Browse > Article
http://dx.doi.org/10.13106/jafeb.2020.vol7.no10.401

The Effect of Perceived Organizational Support and Transformational Leadership on Affective Commitment and Employee Performance  

ASTUTY, Isthofaina (Business and Economics Faculty, Universitas Muhammadiyah Yogyakarta)
UDIN, Udin (Business and Economics Faculty, Universitas Muhammadiyah Yogyakarta)
Publication Information
The Journal of Asian Finance, Economics and Business / v.7, no.10, 2020 , pp. 401-411 More about this Journal
Abstract
Recognizing the vital role of employees in achieving optimal performance and sustainable competitive advantage as expected, organizations need to facilitate high support for employees, implement appropriate leadership styles, and increase affective commitment within the organization. Therefore, the objective of this study is to analyze and explore: (1) the effect of perceived organizational support (POS) on employee performance and affective commitment; (2) the effect of transformational leadership on employee performance and affective commitment; and (3) the effect of affective commitment on employee performance. The covered population in this study were all employees (including managers, supervisors, and functional staff) who worked in the stone milling companies in Central Java, Indonesia. Data obtained in this study were processed statistically employing structural equation modeling (SEM) with the SmartPLS 3 software package. Based on the data analysis results on 103 respondents, this study concluded that POS had a significant effect on affective commitment and employee performance as well as transformational leadership on affective commitment and employee performance. Furthermore, affective commitment also had a significant effect on employee performance. Thus, the results of this study, theoretically and practically, can be used by all parties concerned to improve employee performance and maintain a sustainable competitive advantage.
Keywords
Perceived Organizational Support; Transformational Leadership; Affective Commitment; Employee Performance;
Citations & Related Records
Times Cited By KSCI : 10  (Citation Analysis)
연도 인용수 순위
1 Yavas, U., Karatepe, O. M., & Babakus, E. (2010). Relative efficacy of organizational support and personality traits in predicting service recovery and job performances: a study of frontline employees in Turkey. Tourism Review, 65(3), 70-83.   DOI
2 Yogalakshmi, J. A., & Suganthi, L. (2020). Impact of perceived organizational support and psychological empowerment on affective commitment: Mediation role of individual career self-management. Current Psychology, 39(3), 885-899. doi:10.1007/s12144-018-9799-5   DOI
3 Caesens, G., Stinglhamber, F., Demoulin, S., & De Wilde, M. (2017). Perceived organizational support and employees' well-being: the mediating role of organizational dehumanization. European Journal of Work and Organizational Psychology, 26(4), 527-540. doi: 10.1080/1359432X.2017.1319817   DOI
4 Chiang, C.-F., & Hsieh, T.-S. (2012). The impacts of perceived organizational support and psychological empowerment on job performance: The mediating effects of organizational citizenship behavior. International Journal of Hospitality Management, 31(1), 180-190.   DOI
5 Colla, E., Ruiz-Molina, M. E., Chastenet De Gery, C., Schultz, M., Deparis, M., & Lemmet, L. (2019). Understanding franchisee performance: The role of the franchisee's autonomy, affective commitment to the network and innovativeness. International Journal of Retail & Distribution Management, 47(7), 733-751. doi:10.1108/IJRDM-10-2017-0232
6 Jauhari, H., Singh, S., & Kumar, M. (2017). How does transformational leadership influence proactive customer service behavior of frontline service employees? Examining the mediating roles of psychological empowerment and affective commitment. Journal of Enterprise Information Management, 30(1), 30-48. doi: doi:10.1108/JEIM-01-2016-0003   DOI
7 Hardiningsih, P., Udin, U., Masdjojo, G. N., & Srimindarti, C. (2020). Does Competency, Commitment, and Internal Control Influence Accountability? Journal of Asian Finance, Economics and Business, 7(4), 223-233. doi: https://doi.org/10.13106/jafeb.2020.vol7.no4.223   DOI
8 Jaiswal, N. K., & Dhar, R. L. (2015). Transformational leadership, innovation climate, creative self-efficacy and employee creativity: A multilevel study. International Journal of Hospitality Management, 51, 30-41. doi: https://doi.org/10.1016/j.ijhm.2015.07.002   DOI
