(Luận văn) the impact of perceived leadership styles on organizational commitment

MINISTRY OF EDUCATION AND TRAINING t to ng UNIVERSITY OF ECONOMICS HO CHI MINH CITY hi ep -oOo - w n ad lo u yj th Nguyen Thi Tuy An yi pl n ua al THE IMPACT OF PERCEIVED LEADERSHIP STYLES va n ON ORGANIZATIONAL COMMITMENT m ll fu t n oi z z j ht vb m k MASTER OF BUSINESS ADMINISTRATION THESIS gm om l.c an Lu n va y te re HO CHI MINH City - 2012 MINISTRY OF EDUCATION AND TRAINING t to ng UNIVERSITY OF ECONOMICS HO CHI MINH CITY hi ep -oOo - w n ad lo Nguyen Thi Tuy An yi u yj th pl THE IMPACT OF PERCEIVED LEADERSHIP STYLES n ua al ON ORGANIZATIONAL COMMITMENT n va m ll fu t n oi Business Administration Major code: 60340102 z Major: z j ht vb k m gm om l.c MASTER OF BUSINESS ADMINISTRATION THESIS an Lu SUPERVISOR: ASSOC PROF DR NGUYEN DINH THO n va y te re HO CHI MINH City - 2012 Contents t to Acknowledgement i ng Declaration ii hi List of tables iii ep List of figures iii Abstract iv w CHAPTER I INTRODUCTION n Background ad lo 1.1 1.1.1 Organizational Commitment significance u yj th 1.1.2 The importance of Leadership Style yi 1.1.3 Current factors affect organizations in Ho Chi Minh City pl Statement of the Problem n ua al 1.2 Employees’ commitment 1.2.2 Leadership n va 1.2.1 fu Research objective and its significance m ll 1.3 Research objective 1.3.2 Research significance Extent and methodology of the study z 1.4 t n oi 1.3.1 Extent of the study 1.4.2 Research methods z 1.4.1 j ht vb m Some concepts related to the research k 1.5 gm Organizational Commitment 1.5.2 Leadership and Leadership Style 1.6 om l.c 1.5.1 Organization of the Remainder of the Study 10 Lu CHAPTER II LITERATURE REVIEW 12 an Introduction on Leadership Style 14 2.3 Concept of each element of Organizational Commitment and Leadership Style model 17 Affective commitment 17 2.3.2 Continuance commitment 17 2.3.3 Normative commitment 18 y te 2.3.1 re 2.2 n Introduction on Organizational Commitment 12 va 2.1 t to 2.3.4 Task Orientation 18 2.3.5 Relation Orientation 18 ng hi 2.4 Development of Research Hypotheses 19 ep 2.4.1 Task Orientation and Organizational Commitment 19 2.4.2 Relation Orientation and Organizational Commitment 19 w n Research Model 20 lo 2.5 METHODOLOGY 23 ad CHAPTER III Description of Instrumentation 23 3.1.1 u yj th 3.1 Organizational Commitment Questionnaire 23 yi Leadership Style Questionnaire 25 pl 3.1.2 n ua al 3.2 Independent and Dependent Variables 26 3.3 Sample and Analysis Procedures 27 va Sample 28 3.3.2 Analysis Procedures 28 n 3.3.1 m ll fu ANALYSIS AND FINDINGS 31 n oi CHAPTER IV Sample description 31 4.2 Reliability of Scales 32 t 4.1 z Organizational Commitment 32 4.2.2 Leadership Style 33 z 4.2.1 j ht vb Exploratory Factor Analysis 34 4.4 Descriptive Statistics for Leadership Style and Organizational Commitment Score 37 k m 4.3 gm Organizational Commitment Score 37 4.4.2 Leadership Style Score 37 Relationship between Leadership Styles and Organizational Commitment 38 Lu 4.5 om l.c 4.4.1 Regression of Relation Orientation, Task Orientation and Affective Commitment 40 4.5.2 Regression of Relation Orientation, Task Orientation and Continuance Commitment an 4.5.1 y te 48 re Regression of Relation Orientation, Task Orientation and Normative Commitment n 4.5.3 va 45 CHAPTER V SUMMARY, CONCLUSIONS AND RECOMMENDATIONS 51 t to ng hi 5.1 Research Hypotheses 51 5.2 Summary of Findings 51 5.3 Conclusions 52 ep w 5.3.1 Organizational Commitment and Leadership Style Scale 52 5.3.2 Organizational Commitment and Leadership Style Score 53 n Organizational Commitment and Leadership Style Relation 54 5.4 ad lo 5.3.3 Managerial Implications 54 u yj th 5.4.1 Leadership Styles 55 yi 5.4.2 Organizational Commitment 54 pl 5.5 Leadership Styles and Organizational Commitment 57 n ua al 5.4.3 Limitations and suggestions 57 va BIBLIOGRAPHY 59 n fu APPENDIX 1: LIST OF KEY CONCEPS IN THE STUDY 63 Organizational Commitment 63 Leadership and