Transformational leadership and organizational commitment in a multinational organization : The mediating role of cultural intelligence

국문 초록 (Abstract)

이 연구는 문화적 지능의 매개 역할에 초점을 맞추어 가나의 다국적 조직 내에서 변혁적 리더십이 조직몰입에 미치는 영향을 조사한다. 이 연구는 이러한 조직에서 변혁적 리더십의 관련성을 평가하고, 조직 헌신을 촉진하는 데 미치는 영향을 평가하며, 문화 지능이 이러한 관계를 매개하는 정도를 탐구하는 것을 목표로 한다.
이 연구는 혼합 방법 접근법을 활용하여 변혁적 리더십이 신뢰, 열린 의사소통, 공유된 비전을 촉진함으로써 긍정적인 업무 환경을 조성한다는 사실을 밝혀냈다. 변혁적 리더는 혁신을 고취하고 직무 만족도를 높이며 윤리적 행동을 장려하여 직원들의 참여도와 몰입도를 높이는 데 기여한다. 개별적인 배려, 지적 자극, 영감을 주는 동기 부여와 같은 주요 리더십 자질은 직원들을 조직에 정서적으로 애착을 갖게 하고 개인의 목표를 조직의 가치와 일치시키는 것으로 밝혀졌다.
이 연구는 변혁적 리더십과 조직몰입 간의 강력한 상관관계를 강조하는 반면, 문화적 지능의 매개 역할은 그다지 중요하지 않은 것으로 나타났다. 그럼에도 불구하고 문화적 지능이 높은 리더는 포용적인 환경을 조성하여 다양한 문화적 환경에서 더 나은 소통과 협업을 촉진하는 능력을 보여주었다.
다국적 조직을 위한 권장 사항으로는 리더십 개발에 투자하고, 대상별 교육을 통해 문화적 역량을 강화하며, 투명한 커뮤니케이션을 우선시하는 것이 있다. 이러한 전략은 직원들의 참여와 헌신을 강화하여 궁극적으로 문화적으로 다양하고 역동적인 글로벌 환경에서 조직의 성공을 이끌 수 있다.
이 연구는 다국적 환경에서의 리더십 역학에 대한 폭넓은 이해에 기여하여 변혁적 리더십과 문화적 지능이 어떻게 상호 작용하여 조직의 헌신에 영향을 미치는지에 대한 통찰력을 제공한다. 가나의 다국적 기업에 초점을 맞춘 이 연구 결과는 문화적 다양성으로 인한 문제를 해결하는 데 있어 적응적 리더십 접근법의 중요성을 강조한다. 향후 연구에서는 다른 지리적 또는 산업별 맥락에서 문화적 지능의 역할을 추가로 탐구하여 연구 결과의 일반화 가능성을 높일 수 있다.

다국어 초록 (Multilingual Abstract)

This research investigates the impact of transformational leadership on organizational commitment within multinational organizations in Ghana, with a focus on the mediating role of cultural intelligence. The study aims to assess the relevance of transformational leadership in such organizations, evaluate its influence on fostering organizational commitment, and explore the extent to which cultural intelligence mediates this relationship.
Utilizing a mixed-methods approach, the study reveals that transformational leadership creates a positive work environment by fostering trust, open communication, and a shared vision. Transformational leaders inspire innovation, enhance job satisfaction, and promote ethical behavior, contributing to a more engaged and committed workforce. Key leadership qualities such as individualized consideration, intellectual stimulation, and inspirational motivation were found to emotionally attach employees to their organizations, aligning their personal goals with organizational values.
While the research highlights the strong correlation between transformational leadership and organizational commitment, the mediating role of cultural intelligence proved less significant. Nevertheless, leaders with higher cultural intelligence demonstrated the ability to create inclusive environments, fostering better communication and collaboration across diverse cultural settings.
Recommendations for multinational organizations include investing in leadership development, enhancing cultural competence through targeted training, and prioritizing transparent communication. These strategies can strengthen employee engagement and commitment, ultimately driving organizational success in a culturally diverse and dynamic global environment.
This study contributes to the broader understanding of leadership dynamics in multinational settings, offering insights into how transformational leadership and cultural intelligence interplay to influence organizational commitment. By focusing on Ghanaian multinationals, the findings underscore the importance of adaptive leadership approaches in addressing the challenges posed by cultural diversity. Future research could further explore the role of cultural intelligence in other geographical or industry-specific contexts to enhance the generalizability of the findings.