9 Jatmiko, B., Laras, T., & Rohmawati, A. (2020). Budgetary Participation, Organizational Commitment, and Performance of Local Government Apparatuses. Journal of Asian Finance, Economics and Business, 7(7), 379-390. doi: https://doi.org/10.13106/jafeb.2020.vol7.no7.379   DOI
10 Judge, T. A., & Piccolo, R. F. (2004). Transformational and transactional leadership: a meta-analytic test of their relative validity. Journal of Applied Psychology, 89(5), 755-768. https://doi.org/10.1037/0021-9010.89.5.755   DOI
11 Eisenberger, R., Shoss, M. K., Karagonlar, G., Gonzalez-Morales, M. G., Wickham, R. E., & Buffardi, L. C. (2014). The supervisor POS-LMX-subordinate POS chain: Moderation by reciprocation wariness and supervisor's organizational embodiment. Journal of Organizational Behavior, 35(5), 635-656.   DOI
12 Ullah, I., Elahi, N. S., Abid, G., & Butt, M. U. (2020). The impact of perceived organizational support and proactive personality on affective commitment: mediating role of prosocial motivation. Business, Management and Education, 18(2), 183-205.   DOI
13 Vandenberghe, C., Bentein, K., & Stinglhamber, F. (2004). Affective commitment to the organization, supervisor, and work group: Antecedents and outcomes. Journal of Vocational Behavior, 64(1), 47-71.   DOI
14 Cullen, K. L., Edwards, B. D., Casper, W. C., & Gue, K. R. (2014). Employees' adaptability and perceptions of change-related uncertainty: Implications for perceived organizational support, job satisfaction, and performance. Journal of Business and Psychology, 29(2), 269-280.   DOI
15 Djastuti, I., Rahardjo, S., Irviana, L., & Udin, U. (2019). Fun at work and employee performance: the roles of job satisfaction and organizational commitment in manufacturing companies. WSEAS Transactions on Business and Economics, 16, 153-162.
16 Dumdum, U. R., Lowe, K. B., & Avolio, B. J. (2002). A metaanalysis of transformational and transactional leadership correlates of effectiveness and satisfaction: An update and extension. Oxford, UK: Elsevier Science.
17 Eliyana, A., Ma'arif, S., & Muzakki. (2019). Job satisfaction and organizational commitment effect in the transformational leadership towards employee performance. European Research on Management and Business Economics, 25(3), 144-150. https://doi.org/10.1016/j.iedeen.2019.05.001   DOI
18 Gaudet, M.-C., & Tremblay, M. (2017). Initiating structure leadership and employee behaviors: The role of perceived organizational support, affective commitment and leader-member exchange. European Management Journal, 35(5), 663-675. https://doi.org/10.1016/j.emj.2017.04.001   DOI
19 Fong, K. H., & Snape, E. (2015). Empowering leadership, psychological empowerment and employee Outcomes: Testing a multi-level mediating model. British Journal of Management, 26(1), 126-138.   DOI
20 Ganesan, S., Brown, S. P., Mariadoss, B. J., & Ho, H. (2010). Buffering and amplifying effects of relationship commitment in business-to-business relationships. Journal of Marketing Research, 47(2), 361-373.   DOI
21 Xiong, L., & King, C. (2018). Too much of a good thing? Examining how proactive personality affects employee brand performance under formal and informal organizational support. International Journal of Hospitality Management, 68, 12-22.   DOI
22 Jung, D. I., Chow, C., & Wu, A. (2003). The role of transformational leadership in enhancing organizational innovation: Hypotheses and some preliminary findings. The Leadership Quarterly, 14(4-5), 525-544.   DOI
23 Kammerhoff, J., Lauenstein, O., & Schutz, A. (2019). Leading toward harmony - Different types of conflict mediate how followers' perceptions of transformational leadership are related to job satisfaction and performance. European Management Journal, 37(2), 210-221. https://doi.org/10.1016/j.emj.2018.06.003   DOI
24 Vatankhah, S., Javid, E., & Raoofi, A. (2017). Perceived organizational support as the mediator of the relationships between high-performance work practices and counterproductive work behavior: Evidence from airline industry. Journal of Air Transport Management, 59, 107-115.   DOI
25 Vuong, B. N., Tung, D. D., Hoa, N. D., Chau, N. T. N., & Tushar, H. (2020). An Empirical Assessment of Organizational Commitment and Job Performance: Vietnam Small and Medium-Sized Enterprises. Journal of Asian Finance, Economics and Business, 7(6), 277-286. https://doi.org/10.13106/jafeb.2020.vol7.no6.277   DOI
26 Wann-Yih, W., & Htaik, S. (2011). The Impacts of perceived organizational support, job satisfaction, and organizational commitment on job performance in hotel industry. Paper presented at the The 11th International DSI and the 16th APDSI Joint Meeting, Taipei, Taiwan, July.
