The moderating effects of culture on the relationship of transformational leadership and affective organizational commitment
Autor(a) principal: | |
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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 |
Resumo: | 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. |
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The moderating effects of culture on the relationship of transformational leadership and affective organizational commitmentTransformational leadershipAffective organizational commitmentMasculinity/femininityCross-cultural managementGestão de recursos humanosGestão internacionalValores culturaisLiderançaComportamento organizacionalMasculinidadeFeminilidadeEquipa de trabalhoDue 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.Devido à crescente competição a nível global e a alterações demográficas, as empresas procuram formas de atrair e formar relações com talento de alto valor acrescentado. O compromisso organizacional afetivo como preditor de relações a longo prazo com uma empresa tem sido alvo de um foco renovado de atenção quer por profissionais como por académicos. Esta tese procura trazer novos contributos para esta área de interesse ao fornecer uma investigação sobre os efeitos moderadores da masculinidade como dimensão cultural na relação entre liderança transformacional e compromisso organizacional afetivo. Para o efeito, 915 questionários de um inquérito sobre o envolvimento dos colaboradores na empresa LifeSciences, providenciado pela Mercer Sirota, foram inicialmente divididos em dois grupos, com base no índice de masculinidade do seu país de origem. Consequentemente, estes foram analisados usando regressão linear. Ainda que a significância do modelo testado fosse limitada, H0 foi rejeitada. As diferenças, ainda que ligeiras, existentes entre culturas masculinas e femininas podem ser o resultado de expetativas a nível de valores divergentes em sociedades masculinas e femininas. No entanto, este estudo sofreu de várias limitações de alguma magnitude devido à natureza dos dados. Como tal, é recomendado que investigadores no futuro repliquem este estudo com dados primários, focando-se mais nos valores dos indivíduos do que em valores culturais a nível de país. Para empresas e gestores, será proveitoso rever as suas práticas de RH, nomeadamente recrutamento, seleção e integração, e formar os seus colaboradores em sensibilidade intercultural.2019-07-04T10:56:37Z2018-11-09T00:00:00Z2018-11-092018-09info:eu-repo/semantics/publishedVersioninfo:eu-repo/semantics/masterThesisapplication/pdfapplication/octet-streamhttp://hdl.handle.net/10071/18362TID:202024636engGrasser, Magdalenainfo:eu-repo/semantics/openAccessreponame:Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos)instname:Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informaçãoinstacron:RCAAP2023-11-09T17:23:18Zoai:repositorio.iscte-iul.pt:10071/18362Portal AgregadorONGhttps://www.rcaap.pt/oai/openaireopendoar:71602024-03-19T22:10:41.270400Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) - Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informaçãofalse |
dc.title.none.fl_str_mv |
The moderating effects of culture on the relationship of transformational leadership and affective organizational commitment |
title |
The moderating effects of culture on the relationship of transformational leadership and affective organizational commitment |
spellingShingle |
The moderating effects of culture on the relationship of transformational leadership and affective organizational commitment Grasser, Magdalena 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 |
title_short |
The moderating effects of culture on the relationship of transformational leadership and affective organizational commitment |
title_full |
The moderating effects of culture on the relationship of transformational leadership and affective organizational commitment |
title_fullStr |
The moderating effects of culture on the relationship of transformational leadership and affective organizational commitment |
title_full_unstemmed |
The moderating effects of culture on the relationship of transformational leadership and affective organizational commitment |
title_sort |
The moderating effects of culture on the relationship of transformational leadership and affective organizational commitment |
author |
Grasser, Magdalena |
author_facet |
Grasser, Magdalena |
author_role |
author |
dc.contributor.author.fl_str_mv |
Grasser, Magdalena |
dc.subject.por.fl_str_mv |
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 |
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 |
description |
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. |
publishDate |
2018 |
dc.date.none.fl_str_mv |
2018-11-09T00:00:00Z 2018-11-09 2018-09 2019-07-04T10:56:37Z |
dc.type.status.fl_str_mv |
info:eu-repo/semantics/publishedVersion |
dc.type.driver.fl_str_mv |
info:eu-repo/semantics/masterThesis |
format |
masterThesis |
status_str |
publishedVersion |
dc.identifier.uri.fl_str_mv |
http://hdl.handle.net/10071/18362 TID:202024636 |
url |
http://hdl.handle.net/10071/18362 |
identifier_str_mv |
TID:202024636 |
dc.language.iso.fl_str_mv |
eng |
language |
eng |
dc.rights.driver.fl_str_mv |
info:eu-repo/semantics/openAccess |
eu_rights_str_mv |
openAccess |
dc.format.none.fl_str_mv |
application/pdf application/octet-stream |
dc.source.none.fl_str_mv |
reponame:Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) instname:Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação instacron:RCAAP |
instname_str |
Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação |
instacron_str |
RCAAP |
institution |
RCAAP |
reponame_str |
Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
collection |
Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
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Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) - Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação |
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