Abstract:
Globalization is producing an increasingly interconnected world with concealing political,
economic, and particularly cultural boundaries among nations. The growing
interconnectedness and the resulting hybridization of cultures call for leaders with compatible
leadership abilities. However our existing leadership frameworks fail to answer the call. The
field of leadership studies still very old and use existing leadership style. This research is an
exploration of a new leadership framework which responds to this changing dynamic. These
an emerging leadership concept called hybrid leadership. Hybrid leadership is a constant, and
dynamic blending of the gender leadership of traits. The leadership characteristics of the
leaders are marked by global competencies, multiple cultural and sectoral mindsets, adaptable
skill sets, and interdependent visions. It also check the role of the moderating variable
“Organizational culture” on Hybrid leadership and organizational commitment. The study
uses data collected from 10 banks in Islamabad. This included 300 employees from the 10
selected banks of Pakistan (Islamabad). This study shows that an extensive application of
Hybrid leadership is associated with an increase in employee’s organizational commitment,
job satisfaction, and motivation and also reduce turnover intention in the organization. In
total 300 employees were surveyed. Overall, employee level suggest that Hybrid leadership
are associated with organizational culture and employee’s organizational commitment. This
study uses average method to examine the impact of Hybrid leadership on employee’s
organizational commitment. It also uses correlation and linear regression as well as ANOVA
methods to test the result. Overall, findings suggest the greater use of Hybrid leadership is
associated with increase in organizational commitment.