Leadership Style 64 m ll n oi Leadership 64 b Leadership Style 65 t a z z vb APPENDIX 2: QUESTIONNAIRE 66 English version 66 Vietnamese version 69 j ht k m gm APPENDIX 3: CHECKING RELIABILITY OF INSTRUMENTS 72 Organizational Commitment Scale 72 Affective commitment 72 b Continuance commitment 72 c Normative commitment 73 d Reliability of Organizational Commitment Scale 73 om l.c a an Lu n va Leadership Style Scale 74 Task Orientation 74 b Relation Orientation 75 y te a re c Reliability of Leadership Style Scale 75 t to APPENDIX 4: EXPLORATORY FACTOR ANALYSIS 77 ng APPENDIX 5: REGRESSION 82 hi ep Multiple regression for Affective Commitment 82 w a Assumptions 82 b Result 84 n lo Multiple regression for Continuance Commitment 85 ad Assumptions 85 b Result 88 yi u yj th a Multiple regression for Normative Commitment 89 pl Assumptions 89 b Result 91 n ua al a n va m ll fu t n oi z z j ht vb k m gm om l.c an Lu n va y te re (Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment i t to Acknowledgement ng hi ep I would like to thank the following people who helped to make this w research possible: n lo ad Respectful lecturers of University of Economics Ho Chi Minh City for u yj th empowering me with considerably useful knowledge during the time I studied yi in the University pl n ua al Assoc Prof Dr Nguyen Dinh Tho, for supporting and guiding with his n va patience and competence throughout my dissertation writing questionnaires m ll fu Respondents, for giving their precious time in inputting the n oi t My family, for encouraging me all the time z z Even I have tried my best to complete the thesis, however, human vb j ht errors might be found Therefore, all inputs, ideas, and comments would be k m greatly appreciated gm Nguyen Thi Tuy An om l.c Ho Chi Minh, November 2012 an Lu n va y te re (Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment (Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment ii Declaration t to ng Student number: 7701080001 hi ep w I would like to declare that this dissertation, “The impact of perceived n ad lo leadership styles on organizational commitment”, was accomplished based on u yj th my recent independent and serious studies and has not been previously, in its entirety or in part, submitted at any university in order to obtain academic yi pl qualifications, the data was collected in reality, and all used sources were n ua al indicated and acknowledged by means of complete bibliography n va Nguyen Thi Tuy An m ll fu t n oi z z j ht vb k m gm om l.c an Lu n va y te re (Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment (Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment iii List of tables t to ng hi ep Table Four periods of the development of Organizational Commitment 13 Table 2 Different points of Leadership Style Approach 16 Table Surveyed items used in the study for independent variables 26 Table Surveyed items used in the study for dependent variables 27 w Table Demographic data 31 Table Reliability of Organizational Commitment Scale 33 Table Reliability of Leadership Style Scale 34 n ad lo yi u yj th Table 4 Factor Analysis of Organizational Commitment and Leadership Style 36 Table Organizational Commitment Descriptive Statistics 37 Table Leadership Style Descriptive Statistics 37 Table Correlation between Leadership Styles and Organizational Commitment 39 pl n ua al Table Overall relationship between Leadership Styles and Affective Commitment 43 Table Overall relationship between Leadership Styles and Affective Commitment 43 n va Table 10 Relationship of each Leadership Style and Affective Commitment 44 Table 11 Overall Relationship between Leadership Styles and Continuance Commitment fu m ll 46 t n oi Table 12 Overall Relationship between Leadership Styles and Continuance Commitment 46 z Table 13 Relationship of each Leadership Style and Continuance Commitment 47 Table 14 Overall Relationship between Leadership Styles and Normative