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Impact of Job Design on Organizational Commitment in Public Sector by jqcKhq


									              Presented by
             Sameera Zaman
Riphah International University, Islamabad.

 The purpose of this research is to understand and find
 out the extent of strategic leadership and its impact on
 organizational commitment in telecommunication
 sector of Pakistan.
 Independent variable
                 Strategic leadership
 Dependent variable
            Organizational Commitment
        Strategic Leadership
 Strategic leadership relates an organization's ideologies, identity,
  mission and view of the macro environment system to it are
  differentiating core competencies” (Worden, 2003).
 A process of guidance that set a fresh strategy in work place is
  considered as strategic leadership (Nutt and Backoff, 1996).
 Maintaining the short term financial stability and improving the
  long term viability of the organization by influencing other to
  make day to day decision is known as strategic leadership (Rowe,
 The responsibility of the executive’s strategic leadership is to
  start change that will make the feasible future for the
  organization is the part of the definition of strategic leadership
  (Thomas, Schermerhorn, Dienhart, and Bartles, 2004).
 Organizational Commitment:
 The layman definition of organizational commitment is
  involvement and identification of an individual with an
  organization; this is the positive social relationship between an
  individual and organization.

 Organizational commitment is defined as ones’ strong belief and
  acceptance for organizational goals and desire and intention to
  maintain membership with organization (Dyne et al, 1995).

 Organizational subculture variables are the job satisfaction
  variables which are relate in the Maslow’s hierarchy and have the
  strongest relationship with the organizational commitment (Lok
  and Crawford, 1999).
Research Model
 Strategic leadership is associated with Organizational
   Research Methodology
 Research Design
   Purpose                   Hypothesis Testing

   Type of Investigation     Correlational

   Researcher Interference   Minimal

   Study Setting             Non Contrived/Field Study

   Unit of Analysis          Individual

   Time Horizon              Cross Sectional
      Research Methodology
o   Total 25 questions
o   Dichotomous, Category and Likert Scales were used
o   Personally administered
o   Covering letter explaining the purpose
o   All questions were to be answered anonymously

Divided in to three Sections

       o   Demographics          ( Dichotomous & Category Scales)
       o   Strategic Leadership          (1-5 Likert Scale)
       o   Organizational Commitment     (1-5 Likert Scale)
   Research Methodology
Population, Sample and Sampling Technique

    Different employees of telecommunication organization at Karachi,
    Lahore, Rawalpindi and Islamabad.

  Purposive Sampling

   Questionnaires Sent                             150

   Response received                               132

   Total respondent                               (88%)
       Result of Correlation
                       Organizational   Strategic Leadership
  Organizational             1                0.466**
Strategic Leadership      0.466**                1
       Result of Regression
  Models                 Beta             T       Sig.
 Strategic               .466           6.010    .000

 n = 132   R square = 0.217

 Adjusted R square = 0.211

 F =36.122 Sig. = 0.00

 Dependent variable: Organizational Commitment
 From the result it is found that strategic leadership is
  interrelated with the organizational commitment.
 Strategic leadership helps in the formulation and
  implication of strategy in the organization and helps
  in providing guideline. Strategic leadership is provided
  by the managers and chief executive officers.
 Formulation and implementation of the activities of
  leadership managing strategy are drives from the
  strategic decision (Shrivastava and Nachman, 1989).
 Strategic leaders also help employees to be successful
  by enhancing their productivity and encourage
  behaviors that will lead to better retention, superior
  job performance, and greater career satisfaction.
 The leaders who set their vision and the mission
  according the components of the professional
  leadership and easily motivate their follower for attain
  these goals and these employees are very satisfied with
  their jobs and are more committed with their
  organizations (Eddy, Lorenzet and Mastrangelo,
 Longitudinal Studies

 Other Antecedents

 More Outcomes

 Sector wise Analysis

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