Mediating role of Job Autonomy in the relationship between transformational Leadership on Employee Organizational Commitment in Telecommunication sector of Rawalpindi and Islamabad

Abstract

Human resource is the most important asset to any organization, in order to retain this asset for a longer period of time an organization should know how to handle them. In this regard transformational leadership style plays a vital role. The core motive of conducting this explanatory study is to scrutinize the impact of transformational leadership on commitment of employees towards their organization. In addition to that this study emphasizes to investigate the mediating impact of job autonomy on the relationship between transformational leadership and organizational commitment of employees. This research employed quantitative study and statistics were collected with the help of questionnaires. Telecommunication population was targeted and total 308 employees of different positions(ranging from General manager to staff worker) were included in the sample size. Multifactor Leadership Questionnaire (MLQ) was exploited for independent variable and Organizational Commitment Questionnaire (OCQ) was utilized for dependent variable. Correlation and regression were used for data analysis and the practical evidence supported all four hypothesis that were proposed in this research. The research revealed that transformational leaders have positive impact on employees commitment towards their organization. Secondly, there is significant positive relation in between transformational leadership and job autonomy. With regard to examining the impact of job autonomy on organizational commitment, job autonomy has statistically substantial influence on organizational commitment. And last but not least job autonomy plays a significant mediating role in between transformational leadership and employee organizational commitment. Results suggests that committed employees are main source of competitive advantage for any organization, whereas transformational leaders helps organization to retain this asset. After reading the empirical results, this research paper recommends that transformational leaders should give sufficient amount of job autonomy to their employees in order to increase level of employee’s commitment towards their organization. Practical findings of this research proposes that organizations should invest in transformational style of leadership in order to have committed employees. Future research should conduct qualitative study in order to investigate the impact of transformational leadership on organizational commitment. Additionally, forthcoming study should pursue to better understand these variables with moderators such as organizational structure and culture