Commitment 48 Table 15 Overall Relationship between Leadership Styles and Normative Commitment 49 z j ht vb k m gm Table 16 Relationship of each Leadership Style and Normative Commitment 49 om l.c Lu List of figures an Figure Research Model 22 Figure Research Process 30 Figure Research Findings 52 n va y te re (Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment (Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment iv Abstract t to ng The purpose of research was to explore the impact of perceived leadership hi ep styles on organizational commitment w The population was the employees working in Ho Chi Minh City n lo ad The used methods were qualitative and quantitative one based on two u yj th instruments of Organizational Commitment Questionnaire (Meyer and Allen, 2004) yi and Leadership Style Questionnaire (Northouse, 2010) pl n ua al From this study, we could find that:  The organizational commitment in Ho Chi Minh City was at moderate n va m ll fu level  The leadership style used by most leaders in Ho Chi Minh City was at n oi t moderate range of task and relation orientation a statistically significant z was z  There relationship between vb j ht organizational commitment of the employees and their perception of k m supervisors’ leadership styles gm om l.c an Lu n va y te re (Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment (Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment 78 t to ng hi ep w n 490 1.440 87.734 21 454 1.334 89.068 22 408 1.199 90.267 23 389 1.144 91.411 24 370 1.088 92.499 25 366 1.075 93.574 26 348 1.024 94.598 318 934 95.532 298 877 96.410 266 783 97.192 730 97.922 ad lo 20 27 29 248 31 220 648 98.570 32 212 624 99.194 33 151 444 34 123 362 100.000 pl 30 va yi u yj th 28 n ua al 99.638 n m ll fu Extraction Method: Principal Component Analysis n oi a t Rotated Component Matrix Component z z TO5 625 TO6 668 TO7 TO9 566 TO10 670 an 849 Lu TO8 om l.c 694 gm TO4 k 630 m TO3 j ht vb TO1 va n RO1 RO3 622 RO4 580 RO6 649 (Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment y te 583 re RO2 (Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment 79 t to ng hi RO7 738 RO8 773 RO9 752 RO10 656 ep AC1 570 AC2 707 w AC3 652 n 699 AC5 CC2 698 u yj th AC6 ad lo AC4 pl 761 n ua al CC4 yi CC3 805 CC5 CC6 678 700 va 638 n NC1 734 m ll fu NC2 NC3 750 n oi NC4 z Extraction Method: Principal Component Analysis .659 t NC6 723 z Rotation Method: Varimax with Kaiser Normalization vb j ht a Rotation converged in iterations Approx Chi-Square om l.c Bartlett's Test of Sphericity gm Kaiser-Meyer-Olkin Measure of Sampling Adequacy k KMO and Bartlett's Test m After deleting TO1, TO7, RO1, CC2 and CC3 920 3132.621 Lu 406 an df 000 n va Sig Component Initial Eigenvalues Extraction Sums of Squared Rotation Sums of Squared Loadings Loadings (Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment y te re Total Variance Explained (Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment 80 t to Total Cumulative Variance % Total ng hi ep w n 10.620 36.622 2.411 8.315 44.937 1.810 6.241 1.654 lo ad Cumulative Variance % % of Cumulative Total Variance % 36.622 4.679 16.133 16.133 2.411 8.315 44.937 3.975 13.708 29.841 51.179 1.810 6.241 51.179 3.802 13.109 42.950 5.704 56.882 1.654 5.704 56.882 3.165 10.913 53.863 1.192 4.110 60.992 1.192 4.110 60.992 2.068 7.130 60.992 903 3.114 64.106 828 2.856 66.962 781 2.692 69.655 72.066 10 657 2.265 74.331 11 627 2.162 76.493 12 596 2.054 78.547 13 588 2.027 80.574 14 540 1.862 82.436 15 515 1.776 84.212 16 502 1.730 85.943 17 449 1.547 87.490 18 425 1.467 88.957 19 408 1.405 90.362 20 373 1.288 91.650 21 367 1.265 92.915 22 357 1.230 94.145 23 333 1.148 95.294 24 311 1.073 96.366 25 268 923 97.290 26 255 880 98.170 27 236 814 98.984 28 170 585 99.569 29 125 431 100.000 n ua al 699 pl 2.412 va yi 36.622 10.620 % of 36.622 u yj th n m ll fu t n oi dimension0 % of z z j ht vb k m gm om l.c an n va y te re (Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment