Police transformational leadership and organizational commitment

Hee Sub Shim · Youngoh Jo · Larry T. Hoover

62 citations0/0 files storedPolicing An International Journal

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Job Satisfaction and Organizational Behavior Employee Performance and Management Policing Practices and Perceptions

Abstract

Purpose – The purpose of this paper is to explore whether the relation between police transformational leadership and organizational commitment is mediated by organizational culture. Drawing on the competing values framework (Quinn, 1988), four types of cultural orientations (group, developmental, hierarchical, and rational) are analyzed. Design/methodology/approach – In total, 358 South Korean police officers are surveyed. Using competing values as multiple mediators, a parallel four mediator model is estimated. Bias-corrected bootstrapping methods are employed to consider the small sample size, as well as the possible non-normal distribution of specific indirect effects. Findings – The linkage between transformational leadership and commitment appears to be fully mediated by group culture. Interestingly, multiple individual officer characteristics, duty type, and departmental size do not impact respective constructs overall. Research limitations/implications – The use of cross-sectional data hinders causal ordering among constructs included. Practical implications – Given the full mediation relationships among the three constructs, it is advisable to develop more nuanced leadership training programs optimized for fostering “considerate and supportive leaders” who have been known to impact group culture. Originality/value – Including two understudied police organizational correlates (i.e. transformational leadership and organizational culture), this study accounts for the mediating role of organizational culture in the transformational leadership-commitment link with multiple variables frequently used in previous research being controlled.

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References

1999Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives 1993Organizational culture and leadership 1990The measurement and antecedents of affective, continuance and normative commitment to the organization 1991A three-component conceptualization of organizational commitment 2004In Search of Golden Rules: Comment on Hypothesis-Testing Approaches to Setting Cutoff Values for Fit Indexes and Dangers in Overgeneralizing Hu and Bentler's (1999) Findings 2015A Beginner's Guide to Structural Equation Modeling 1990From transactional to transformational leadership: Learning to share the vision 2004Transformational and Transactional Leadership: A Meta-Analytic Test of Their Relative Validity.

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