Effect of Transformational Leadership on Employee Organizational Commitment: Moderating Role of Emotional Intelligence
Imran Saeed
Institute of Business and Management Sciences, The University of Agriculture, Peshawar, Pakistan
Munir Khan
Department of Agricultural and Applied Economics, The University of Agriculture, Peshawar, Pakistan
Arif Ullah *
College of Economics and Management, Northwest A&F University, Yangling, China
Sana Ibrahim
Institute of Business and Management Sciences, The University of Agriculture, Peshawar, Pakistan
Ponam Irshad
Institute of Business and Management Sciences, The University of Agriculture, Peshawar, Pakistan
Safia Bashir
Law College, Gomal University, Dera Ismail Khan, Pakistan
Amjad Ali
College of Natural Resources and Environment, Northwest A&F University, Yangling, China
*Author to whom correspondence should be addressed.
Abstract
This study examines the relevance of different approaches related to non-pecuniary factors by distinguishing positive from negative work attitudes (e.g., effort and shirking). Using survey data, we quantify the relative importance of several human resource management practices. Results show that the social esteem approach, including pride and shame, is more prevalent than the social preference approach, including reciprocity and fairness, with respect to effort. However, the latter approach is as important as the former approach with respect to shirking. These results are robust, irrespective of gender. Distinguishing the context of work incentives, either effort or shirking, is crucially important when discussing the effects of non-pecuniary factors.
Keywords: Transformational leadership, emotional intelligence and organizational commitment