Lu Extraction Method: Principal Component Analysis (Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment 81 Rotated Component Matrix a t to Component ng hi ep TO3 620 TO4 714 TO5 639 w lo TO9 630 585 RO6 n ua al RO4 569 pl RO3 679 yi RO2 554 u yj th TO10 868 ad TO8 676 n TO6 RO7 741 RO8 784 RO9 767 RO10 671 650 n va m ll fu n oi AC1 613 t AC2 722 651 z AC3 z 701 AC5 708 AC6 822 j ht vb AC4 k m CC4 800 gm CC5 NC3 757 NC4 757 NC6 650 a Rotation converged in iterations (Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment y te Rotation Method: Varimax with Kaiser Normalization re Extraction Method: Principal Component Analysis n 757 va NC2 an 636 722 Lu NC1 om l.c CC6 659 (Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment 82 APPENDIX 5: REGRESSION t to ng hi ep Multiple regression for Affective Commitment a Assumptions w Linearity and Homoscedasticity n ad lo yi u yj th pl n ua al n va m ll fu t n oi z z Normality j ht vb k m gm om l.c an Lu n va y te re (Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment (Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment 83 t to ng hi ep w n ad lo yi u yj th pl n ua al n va m ll fu t n oi z z j ht vb k m gm om l.c Lu Tests of Normality an a Kolmogorov-Smirnov a Lilliefors Significance Correction * This is a lower bound of the true significance (Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment 200 * y te 206 re 057 Sig n Standardized Residual df va Statistic (Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment 84 Independence t to ng b Model Summary hi ep Model Std Error of the R dimension0 w R Square 665 a Adjusted R Square 442 Estimate 437 Durbin-Watson 54518 1.866 n ad lo a Predictors: (Constant), Relation_Orientation, Task_Orientation b Dependent Variable: Affective_Commitment u yj th Multicollinearity yi Coefficients pl Model Unstandardized n ua al Coefficients B Collinearity Coefficients Statistics 306 Relation_Orientation 479 t 220 Sig 2.008 046 Tolerance VIF 072 276 4.278 000 658 1.520 m ll Task_Orientation Beta fu 441 n (Constant) 465 7.191 000 658 1.520 067 t n oi a Dependent Variable: Affective_Commitment b Standardized Std Error va a Result z z Model Summaryb vb Model Std Error of the 665 442 Estimate 437 Durbin-Watson 54518 1.866 k Adjusted R Square m dimension0 R Square a j ht R gm a Predictors: (Constant), Relation_Orientation, Task_Orientation b ANOVA df Mean Square 23.938 Residual 60.336 203 297 108.212 205 Total 80.538 b Dependent Variable: Affective_Commitment (Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment a y te a Predictors: (Constant), Relation_Orientation, Task_Orientation 000 re n 47.876 Sig va Regression F an Sum of Squares Lu Model om l.c b Dependent Variable: Affective_Commitment (Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment 85 Coefficients t to Model ng Unstandardized Standardized Collinearity Coefficients Coefficients Statistics hi B ep a Std Error 441 220 Task_Orientation 306 072 Relation_Orientation 479 067 t Sig Tolerance VIF 2.008 046 276 4.278 000 658 1.520 465 7.191 000 658 1.520 w (Constant) Beta n lo ad a Dependent Variable: Affective_Commitment Multiple regression for Continuance Commitment Assumptions yi a u yj th pl n ua al Linearity and Homoscedasticity n va m ll fu t n oi z z j ht vb k m gm om l.c an Lu n va y te re (Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment (Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment 86 Normality t to ng hi ep w n ad lo yi u yj th pl n ua al n va m ll fu t n oi z z j ht vb k m gm om l.c an Lu n va y te re (Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment (Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment 87 t to ng hi ep w n ad lo yi u yj th pl n ua al n va Tests of Normality fu a Kolmogorov-Smirnov m ll Statistic n oi Standardized Residual df Sig .042 206 200 * t a Lilliefors Significance Correction z * This is a lower bound of the true significance z b