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(solution) please complete the following synopsis kindly. if you need a


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The impact of individual consideration on organizational commitment, with the mediation

 

of role clarification.

 

Summary

 

Introduction

 

The industry of Information Technology (IT) has gained high significance and progress

 

all over the world. Despite this fact, many IT organizations have been tackling with the problem

 

of ineffective human resource retainment. As a result of this issue, there have been tremendous

 

turnover rates in the IT industry for the past few years. This perspective has been well

 

established and acknowledged by the previous surveys and research works. It is found that

 

highest turnover rates are present in IT industry of India, followed by that of China, Switzerland,

 

U.S. and Canada (Pastore, 2008). Many It professionalists tend to change their field. This factor

 

is most prominent among the employees having experience of one to five years. The high

 

turnover rate can also attributed to the fact that at this level of expertise, the employees are more

 

likely to find other job opportunities. Resultantly, it has been noted that the employees working

 

with lower skill level has the highest turnover rate of about 25 to 30 percent [Swa04]. Therefore,

 

it is highly essential for the It organizations to address this problem in order to overcome the

 

extensive turnover trend among the IT professionals.

 

Employee turnover is affected largely by employees? organizational commitment. An assessment

 

of Meyer and Allen?s three component model of organizational commitment shows that an

 

employee?s affective commitment to the organization was the most important component of

 

organizational commitment in predicting turnover intentions [Cam02]. Each component of

 


 

commitment is significantly and negatively correlated with turnover intentions and an

 

employee?s affective commitment to the organization is the most important component of

 

organizational commitment in predicting turnover intentions. Lee and Mowday (2006) found that

 

organizational commitment explained a significant proportion of incremental variance in

 

intention to leave.

 

In this age of accelerating attrition rates, leaders are more important than ever. An effective

 

leader can enhance an employee?s organizational commitment. Over the last two decades,

 

considerable literature has accumulated on transformational leadership [Ong07]. The present

 

organizational focus on revitalizing and transforming organizations to meet competitive

 

challenges ahead has been accompanied by increasing interest among researchers in studying

 

transformational leadership (Dharwadkar 2001). Such leadership is necessary for optimal

 

subordinate satisfaction, commitment, and performance. There exists a relationship between

 

transformational leadership behaviors and various outcomes measured at the individual and

 

organizational level [Ong07]. In addition to transformational leadership, work beliefs of an

 

individual could also affect his or her organizational commitment. Studies have shown a positive

 

relationship between work beliefs and commitment (Finegan, 2000).

 

In the present research work, the impact of individual consideration on organizational

 

commitment of employees and hence their willingness to continue to work in the organization

 

has been studied in the IT industry. Moreover, mediation of role clarification will be analyzed in

 

order to assess the impact of this feature on the relation between transformational leadership and

 

organizational commitment.

 

Need of the study

 


 

The relation of transformational leadership (TL) and organizational commitment (OC) is

 

of great interest in various industries. In order to study the interaction of both these factors

 

various studies have been conducted in different countries and industries. The mediating role of

 

OC on TL has been studied in shoe industry of China [Yeh12], effect of TL on OC along with

 

psychological empowerment has been studied in manufacturing company of Malaysia [Ibr15],

 

impact of TL on OC along with organizational culture has been studied in various industries of

 

Egypt, impact of TL on OC have been studied in various industries of world [Giv08], impact of

 

TL on psychological strain has been studied with mediating role of OC in manufacturing

 

industry of Germany [Fra11], impact of TL on OC has been studied with mediating role of

 

psychological empowerment of health industry in Singapore (Avoloi et al 2004), impact of TL on

 

OC with mediating role of management control system has been studied (Kliene and

 

Weibenberger 2013), impact of TL on OC has been studied in banking and food sector [Eme07],

 

impact of TL on OC has been studied along with mediating role of leader gender in

 

manufacturing company of India [Ver], impact of TL on OC has been studied extensively in

 

various industries [Ebr16].

 

In Information Technology industry, focus has been laid on identification of impact of

 

leadership on burn out rate of professionals (Hetland et al 2007), impact of TL on employee

 

performance (Pradeep and Prabhu 2011), impact of TL on OC along with work-related beliefs

 

[Cha09], OC in IT industry (Lumley et al 2011).

 

In Pakistan, limited research data is available on the topic of relation between

 

transformational leadership and organizational commitment. . In 2011, Sabir et al. attempted to

 

explore impact of TL on OC with the mediating role of employee values. In 2011, Sabir et al.

 

attempted to explore impact of TL on OC with the mediating role of employee values. In 2015,

 


 

Sarwar et al. disclosed the impact of TL on organizational commitment in the research and

 

development sector of IT industry. Hence, it is quite evident from the above discussion that

 

limited research has been conducted in the IT industry of Pakistan in order to study relation of

 

TL and OC. The aspect of individual consideration has also remained an unexplored topic in IT

 

industry. Moreover, the mediation of role clarification approach of team building has never been

 

studied in any industry and country. Thus, there is a need to understand interaction of this factor

 

in enhancing the relationship of individual consideration of TL and OC in the IT industry of

 

Pakistan.

 

Objectives

 

1

 


 

To determine the relationship between individual consideration and organizational

 


 

2

 


 

commitment.

 

To determine the relationship between individual consideration and role clarification

 


 

3

 


 

approach.

 

To determine the relationship between role clarification approach and organizational

 


 

4

 


 

commitment.

 

To determine the relationship between individual consideration and organizational

 

commitment with the mediation of role clarification approach.

