 faculties‘ members of institute of management sciences of higher education institution of Pakistan, the findings suggest that job related and organizational related variables significantly contribute and explain variance in commitment level of teachers. In addition, promotional opportunities, organizational support and organizational justice are top three variables, contributing paramount to the faculty‘s organizational commitment profile. On the other side, most of the demographic variable have either none or observed weak association with dependent variables. It is prudent and need of the day for all the concern authorities, administrators and policy makers to promote, develop and enhances their understanding about entire factors associated with OC of the faculty members/teachers for the reason of strong links of OC with organizational effectiveness and consequently with the accomplishment of organizational goals. For the reasons, implication of the research, recommendation for administrator and policy makers, guidelines for future research and conclusion of the study are also given in detail. Researcher is sure that this study has an important and significant contribution to the body of knowledge by providing substantiation and concrete foundation to the literature about the OC and its antecedent, a subject most popular in literature for many decades