27 Xiu, L., Dauner, K. N., & McIntosh, C. R. (2019). The impact of organizational support for employees' health on organizational commitment, intent to remain and job performance. Paper presented at the Evidence-based HRM: a Global Forum for Empirical Scholarship.
28 Bono, J. E., & Judge, T. A. (2003). Self-concordance at work: Toward understanding the motivational effects of transformational leaders. Academy of Management Journal, 46, 554-571.   DOI
29 Ben Moussa, N., & El Arbi, R. (2020). The impact of Human Resources Information Systems on individual innovation capability in Tunisian companies: The moderating role of affective commitment. European Research on Management and Business Economics, 26(1), 18-25. doi: https://doi.org/10.1016/j.iedeen.2019.12.001   DOI
30 Bloemer, J., Pluymaekers, M., & Odekerken, A. (2013). Trust and affective commitment as energizing forces for export performance. International Business Review, 22(2), 363-380.   DOI
31 Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. London, UK: Palgrave Macmillan.
32 Buil, I., Martinez, E., & Matute, J. (2019). Transformational leadership and employee performance: The role of identification, engagement and proactive personality. International Journal of Hospitality Management, 77, 64-75. doi: https://doi.org/10.1016/j.ijhm.2018.06.014   DOI
33 Burns, J. M. (1978). Leadership. New York, NY: Harper and Row.
34 Chen, C.-F., & Kao, Y.-L. (2014). Investigating the moderating effects of service climate on personality, motivation, social support, and performance among flight attendants. Tourism Management, 44, 58-66.   DOI
35 Hair, J. F., Black, W., Babin, B. J., & Anderson, R. (2010). Multivariate data analysis (7th ed.). Upper Saddle River, NJ: Prentice Hall.
36 Guan, X., Sun, T., Hou, Y., Zhao, L., Luan, Y.-Z., & Fan, L.-H. (2014). The relationship between job performance and perceived organizational support in faculty members at Chinese universities: a questionnaire survey. BMC Medical Education, 14, 50. https://doi.org/10.1186/1472-6920-14-50   DOI
37 Gupta, V., Agarwal, U. A., & Khatri, N. (2016). The relationships between perceived organizational support, affective commitment, psychological contract breach, organizational citizenship behaviour and work engagement. Journal of Advanced Nursing, 72(11), 2806-2817.   DOI
38 Gyensare, M., Anku-Tsede, O., Sanda, M., & Okpoti, C. (2016). Transformational leadership and employee turnover intention. World Journal of Entrepreneurship, Management and Sustainable Development, 12(3), 243-266.   DOI
39 Hakimian, F., Farid, H., Ismail, M. N., & Nair, P. K. (2016). Importance of commitment in encouraging employees' innovative behaviour. Asia-Pacific Journal of Business Administration, 8(1), 70-83. doi: doi:10.1108/APJBA-06-2015-0054   DOI
40 Shaheen, M., & Krishnankutty, R. (2018). The mediation of psychological capital in the relationship of perceived organizational support, engagement and extra-role performance. International Journal of Knowledge Management, 14(4), 30-45.   DOI
41 Shanker, R., Bhanugopan, R., Van der Heijden, B. I., & Farrell, M. (2017). Organizational climate for innovation and organizational performance: The mediating effect of innovative work behavior. Journal of Vocational Behavior, 100, 67-77.   DOI
42 Shantz, A., Alfes, K., & Latham, G. P. (2016). The buffering effect of perceived organizational support on the relationship between work engagement and behavioral outcomes. Human Resource Management, 55(1), 25-38.   DOI
43 Stinglhamber, F., Marique, G., Caesens, G., Hanin, D., & De Zanet, F. (2015). The influence of transformational leadership on followers' affective commitment. Career Development International, 20(6), 583-603.   DOI
44 Stinglhamber, F., Ohana, M., Caesens, G., & Meyer, M. (2020). Perceived organizational support: the interactive role of coworkers' perceptions and employees' voice. Employee Relations: The International Journal, 42(1), 107-124. https://doi.org/10.1108/ER-05-2018-0137   DOI
45 Tsai, C.-Y., Horng, J.-S., Liu, C.-H., & Hu, D.-C. (2015). Work environment and atmosphere: The role of organizational support in the creativity performance of tourism and hospitality organizations. International Journal of Hospitality Management, 46, 26-35.   DOI
46 Udin, Handayani, S., Yuniawan, A., & Rahardja, E. (2017). Antecedents and Consequences of Affective Commitment among Indonesian Engineers Working in Automobile Sector: An Investigation of Affecting Variables for Improvement in Engineers Role. International Journal of Civil Engineering and Technology, 8(10), 70-79.