 


 

Problem Statement

 

Determination of impact laid by individual consideration, an important aspect of

 

transformational leadership, on the organizational commitment, with the mediating factor of role

 

clarification approach, a perspective of team building, in the IT industry of Nestol.

 

Research Questions

 


 

1. What is the relationship between individual consideration and organizational

 

commitment?

 

2. What is the relationship between individual consideration and role clarification approach?

 

3. What is the relationship between role clarification approach and organizational

 

commitment?

 

4. What is the relationship between individual consideration and organizational commitment

 

with the mediation of role clarification approach?

 

Significance of the study

 

The present study seeks to contribute to a better understanding of the mechanisms through which

 

transformational leadership behavior of managers influences organizational commitment among

 

IT professionals. It will help to articulate a better theoretical understanding of this relationship.

 

Moreover, the mediating effect of role clarification theory on this relationship will be analyzed.

 

It has been noted that there is high burnout rate in IT industry all over the world, at the moment

 

(Burnes 2006). The reason of increased dissatisfaction among the IT professionals and their

 

unexpected termination of the field was found to be instability in the work environment, the

 

absence of leadership trust and organizational commitment (Vyas & Shrivastava 2015). The

 

effective transformational leadership has proved to be accountable in decreasing burnout rate in

 

IT professionals (Hetland et al 2007). Thus, it is highly important to study effect of

 

transformational leadership in increasing organizational commitment, in order to enhance

 

retention time in IT organizations and field. Consequently, it is significant to explore various

 

mediating factors which can be improvised in IT industry of Pakistan to enhance this important

 

relationship (Sabir et al. 2011). Thus, the present study would help the leaders of IT industry to

 

understand their role in enhancing organizational commitment among their followers by adopting

 

the approach of role clarification.

 


 

Literature Review

 

Theoretical Model

 

Operational definitions of variables:

 

Individual consideration: The degree to which the leader attends to each follower's needs, acts as

 

a mentor or coach to the follower and listens to the follower's concerns and needs [Yeh12].

 

Role clarification approach: Role clarification emphasizes improving team members'

 

understanding of their own and others' respective roles and duties. This is intended to reduce

 

ambiguity and foster understanding of the importance of structure by activities aimed at defining

 

and adjusting roles[Sal05].

 

Organizational commitment: Organizational commitment indicates that individual goal is similar

 

or identical with organizational goals and can stimulate employees? productivity and loyalty

 

(Chen & Aryee, 2007).

 


 

Transformational leadership

 

INDIVIDUAL

 

CONSIDERATION

 


 

Team building

 

ROLE

 

CLARIFICATION

 

APPROACH

 


 

ORGANIZATIONAL

 

COMMITMENT

 


 

Independent Variable

 


 

Mediator

 


 

Dependent Variable

 


 

Justification of the model

 

The relation between transformational leadership and organizational commitment is a

 

topic of interest for many previous years. Various aspects of transformational leadership and

 

organizational commitment have been explored in this regard [Eme07]. Moreover, the essence of

 

this relation has been depicted with the mediating role of factors such as psychological

 

empowerment [Ibr15], management control system (Kliene and Weibenberger 2013), leader?s

 

gender [Ver], work-related beliefs [Cha09], employee values [Sab11]. However, the factor of

 

team building as a mediator remain unexploited. Therefore, the present study asserts to develop a

 

theoretical model, encompassing of an eminent mediating factor, which remained undiscussed

 

somehow in the previous studies. Another justification for choosing the variables of individual

 

consideration, role clarification approach and organizational commitment is based on their

 

essential impact on IT industry (Hetland et al 2007; Pradeep and Prabhu 2011; Chandna and

 

Krishnan 2009; Lumley et al 2011). However, their interrelation has not yet been studied in IT

 

industry of Pakistan. The present study aims to fill this gap on the basis of proposed theoretical

 

model.

 

The theoretical model of present research study is related to project management because the

 

relationship under study is affirmative in attaining the completion and goals of a project. With

 

the presence of transformational leadership and organizational commitment, it is quite difficult

 


 

for an employee to achieve defined objectives of a project or organization(Hetland et al 2007).

 

Similarly, team building with role clarification approach is an additional factor, which is assumed

 

to make this relation stronger (Pradeep and Prabhu 2011).

 

Hypothesis

 

Hypothesis 1. Individual consideration has positively significant relation with organizational

 

commitment.

 

Hypothesis 2. Individual consideration has positively significant relation with role clarification

 

approach.

 

Hypothesis 3. Role clarification approach has positively significant relation with organizational

 

commitment.

 

Hypothesis 4. Individual consideration has positively significant relation with organizational

 

commitment, with the mediation of role clarification approach.

 

Research Methodology

 

Research setting

 

For this study, the research setting was IT industry of Nestol.

 

Sample and sampling technique

 

This research study will use non probability convenience sampling. The sampling frame

 

includes the IT industry employees of Nestol company. This study consists of a sample size with

 

300 respondents. The sample size was selected on the basis of easy availability and of the

 

potential respondents, along with the willingness of a employees to be treated as a respondent.

 


 

Research design

 

The present research study is quantitative. Quantitative study includes inferential and

 

empirical studies to generate the result with the use of statistical techniques to identify the effect

 

and relationship of the variables.

 

Data analysis

 

To evaluate the data, SPSS (Statistical packages for social sciences) will be used. To acquire the

 

results, descriptive technique will be used along with statistical tests of regression, reliability and

 

correlation

 


 

 


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DATE ANSWERED

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