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Effects Of Leadership Style On Job Performance And Organizational Commitment

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Question:

Summarize the article

There is a positive relation between income inequality and mortality. To interpret these relation there are three competing interpretations.

Wilkinson believes that people of the lower ranks of the economy suffer from psychological stresses. The deprivation of status will lead to continuous stress which is going to affect the longevity and increase mortality.

Lynch connects economic inequality and mortality with the material conditions that people of different ranks of economy live into. He says that the part of the population which suffers economic problems live in “deprived communities” characterized by “underinvestment” in the social and physical infrastructure leading to health problems and higher rates of mortality. He says that the material conditions are enough to explain the relation between income inequality and mortality.

Kaplan says that income inequality may not have a direct affect on mortality, he says that income inequality plays a huge role on education.

Multiple regression analysis has shown that high school education seems to affect mortality. Not completing high school education was a more powerful predictor of differences in mortality than income inequality in the US (based on a study done through the Gini coefficient). The results of the study show that absolute deprivation influence mortality more than relative deprivation. An expanded regression analysis indicated that lack of high school education was related to lack of health insurance, belonging to economically depressed minority groups, working in jobs with high risk of injury, and smoking.

 

Answer:

Summary

In order to survive in this growing competitive world successfully, organizational commitment, as well as job performance, is very crucial. Unique leadership style and employee-supervisor relationship have significant impacts on highly satisfied job performance. From small organization to large business enterprises, knowledgeable leadership style can contribute to achieving economic competitiveness as the leaders are so skilled to deal with the unpredictable challenges. Leaders of the organizations are the ones who can manage the employees effectively to promote their productivity for the organizational benefits[1]. However, the performance of the employees also gets highly affected by many other factors from internal as well as external business ends. The senior authorities of the organization should prioritize the needs of employees as well to maintain a healthy working environment throughout the organization. In order to achieve sustainability, management of the company should develop an inductive program to engage and motivate the employees. Moreover, a good working relationship between the subordinates and superiors is also very necessary in the absence of leaders to maintain organizational commitments[2]. All the employees of the organization should be provided fair chances and equal opportunities to show their skills in proper place[3]. These kinds of management help to built confidence and self-esteem amongst the workers to give their best output for the organizational well fare. Managers of the organization should also try to engage an inductive training session to educate the employees properly so that they can contribute equally to achieve organizational commitments. Organization should also incorporate performance motivational strategies such as incentives to encourage a good culture in the working environment. In addition, demographic variables such as work experience and education equally play key roles in the performance of the employees[4]. Therefore, these factors should be considered while recruiting, training and performance management activities.

 

Reasons of Using Regression

The regression model is used to test the impacts of psychological and demographic variables on the criterion of job performance and organizational commitments. By using the regression model, the researcher has shown that relationship between the subordinates and supervisors is positively related to the job performance of the employees and organizational commitment. In addition, from the model it has also found that transformational leadership style has a positive correlation with transactional leadership style but has a negative correlation with unknowledgeable leadership. Negative effects of transactional leadership on the job performance of the workers have also gained from this statistical regression model. In this model, work experience, the relationship of supervisor and subordinates, job satisfaction, transactional and transformational leadership style are considered as the predictors and organizational commitment is considered as the outcome variable. Stepwise analysis through regression model helped to understand that effective leadership style has a major influence on the performance of the employees which in turn contribute to maintaining organizational commitment satisfactorily.

Justification for Choosing Regression Model

The regression model is a statistical tool which helps to investigate relationships between the variables. In this research, regression model has used to analyze the impacts of effective leadership style on the working performance of the employees and organizational commitment. In the article, it has been discovered that performance of the employees can be affected by several factors such as leadership style, internal as well as external business relationships and many others. All these factors equally contributed to maintaining organizational commitment satisfactorily. In order to explore these issues, the researcher has collected some reliable data from valid sources to evaluate the quantitative effects of casual variables on the outcomes. Use of multiple regression models helps to draw accurate results at the end of the research work.

 

Reference

Babalola, Sunday Samson. "The Effect Of Leadership Style, Job Satisfaction And Employee-Supervisor Relationship On Job Performance And Organizational Commitment." Journal of Applied Business Research (JABR) 32, no. 3 (2016): 935-946.

[1] Babalola, Sunday Samson. "The Effect Of Leadership Style, Job Satisfaction And Employee-Supervisor Relationship On Job Performance And Organizational Commitment." Journal of Applied Business Research (JABR) 32, no. 3 (2016): 935-946.

[2] Babalola, Sunday Samson. "The Effect Of Leadership Style, Job Satisfaction And Employee-Supervisor Relationship On Job Performance And Organizational Commitment." Journal of Applied Business Research (JABR) 32, no. 3 (2016): 935-946.

[3] Babalola, Sunday Samson. "The Effect Of Leadership Style, Job Satisfaction And Employee-Supervisor Relationship On Job Performance And Organizational Commitment." Journal of Applied Business Research (JABR) 32, no. 3 (2016): 935-946.

[4] Babalola, Sunday Samson. "The Effect Of Leadership Style, Job Satisfaction And Employee-Supervisor Relationship On Job Performance And Organizational Commitment." Journal of Applied Business Research (JABR) 32, no. 3 (2016): 935-946.

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