The Influence of Transformational Leadership on Employees" Performances Through Organizational Commitment Within Public Sectors in the United Arab Emirates (UAE)

Abstract

The objective of this study was to provide empirical findings whether transformational leadership have a significant influence on employees' performances through affective organizational commitment. This study finds some interesting results. The empirical findings were based on a sample of 24 public organizations in the UAE, which had been voluntarily, participated in the study. The study had targeted the ministry of justice of the four emirates, the judicial departments of the three emirates, the ministry of health of the seven emirates, and the ministry of community development of all the emirates as well as the department of Islamic affairs and the endowments of all the seven emirates of the UAE. The selected sample was considered representative enough in that the researcher (i) distributed 565 questionnaires for the UAE public employees (ii) 113 questionnaires for their supervisors and (iii) the processes was based on ratio of 1 manager to 5 employees which share similar characteristics in terms of academic wide research procedures.The subsequent analysis examined the relationship between the variables of the proposed model, which includes confirmatory factor analysis (CFA) and structural equation modelling (SEM) via AMOS.The findings of the analysis revealed four main results; (1)Transformational leadership affect affective organizational commitment positively and significantly at significant level of (β = 0.45, t = 10.50, p < 0.01). (2) Transformational leadership has a positive and significant influence on employee performance (β = 0.39, t = 8.13, p < 0.001). (3)Affective organizational commitmentis positively related to employees' performances at significant level of (β =0.69, t =2.29, p < 0.001). (4) The transformational leadership has a positive and significant influence on affective organizational commitment of employees, which in turn affects employees' performancesat significant level of (β =0.29, t =7.63, p < 0.001).The study model explains 48% of the variance in employee's performance, and the theoretical and practical implications are discussed.