목차 (Table of Contents)

• CHAPTER ONE: INTRODUCTION 1
• 1.1 Background 1
• 1.2 Problem Statement 11
• 1.3 Research Objective 18
• 1.4 Specific Objectives 19
• 1.5 Research Hypotheses 19
• 1.6 Research Scope 21
• 1.7 Research Significance 22
• 1.8 Research Methodology 23
• 1.9 Organization of the Research 24
• CHAPTER TWO: LITERATURE REVIEW 26
• 2.1 Overview of Key Terms 27
• 2.1.1 Leadership 27
• 2.1.2 Transformational Leadership 33
• 2.1.3 Organizational Commitment 36
• 2.1.4 Cultural Intelligence 40
• 2.1.5 Multinational Organization 44
• 2.2 Concept of Transformational Leadership 46
• 2.2.1 Common characteristics of transformational leaders include: 47
• 2.2.2 Transformational Leadership Theory 56
• 2.2.3 Transformational Leadership and Multinational Organizations 59
• 2.3 Influence of Transformational Leadership in an Organization 63
• 2.4 Criticisms of Transformational Leadership 68
• 2.5 Commitment within an Organization 70
• 2.5.1 Theories on Organizational Commitment 72
• 2.5.2 OC as a Multi-Dimensional Construct 75
• 2.5.3 Affective commitment “AC” 77
• 2.5.4 Continuance commitment “CC” 79
• 2.5.5 Normative commitment “NC” 80
• 2.5.6 The Predictors of OC 81
• 2.6 Cultural Intelligence in an Organization 85
• 2.7 Organizational Cultural Intelligence Constructs 88
• 2.7.1 Theories on Cultural Intelligence in an Organization 89
• 2.7.2 Cultural Knowledge 90
• 2.7.3 Cultural Skills 91
• 2.7.4 Cultural Metacognition 92
• 2.8 Transformational Leadership as a Driver of Organizational Commitment 93
• 2.9 Transformational Leadership and Cultural Intelligence 97
• 2.10 Cultural Intelligence and Organizational Commitment 100
• 2.11 Conceptual Framework 103
• 2.12 Review of Related Theories 105
• CHAPTER THREE: RESEARCH METHODOLOGY 109
• 3.1 Research Philosophy 110
• 3.2 Research Design 112
• 3.3 Research Approach 114
• 3.4 Research Data 115
• 3.5 Research Population 117
• 3.6 Research Sample 119
• 3.7 Research Instrument 121
• 3.8 Data Analysis 122
• 3.9 Reliability and Validity of Data 125
• 3.10 Ethical Considerations 126
• CHAPTER FOUR: DATA ANALYSIS AND RESULTS 128
• 4.1 Demographic Profile of Respondents 129
• 4.2 Relevance of Transformational Leadership to a Multinational Organization 133
• 4.3 Assessing the Role of Transformational Leadership as a Driver of Organizational Commitment in a Multinational Organization 149
• 4.4 Assessing the Partial Mediating Role of Cultural Intelligence in the Relationship between Transformational Leadership and Organizational Commitment in a Multinational Organization 166
• CHAPTER FIVE: DISCUSSION OF FINDINGS 173
• 5.1 Background and Purpose of Findings Discussion 173
• 5.2 Discussion of Findings 173
• 5.2.1 To determine the relevance of transformational leadership to a multinational organization 173
• 5.2.2 To assess the role of transformational leadership as a driver of organizational commitment in a multinational organization 175
• 5.2.3 To assess the partial mediating role of cultural intelligence in the relationship between transformational leadership and organizational commitment in a multinational organization 176
• CHAPTER SIX: CONCLUSION AND RECOMMENDATIONS 179
• 6.1 Conclusion 179
• 6.2 Recommendations 181
• 6.2.1 Policy Implementation 181
• 6.2.2 Industry Implementation 181
• 6.3 Directions for Future Research 182
• BIBLIOGRAPHY 184
• APPENDIX 262
• 국문초록 266

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508. Can Adaptive–Academic Leadership Duo Make Universities Ready for Change? Evidence from Higher Education Institutions in Pakistan in the Light of COVID-19., Sohaib Zubair Mukaram, Mukaram, Aamna Tariq, Ali Khan, Rathore Kashif and, Syed, Rizwan, Qaiser Danish, Management Research Review 44, no. 11 (2021): 1478–1498, , 2021

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