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Abstract
This study examines transformational leadership and employee commitmentofNNPC, Port Harcourt, Rivers State. The population of this study is designed to constitute all management and junior staff of NNPC Port Harcourt, Rivers State. The population of the study was made to be one hundred (100). The Taro Yemen’s formula was used to determine the sample size of 80. Findings reveal that there is a significant relationship between transformational leadership and employee performance. Based on the findings of the study, recommendations were made that the transformational leadership in NNPC Port Harcourt would further empower their employees by developing teams and according some measure of power and authority to their employees. In this way, employees would ignite their potentials, feel part of an organization and perform maximally for the organization the NNPC Port Harcourt would immediate reduces the autocratic leadership practices. Hence, NNPC Port Harcourt would advocate for the better leadership styles that suites different situations so as to reduce the dominance of autocratic leadership unless in situations where it is necessary and that it was important for the NNPC Port Harcourt to provide professional performance guidelines that create a sense of responsibility to employees.
Table of Contents
Title Page i
Cover Page ii
Declaration iii
Certification iv
Dedication v
Acknowledgements vi
Abstract vii
Table of Contents viii
List of Tables x
List of Figures xi
CHAPTER 1 1
INTRODUCTION 1
1.1 Background of the Study 1
1.2 Statement of Problem 3
1.3 Objectives of the Study 4
1.4 Research Questions 5
1.5 Research Hypotheses 5
1.6 Significance of the Study 6
1.7 Scope of the Study 7
1.8 Limitation of the Study 7
1.9 Definition of Terms 8
CHAPTER 2 10
LITERATURE REVIEW 10
2.1.1 Concept of Leadership 11
2.1.2concept of Transformational Leadership 13
2.1.2 Dimensions of Leadership 14
2.1.3 Employee Commitment 16
2.1.4 Measures of Organizational Commitment 18
2.2 Theoretical Framework 20
2.3transformational Leadership and Employee Commitment 23
2.4 Empirical Review 24
CHAPTER 3 26
RESEARCH METHODOLOGY 26
3.1 Research Design 26
3.2 Sample Design 27
3.3 Population 27
3.4 Sample Size 28
3.5 Method of Data Collection 29
CHAPTER 4 31
DATA PRESENTATION AND ANALYSIS 31
4.1 Data Collection and Presentation 31
4.2 Data Analysis 32
4.3 Hypothesis Testing 36
4.4 Discussion of Findings 38
CHAPTER 5 41
SUMMARY, CONCLUION AND RECOMMENDATIONS 41
5.1 Summary 41
5.2 Conclusion 41
5.3 Recommendation 42
References 43
Appendices 47
List of Tables
Table 4.1: Questionnaire Administration and Retrieval 31
Table 4.2: show age bracket of respondents 32
Table 4.3: show sex of respondents 32
Table 4.4: Academic Qualification 33
Table 4.5: Marital status 33
Table 4.6:If Inspirational Motivation associate with employee commitment. 34
Table 4.7: If Intellectual Stimulation associate with employee commitment. 34
Table 4.8: Response showing the relationship between Idealized Influence and 35
Table 4.9: Response showing the relationship between organizational 35
List of Figures
Fig. 2.1: A Conceptual Framework on Leadership and Subordinate Employee Commitment 10
CHAPTER 1
INTRODUCTION
1.1 Background of the Study
The most valuable and indispensable resource that any organization needs in order to be effective and efficient is human resource. Givens (2008) has argued that well-qualified and capable personnel are important in context of achieving goals and objectives of an organization. The success of an organization depends on the hard working, loyal and involved managers and employees. Leadership is a bond which makes people to work together. Organizations at present are more concerned about understanding, development and improvement of their leadership. Transformational leadership is a modern approach towards leadership. Thamrin (2012) has defined transformational leadership as what leaders’ do in order to transforms the values, needs, aspirations, followers’ priorities and also motivates their followers to exceed expectations.
Transformational leadership theory has captured the interest of many researchers in the field of organizational leadership over the past three decades. Burns developed this theory (1978) and later Bass (1978,1985). The major premise of the transformational leadership theory is the leader’s ability to motivate the follower to accomplish more than what the follower planned to accomplish (Metwally, 2014). Transformational leadership has four components: idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration (Thamrin, (2012). Transformational leaders inspire followers to accomplish more by concentrating on the follower’s values and helping the follower align these values with the values of the organization. Furthermore, Burns identified transformational leadership as a relationship in which the leader and the follower motivated each other to higher levels which resulted in value system congruence between the leader and the follower (Metwally, 2014).
Transformational leadership has been associated with the personal outcomes, (Arnold K, Barling J, Kelloway K., 2000) of the follower as well as organizational outcomes. Research has shown that transformational leadership impacts follower satisfaction (Metwally, 2014) and commitment to the organization (Givens 2008). Research has also shown that transformational leadership impacts employee commitment to organizational change and organizational conditions (Arnold K, Barling J, Kelloway K., 2000). Due to its impact on personal and organizational outcomes, transformational leadership is needed in all organizations (Givens 2008).
