The moderating effects of culture on the relationship of transformational leadership and affective organizational commitment

• Autor(a) principal: Grasser, Magdalena
• Data de Publicação: 2018
• Tipo de documento: Dissertação
• Idioma: eng
• Título da fonte: Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos)
• Texto Completo: http://hdl.handle.net/10071/18362
• topic: Transformational leadership; Affective organizational commitment; Masculinity/femininity; Cross-cultural management; Gestão de recursos humanos; Gestão internacional; Valores culturais; Liderança; Comportamento organizacional; Masculinidade; Feminilidade; Equipa de trabalho

Due to increasing global competition and demographic shifts, companies seek ways of attracting and cultivating relationships with valuable talent. Therefore, affective organizational commitment, as a predictor for long-term relationships with a company, experienced a renewed focus from practitioners and scholars alike. This thesis aims to add more insights to this area of interest by providing an investigation of the moderating effects of the cultural dimension masculinity/femininity on the relationship between transformational leadership and affective organizational commitment. For this, 915 questionnaires of an employee engagement survey of a Life-Sciences company, provided by Mercer Sirota, have first been split into two groups, based on their country of origin’s masculinity score. Then, they were analyzed using linear regression. Despite the limited explanatory power of the tested model, H0 was rejected. The small but existing differences between masculine and feminine cultures may result from divergent value expectations in masculine and feminine societies. The study, however, faced some severe limitations due to the nature of the data. Therefore, it is recommended for future researchers to replicate this study with primary data, focusing more on the individual’s values rather on country-level cultural values. For companies and managers, potential lies in reviewing their HR practices, specifically recruitment, selection and onboarding and train their employees in intercultural sensitivity.