To examine the relationship between organizational commitment and
leadership practices as an antecedent variable.
Respondents were employees of a large music company located within
the southeastern part of the U.S. Every employee was surveyed, with 141 responding (59%
response rate). In addition to the LPI-Observer, participants completed the Organizational
Commitment Questionnaire (Porter, et al. 1974) and provided demographic data (gender,
age, length of service, job classification, and educational level). The majority of
respondents were college-educated females, non-managers, between 20 and 29 years of
age with less than three years of service.
All five leadership practices were significantly related to organizational
commitment. There was also a relationship found between gender and organizational
commitment, but not between job classifications and organizational commitment.
The author concludes: “The findings of this study showed a positive relationship
between all five leadership practice variables and organizational commitment. Of the five
practices, enabling others to act had the strongest relationship to commitment while
inspiring a shared vision had the smallest relationship. However, inspiring a shared vision
was still a significant correlation to organizational commitment. This research testing the
relationship between these two sets of variable is unprecedented” (p. 87).