Leadership is associated with organizational and employee performance, (Thamrin 2012). Leadership plays an important role in determining employees’ commitment. Researchers have found that employees who are pleased with their supervisors/leaders and feel that they are being treated with respect and are valued by their management feel more attachment with their organizations ( Usman A 2011). Commer P., (2013), defined employee commitment as worker’s level of involvement with his job and organization. Organizational commitment can be attributed as employees’ loyalty and faithfulness towards organization and his intensions to be the part of that organization. Organizational commitment has significant importance because committed workers have less intension to quit the job, less often absent and highly motivated to perform at advanced level.An employee’s commitment to an organization is usually a choice that they make depending on theirenvironmental surroundings. Therefore, the study is intended to examine the relationship between transformational leadership and employee commitment.
1.2 Statement of Problem
An employee’s commitment to an organization is usually a choice that they make depending on theirenvironmental surroundings. Employee commitment as worker’s level of involvement with his job and organization it includes executing defined duties, meeting deadlines, employee competency, effectiveness and efficiency in doing work. Various organizations need strong transformational leadership styles that stimulate the employee commitment. Some organizations such as NNPC Port Harcourt face the problems:
a) Poor innovation,
b) Low productivity,
c) Inability to meet performance targets.
d) Inability to achieve departmental goal.
These problems happen due to lack of strategic interventions of specific transformational leadership,to the particular situations was predicted as the problem at hand. This problem was continuously affecting employee commitment. That’s why study investigates how transformational leadership stimulates the commitment of employee’s.
1.3 Objectives of the Study
The main objective of the study was to investigate the relationship between transformational leadership and employee commitment. The specific objectives are as follows:
1. To examine the relationship between Inspirational Motivation and employee commitment in NNPC Port Harcourt.
2. To examine the relationship between Intellectual Stimulation and employee commitment in NNPC Port Harcourt.
3. To examine the relationship between Idealized Influence and employee commitment in NNPC Port Harcourt.
4. To examine the relationship between organizational culture and employee commitment in NNPC Port Harcourt.
1.4 Research Questions
1. Does Inspirational Motivation associate with employee commitment in NNPC Port Harcourt?
2. Does Intellectual Stimulation associate with employee commitment in NNPC Port Harcourt?
3. Does Idealized Influence associate with employee commitment in NNPC Port Harcourt?
4. Does organizational culture associate with employee commitment in NNPC Port Harcourt?
1.5 Research Hypotheses
HO:There is no significant relationship between transactional leadership and employee commitment in NNPC Port Harcourt.
HA:There is a significant relationship betweentransactional leadership and employee commitment in NNPC Port Harcourt.
1.6 Significance of the Study
The completion of this dissertation will provide understanding of the concept present so as to generate data and information that every planner could use in order to come up with strategies, plans and designs that will strategically position them in the highly competitive, diverse, and complex business environment that is experienced at present.
By fulfilling the aims that were stated in the objectives section, this study will be helpful for other researchers who may be focusing on understanding the concept of effective transformational leadership style. The notable significance of this study is the possibility that other researchers may be able to use the findings in this study for future studies that will create a huge impact on society. This study finding can be used for other findings that might prove to be helpful in introducing changes to the business.
The present study findings have been significant in number of ways. It has been contributed to the body of knowledge by; since the present area is highly under researched in Nigeria and developing countries. No study has been found to investigate the relationship between transformational leadership employee commitments in Nigeria. So, present study suppose that the findings of the present study has been helped the leaders in organization of Nigeria especially in NNPC Port Harcourt and those in developing countries in general to answer the long standing question of how to enhance employee commitment.
1.7Scope of the Study
This study covered an examination of strategic contributions of transformational leadership on employee commitment of NNPC Port Harcourt, Rivers State as its geographical scope.
The study only focused on exploring how intellectual stimulation, Inspirational motivation and idealized influence.
1.8Limitation of the Study
In carrying out an investigation of this native the researcher must of necessity be faced the following constraint.
Firstly, the time constraint’s the time frame provision for this study was short.
Secondly, financial constraints. Usually, a study of this nature involved some level of expenditure therefore, finance was also a limiting factor.
Thirdly, poor response from the respondent and inability to access the entire population of the study. In the next segment significance of the study will be discussed. Lastly, poor measurement instrument.
1.9Definition of Terms
AFFECTIVE COMMITMENT: It is the employee’s emotional attachment to the organization
CONTINUANCE COMMITMENT: Continuance commitment develops out of the perceived cost (benefit against loss), and requires that the employee should be aware of these benefits and loses
EMPLOYEE COMMITMENT: An employee’s commitment to an organization is usually a choice that they make depending on their environmental surroundings.
EMPLOYEE COMMITMENT: Employees’ commitment toward job is important for researchers and academicians in financial organizations due to bankers play the central role in their organizational performance
EMPLOYEES: A person employed for wages or salary, especially at non-executive level.
LEADERSHIP: The action of leading a group of people or an organization, or the ability to do this.
NORMATIVE COMMITMENT: Normative commitment reflects a feeling of obligation to continue employment.
PERFORMANCE: The action or process of performing a task or function.
SUBORDINATE: A person under the authority or control of another within an organization.
TRANSFORMATION MOTIVATION: Transformational motivation is the promotion of consistent vision, mission, and a set of values to the members.