Exploring the Influence of Leadership Styles on Organizational Commitment: A Quantitative Study

Citation

Authors

• Sukhmandeep Kaur

  Niagara College – Welland Campus, Welland, Canada

  deepsukh0852@gmail.com

  ORCID: 0009-0007-5029-5862

• DOI https://doi.org/10.63329/av3nz1235

Abstract

The relationship between leadership styles and organizational commitment is examined, focusing on how different leadership approaches influence employees’ commitment levels. Organizational commitment is considered a critical factor in employee retention, job satisfaction, and overall organizational performance. A sample of 220 participants from the services sector was drawn and a quantitative analysis was employed to explore the impact of leadership on commitment. Data was collected using validated scales for leadership styles (e.g., ethical, authentic, and inclusive leadership) and organizational commitment. Statistical analyses, including Cronbach’s alpha, correlation, regression, and t-tests, were conducted to test the hypotheses. A significant positive relationship between ethical and authentic leadership styles and organizational commitment was established while a moderate impact was shown by inclusive leadership. The growing body of literature on leadership and organizational behavior benefits from this study. Practical implications proposed that leadership development programs emphasizing ethical and inclusive practices should be prioritized by organizations to enhance employee commitment and ensure organizational success.

 

Keywords: Authentic leadership, ethical leadership, inclusive leadership, organizational commitment

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