To what extent are self-leadership strategies associated with organisational commitment dimensions and does work arrangement (location) moderate and/or adjust these associations?
(2023) PSYP01 20231Department of Psychology
- Abstract
- The main aim of the current study was to explore the association between self-leadership strategies and organisational commitment dimensions whilst focusing on work arrangement flexibility. The final study sample included 102 employees that worked in various work arrangements that differed in degree of flexibility (i.e., office, remote, hybrid by personal choice, or hybrid by company policy). The study sample included personnel from varying occupations and job positions with the majority aged 25-34 years old. General Linear Model (GLM) in IBM/SPSS was used to specify univariate regression and ANOVA models with both categorical and continuous predictors. Overall, results found only a few significant results. Behaviour-focused, natural... (More)
- The main aim of the current study was to explore the association between self-leadership strategies and organisational commitment dimensions whilst focusing on work arrangement flexibility. The final study sample included 102 employees that worked in various work arrangements that differed in degree of flexibility (i.e., office, remote, hybrid by personal choice, or hybrid by company policy). The study sample included personnel from varying occupations and job positions with the majority aged 25-34 years old. General Linear Model (GLM) in IBM/SPSS was used to specify univariate regression and ANOVA models with both categorical and continuous predictors. Overall, results found only a few significant results. Behaviour-focused, natural reward and constructive criticism were all found to be positively and significantly associated with affective organisational commitment, however, no significant findings were reported for continuance and normative organisational commitment when unadjusted for each other. The significant associations between the self-leadership strategies and affective organisational commitment disappeared for behaviour-focused and natural reward, whereas the significance strengthened for constructive criticism when work arrangement was included and adjusted for as a main effect. Furthermore, work arrangement was found to significantly predict continuance organisational commitment when adjusted for each self-leadership strategy. The statistical and methodological limitations, as well as suggestions for future research are discussed in relation to the interpretation of results. (Less)
Please use this url to cite or link to this publication:
http://lup.lub.lu.se/student-papers/record/9120624
- author
- Salo, Nea Jasmina LU
- supervisor
- organization
- course
- PSYP01 20231
- year
- 2023
- type
- H2 - Master's Degree (Two Years)
- subject
- keywords
- Self-leadership, behaviour-focused, natural reward, constructive criticism, organisational commitment, affective, continuance, normative, flexibility, work arrangement
- language
- English
- id
- 9120624
- date added to LUP
- 2023-06-13 15:10:52
- date last changed
- 2023-06-13 15:21:01
@misc{9120624,
abstract = {{The main aim of the current study was to explore the association between self-leadership strategies and organisational commitment dimensions whilst focusing on work arrangement flexibility. The final study sample included 102 employees that worked in various work arrangements that differed in degree of flexibility (i.e., office, remote, hybrid by personal choice, or hybrid by company policy). The study sample included personnel from varying occupations and job positions with the majority aged 25-34 years old. General Linear Model (GLM) in IBM/SPSS was used to specify univariate regression and ANOVA models with both categorical and continuous predictors. Overall, results found only a few significant results. Behaviour-focused, natural reward and constructive criticism were all found to be positively and significantly associated with affective organisational commitment, however, no significant findings were reported for continuance and normative organisational commitment when unadjusted for each other. The significant associations between the self-leadership strategies and affective organisational commitment disappeared for behaviour-focused and natural reward, whereas the significance strengthened for constructive criticism when work arrangement was included and adjusted for as a main effect. Furthermore, work arrangement was found to significantly predict continuance organisational commitment when adjusted for each self-leadership strategy. The statistical and methodological limitations, as well as suggestions for future research are discussed in relation to the interpretation of results.}},
author = {{Salo, Nea Jasmina}},
language = {{eng}},
note = {{Student Paper}},
title = {{To what extent are self-leadership strategies associated with organisational commitment dimensions and does work arrangement (location) moderate and/or adjust these associations?}},
year = {{2023}},
}