CONSEQUENCES OF TRANSFORMATIONAL LEADERSHIP ON EMPLOYEE'S JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT IN DASHEN BANK S.C

Abstract

Human resource is one of the major components for organization success. Experienced working people that manipulate information rather than perform manual labour constitute a large and increasingly crucial part of the workforce (drucker, 1996; Mohrman, Cohen & Mohrman 1995). It is essential for companies to invest on their employee’s organizational commitment to remain competitive and to attain their organizational purpose. One way to improve their promise is by building good manager subordinate relationship. The purpose of this study was to study the consequences of transformational leadership on employees’ job satisfaction and organizational commitment in Dashen Bank S.C. the study used quantitative research approach and it used nonexperimental or quantitative design to collect primary and secondary sources of data. In this study 276 survey were circulated out of which 219 of them were returned back were exhibiting 79% response rate. The study used Likert scale written questions, containing of 36 bulletins, split into three parts was designed. We used Multifactor leadership questioner (MLQ), organizational commitment questioner (OCQ) and Job Satisfaction instrument used by Spector to determine the significance and effect of transformational leadership on employees’’ job satisfaction and organizational commitment. Descriptive and Inferential statistics were used to analyze the data. Descriptive statistics used to describe the basic features of the data such as then number of occurrences in repeating, percentages, mean and standard deviations. Inferential statistics used to analyze the data to deduce the properties of an underlying probability. The study showed that transformational leadership styles has positive and significant effects on job satisfaction and organizational commitment of Dashen Bank S.C employees.