The Role of Organizational Commitment as Mediation of The Influence of Transformational Leadership on Hotel Employee Performance

##plugins.themes.bootstrap3.article.main##

  •   Krisnawati Setyaningrum Nugraheni

  •   Boge Triatmanto

  •   Yarnest

Abstract


The purpose of this research is to strengthen the function of organizational commitment as a mediator in the process of improving transformational leadership abilities in order to improve the performance of employees working in hotels. There is a positive correlation between all of the variables; in addition to this, transformational leadership has an effect on both employee performance and organizational commitment. Another very significant aspect is the role that organizational commitment plays as a mediator in the connection between transformational leadership and employee performance. This is an extremely crucial aspect. The use of variable organizational commitment as a mediator of the relationship between transformational leadership and employee performance in the research that was carried out in the scope of research at a star hotel in Central Java is a novel approach that contributes to the advancement of the field. The findings of this research have a number of further theoretical ramifications for transformational leadership. In the history of the hospitality industry in Central Java, Indonesia, this particular study has never been carried out. The participants in the study were all staff working in hotels rated as four stars that were located in Central Java, Indonesia. 185 people participated in the study and were included in the sample for analysis. In order to do the analysis, the Amos SEM program was used.



Keywords: Employee Performance, Hospitality, Organizational Commitment, Transformation Leadership.

References

Al-Amin, M. (2017). Leadership and Employee Performance. North South Business Review, 7(2), 28–40. https://doi.org/10.4324/9781315271255-9.

Alessandri, G., Consiglio, C., Luthans, F., & Borgogni, L. (2018). Testing a dynamic model of the impact of psychological capital on work engagement and job performance. Career Development International, 23(1), 33–47. https://doi.org/10.1108/CDI-11-2016-0210.

Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment. Journal of Occupational Psychology, 63, 1-18.

Azka, G., Tahir, M. Q., M, A. K., & Syed, T. H. (2011). Transformational leadership, employee engagement and performance: Mediating effect of psychological ownership. African Journal of Business Management, 5(17), 7391–7403. https://doi.org/10.5897/ajbm11.126.

Buil, I., Martínez, 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. https://doi.org/10.1016/j.ijhm.2018.06.014.

Chen, Y., Ning, R., Yang, T., Feng, S., & Yang, C. (2018). Is transformational leadership always good for employee task performance? Examining curvilinear and moderated relationships. Frontiers of Business Research in China, 12(1), 1–28. https://doi.org/10.1186/S11782-018-0044-8.

Commer, P. J., Sci, S., & Dinc, M. S. (2017). Organizational Commitment Components and Job Performance: Mediating Role of Job Satisfaction. Pakistan Journal of Commerce and Social Sciences, 11(3), 773–789.

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.

Hariyono, T. A., Sanusi, A., & Triatmanto, B. (2017). The Effect of Transformational Leadership, Organizational Commitment and Empowerment on Managerial Performance Through Organizational Citizenship Behavior at PT. Cobra Direct Sale Indonesia. International Journal of Business and Management Invention, 6, 23–31.

Ignatius, J., & Bakri, I. M. A. (2018). Impact Of Job Design And Organizational Culture On Employee Engagement As Mediating Variable In Improving Employee Performance. International Journal of Current Advanced Research, 7(5), 13056–13062. http://dx.doi.org/10.24327/ijcar.2018.13062.2316.

Keskes, I., Sallan, J. M., Simo, P., & Fernandez, V. (2018). Transformational leadership and organizational commitment: Mediating role of leader-member exchange. Journal of Management Development, 37(3), 271–284. https://doi.org/10.1108/JMD-04-2017-0132.

Kim, W., Han, S. J., & Park, J. (2019). Is the role of work engagement essential to employee performance or “nice to have”? Sustainability (Switzerland), 11(4), 1–16. https://doi.org/10.3390/su11041050.

Miner, J. B. (2015). Transformational Leadership Theory: Bernard Bass. Organizational Behavior 1: Essential Theories of Motivation and Leadership, 377–402. https://doi.org/10.4324/9781315702018-30.

Mir, M. M., Khan, A., & Abbas, Q. (2020). Transformational Leadership Style and Talent Retention in Pakistani Banks: A Serial Multiple Mediation Model. Etikonomi, 19(1), 63–76. https://doi.org/10.15408/etk.v19i1.11264.

Mondiani, T. (2012). Pengaruh Kepemimpinan Transformasional Dan Kompensasi Terhadap Kinerja Karyawan PT. PLN (Persero) UPJ Semarang. Jurnal Administrasi Bisnis, 1(1), 46–54. https://doi.org/10.14710/JAB.V1I1.4317.

Murray, W. C., & Holmes, M. R. (2021). Impacts of employee empowerment and organizational commitment on workforce sustainability. Sustainability (Switzerland), 13(6). https://doi.org/10.3390/su13063163.

Preacher, K. J., & Leonardelli, G. J. (2001). Calculation for the Sobel test. Retrieved January, 20, 2009.

Ricky W. Griffin, G. M.-G. B. (2013). Organizational Behavior: Managing People and Organizations. Cengage Learning.

Ruiz-Palomo, D., León-Gómez, A., & García-Lopera, F. (2020). Disentangling organizational commitment in hospitality industry: The roles of empowerment, enrichment, satisfaction and gender. International Journal of Hospitality Management, 90, 102637. https://doi.org/10.1016/j.ijhm.2020.102637

Suharto, Suyanto, & Hendri, N. (2019). The impact of organizational commitment on job performance. International Journal of Economics and Business Administration, 7(2), 189–206. https://doi.org/10.35808/ijeba/227.

Wang, C., Xu, J., Zhang, T. C., & Li, Q. M. (2020). Effects of professional identity on turnover intention in China’s hotel employees: The mediating role of employee engagement and job satisfaction. Journal of Hospitality and Tourism Management, 45(July), 10–22. https://doi.org/10.1016/j.jhtm.2020.07.002.

Downloads

Download data is not yet available.

##plugins.themes.bootstrap3.article.details##

How to Cite
Nugraheni, K. S., Triatmanto, B., & Yarnest. (2022). The Role of Organizational Commitment as Mediation of The Influence of Transformational Leadership on Hotel Employee Performance. European Journal of Business and Management Research, 7(6), 84–88. https://doi.org/10.24018/ejbmr.2022.7.6.1705