47 Liu, Y., Ye, L., & Guo, M. (2019). The influence of occupational calling on safety performance among train drivers: The role of work engagement and perceived organizational support. Safety Science, 120, 374-382. https://doi.org/10.1016/j.ssci.2019.07.025   DOI
48 Abou-Moghli, A. (2015). The role of organizational support in improving employees performance. International Business Research, 8(2), 198-203.
49 Chen, T., Hao, S., Ding, K., Feng, X., Li, G., & Liang, X. (2020). The impact of organizational support on employee performance: evidence from the automotive industry with flexible manufacturing in China. Employee Relations, 42(1), 166-179. https://doi.org/10.1108/ER-01-2019-0079.   DOI
50 Cheong, M., Spain, S. M., Yammarino, F. J., & Yun, S. (2016). Two faces of empowering leadership: Enabling and burdening. The Leadership Quarterly, 27(4), 602-616.   DOI
51 Luo, A., Guchait, P., Lee, L., & Madera, J. M. (2019). Transformational leadership and service recovery performance: The mediating effect of emotional labor and the influence of culture. International Journal of Hospitality Management, 77, 31-39. https://doi.org/10.1016/j.ijhm.2018.06.011   DOI
52 MacKenzie, S. B., Podsakoff, P. M., & Rich, G. A. (2001). Transformational and Transactional Leadership and Salesperson Performance. Journal of the Academy of Marketing Science, 29(2), 115-134.   DOI
53 Piccolo, R. F., & Colquitt, J. A. (2006). Transformational leadership and job behaviors: The mediating role of core job characteristics. Academy of Management Journal, 49(2), 327-340.   DOI
54 Palmatier, R. W., Dant, R. P., & Grewal, D. (2007). A comparative longitudinal analysis of theoretical perspectives of interorganizational relationship performance. Journal of Marketing, 71(4), 172-194.   DOI
55 Pancasila, I., Haryono, S., & Sulistyo, B. A. (2020). Effects of Work Motivation and Leadership toward Work Satisfaction and Employee Performance: Evidence from Indonesia. Journal of Asian Finance, Economics and Business, 7(6), 387-397. https://doi.org/10.13106/jafeb.2020.vol7.no6.387   DOI
56 Park, J. H., Newman, A., Zhang, L., Wu, C., & Hooke, A. (2016). Mentoring functions and turnover intention: The mediating role of perceived organizational support. The International Journal of Human Resource Management, 27(11), 1173-1191.   DOI
57 Pradhan, S., & Pradhan, R. K. (2015). An Empirical Investigation of Relationship among Transformational Leadership, Affective Organizational Commitment and Contextual Performance. Vision, 19(3), 227-235. doi: 10.1177/0972262915597089   DOI
58 Arshadi, N., & Hayavi, G. (2013). The Effect of Perceived Organizational Support on Affective Commitment and Job Performance: Mediating Role of OBSE. Procedia - Social and Behavioral Sciences, 84, 739-743. doi: https://doi.org/10.1016/j.sbspro.2013.06.637   DOI
59 Alghusin, N., & Al-Ajlouni, M. I. (2020). Transformational leadership as an antecedent for organisational commitment and job performance in the banking sector of Jordan. International Journal of Productivity and Quality Management, 30(2), 186-213. doi: https://doi.org/10.1504/IJPQM.2020.107814   DOI
60 Alpkan, L., Bulut, C., Gunday, G., Ulusoy, G., & Kilic, K. (2010). Organizational support for intrapreneurship and its interaction with human capital to enhance innovative performance. Management Decision, 48(5), 732-755.   DOI
61 Astrachan, C. B., Patel, V. K., & Wanzenried, G. (2014). A Comparative Studyof CB-SEM and PLS-SEM for Theory development in Family Firm Research. Journal of Family Business Strategy, 5, 116-128.   DOI
62 Avolio, B. J., Bass, B. M., & Jung, D. I. (1999). Re-examining the components of transformational and transactional leadership using the Multifactor Leadership. Journal of Occupational and Organizational Psychology, 72(4), 441-462.   DOI