k Std Error of the R 503 a Adjusted R Square 253 246 a Predictors: (Constant), Relation_Orientation, Task_Orientation Estimate 60042 Durbin-Watson om l.c R Square gm Model dimension0 m Model Summary j ht vb Independence an Lu b Dependent Variable: Continuance_Commitment 1.859 n va y te re (Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment (Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment 88 Multicollinearity t to ng Coefficients hi Model ep Unstandardized Standardized Collinearity Coefficients Coefficients Statistics B n (Constant) Std Error 242 Task_Orientation 166 079 387 073 lo 1.183 ad w Relation_Orientation a Beta t Sig Tolerance VIF 4.887 000 158 2.110 036 658 1.520 394 5.273 000 658 1.520 u yj th a Dependent Variable: Continuance_Commitment Result yi b pl n ua al Model R Square 503 Adjusted R Square a 253 Estimate 246 n Std Error of the va R dimension0 b Model Summary Durbin-Watson 60042 1.859 fu m ll a Predictors: (Constant), Relation_Orientation, Task_Orientation b Dependent Variable: Continuance_Commitment n oi b ANOVA df Mean Square Residual 73.183 203 Total 97.985 205 12.401 a Coefficients Coefficients Relation_Orientation 387 073 Tolerance VIF 4.887 000 158 2.110 036 658 1.520 394 5.273 000 658 1.520 a Dependent Variable: Continuance_Commitment (Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment y te 079 Sig re 166 t n Task_Orientation Statistics va 242 Beta Collinearity an Standardized Lu Unstandardized 1.183 om l.c (Constant) a gm 000 k Coefficients Std Error 34.398 m b Dependent Variable: Continuance_Commitment B Sig .361 a Predictors: (Constant), Relation_Orientation, Task_Orientation Model F j ht vb 24.801 z Regression z Sum of Squares t Model (Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment 89 t to ng a Multiple regression for Normative Commitment Assumptions hi ep Linearity and Homoscedasticity w n ad lo yi u yj th pl n ua al n va m ll fu t n oi Normality z z j ht vb k m gm om l.c an Lu n va y te re (Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment (Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment 90 t to ng hi ep w n ad lo yi u yj th pl n ua al n va m ll fu t n oi z z j ht vb k m gm om l.c an Lu Tests of Normality va a 047 Sig 206 a Lilliefors Significance Correction * This is a lower bound of the true significance (Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment 200 * y te Standardized Residual df re Statistic n Kolmogorov-Smirnov (Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment 91 Independence t to b Model Summary ng Model Std Error of the hi ep R dimension0 R Square 461 a Adjusted R Square 213 Estimate 205 Durbin-Watson 63405 1.617 w a Predictors: (Constant), Relation_Orientation, Task_Orientation n ad lo b Dependent Variable: Normative_Commitment u yj th Multicollinearity Coefficients yi Model pl Unstandardized Standardized Collinearity Coefficients Coefficients Statistics n ua al B (Constant) a Std Error 1.210 077 m ll 397 fu Relation_Orientation 083 n 110 t 256 va Task_Orientation Beta Sig Tolerance VIF 4.735 000 102 1.326 186 658 1.520 394 5.131 000 658 1.520 a Dependent Variable: Normative_Commitment n oi Result t b Model Summaryb z Std Error of the z Model 461 213 Estimate 205 63405 gm b Dependent Variable: Normative_Commitment b Mean Square 11.011 Residual 81.610 203 402 103.633 205 Total 27.389 y te re b Dependent Variable: Normative_Commitment Coefficients a n a Predictors: (Constant), Relation_Orientation, Task_Orientation 000 va 22.022 Sig an Regression F Lu df om l.c ANOVA Sum of Squares 1.617 k a Predictors: (Constant), Relation_Orientation, Task_Orientation Model Durbin-Watson m Adjusted R Square j ht dimension0 R Square a vb R a (Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment (Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment (Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment(Luận.văn).the.impact.of.perceived.leadership.styles.on.organizational.commitment