63 Bass, B. M. (1985). Leadership and performance beyond expectations. New York, NY: The Free Press.
64 Montani, F., Courcy, F., & Vandenberghe, C. (2017). Innovating under stress: The role of commitment and leader-member exchange. Journal of Business Research, 77, 1-13. https://doi.org/10.1016/j.jbusres.2017.03.024   DOI
65 Manas-Rodriguez, M.-A., Diaz-Funez, P.-A., Llopis-Marin, J., Nieto-Escamez, F., & Salvador-Ferrer, C. (2020). Relationship between transformational leadership, affective commitment and turnover intention of workers in a multinational company. International Journal of Social Psychology, 35(1), 100-115. doi: 10.1080/02134748.2019.1682292
66 Martono, S., Khoiruddin, M., Wijayanto, A., Ridloah, S., Wulansari, N. A., & Udin, U. (2020). Increasing Teamwork, Organizational Commitment and Effectiveness through the Implementation of 9borative Resolution. Journal of Asian Finance, Economics and Business, 7(6), 427-437. https://doi.org/10.13106/jafeb.2020.vol7.no6.427   DOI
67 Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61-89.   DOI
68 Nicolaou, A. I., & Masoner, M. M. (2013). Sample size requirements in structural equation models under standard conditions. International Journal of Accounting Information Systems, 14(4), 256-274.   DOI
69 Sears, G. J., Zhang, H., & Han, Y. (2016). Negative affectivity as a moderator of perceived organizational support-work outcome relationships. Personality and Individual Differences, 98, 257-260.   DOI
70 Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: a review of the literature. Journal of Applied Psychology, 87(4), 698-714.   DOI
71 Semedo, A. S. D., Coelho, A. F. M., & Ribeiro, N. M. P. (2016). Effects of authentic leadership, affective commitment and job resourcefulness on employees' creativity and individual performance. Leadership & Organization Development Journal, 37(8), 1038-1055. https://doi.org/10.1108/LODJ-02-2015-0029   DOI
72 Kumar, R. (2005). Research Methodology-A Step-by-Step Guide for Beginners (2nd ed.). Singapore: Pearson Education.
73 Kankanhalli, A., Tan, B. C., & Wei, K.-K. (2005). Contributing knowledge to electronic knowledge repositories: An empirical investigation. MIS Quarterly, 29(1), 113-143. DOI:10.2307/25148670   DOI
74 Karatepe, O. M., & Sokmen, A. (2006). The effects of work role and family role variables on psychological and behavioral outcomes of frontline employees. Tourism Management, 27(2), 255-268.   DOI
75 Khan, A. N., Ali, A., Khan, N. A., & Jehan, N. (2019). A study of relationship between transformational leadership and task performance: The role of social media and affective organisational commitment. International Journal of Business Information Systems, 31(4), 499-516. https://doi.org/10.1504/IJBIS.2019.101583   DOI
76 Kim, H. (2014). Transformational Leadership, Organizational Clan Culture, Organizational Affective Commitment, and Organizational Citizenship Behavior: A Case of South Korea's Public Sector. Public Organization Review, 14(3), 397-417. doi: 10.1007/s11115-013-0225-z   DOI
77 Kirkman, B. L., Chen, G., Farh, J.-L., Chen, Z. X., & Lowe, K. B. (2009). Individual Power Distance Orientation And Follower Reactions To Transformational Leaders: A Cross-Level, Cross-Cultural Examination. Academy of Management Journal, 52(4), 744-764.   DOI
78 Li, J., Kim, W. G., & Zhao, X. (2017). Multilevel model of management support and casino employee turnover intention. Tourism Management, 59, 193-204. https://doi.org/10.1016/j.tourman.2016.08.006   DOI
79 Li, J., & Yuan, B. (2017). Both angel and devil: The suppressing effect of transformational leadership on proactive employee's career satisfaction. International Journal of Hospitality Management, 65, 59-70. https://doi.org/10.1016/j.ijhm.2017.06.008   DOI