PATERNALISTIC LEADERSHIP OF SCHOOL HEADS AND THE ORGANIZATIONAL COMMITMENT OF TEACHERS

Janet A. Malintad, Raymunda L. Apostol

Abstract


The primary goal of this research is to identify the aspect of school administrators' paternalistic leadership style that has the most impact on public school teachers' dedication to their organizations. Three hundred primary and secondary school teachers from Cateel 1, Davao Oriental, were surveyed using a quantitative, non-experimental approach with a correlational technique. Mean, Pearson, and regression analysis were the statistical techniques used by the researcher, who employed the universal sampling technique and collected data through personal interviews. The study's findings indicate that school administrators exhibit some fatherly influence, and educators demonstrate high dedication to the organization. The results also strongly correlate paternalistic leadership styles and employees' dedication to their organizations. A domain that appeared as the most influential predictor of paternalistic leadership on organizational commitment was humanitarian leadership. This means that leaders who are genuinely concerned about the well-being of their followers act in a way that serves the majority of their followers or the greater good. The results point to a course of action: enhancing teachers' commitment and moral leadership. This program, if implemented effectively, holds the potential to significantly improve school administrators' leadership skills and the dedication of classroom teachers, offering a promising outlook for the future.

 

Article visualizations:

Hit counter


Keywords


paternalistic leadership, organizational commitment, teachers, correlation research design, intervention plan, Philippines

Full Text:

PDF

References


Akartuna, I. Ş. S., & Serin, O. (2022). COVID-19 Impact on teachers’ organizational commitment in schools. Frontiers in Psychology, 13, 810015. Retrieved from https://www.frontiersin.org/journals/psychology/articles/10.3389/fpsyg.2022.810015/full

Anwar, H. (2013). Impact of paternalistic leadership on employees’ outcome - A study on the banking sector of Pakistan. IOSR Journal of Business and Management, 7(6), 109–115. http://dx.doi.org/10.9790/487X-076109115

Aryani, R. P. N., & Sugiyanto, E. K. (2020). The influence of Commitment Affective, commitment to sustainability, commitment normative impact on employee performance (Study state-owned company X in Semarang). Journal Ubhara Management Science, 2(2), 113-122.

Bai, Y., Lin, L., & Liu, J. T. (2019). Leveraging the employee voice: a multilevel social learning perspective of ethical leadership. The International Journal of Human Resource Management, 30(12), 1869-1901. http://dx.doi.org/10.1080/09585192.2017.1308414

Bashir, B., & Gani, A. (2020). Correlates of organizational commitment among university teachers in India: An empirical investigation. Asia-Pacific Journal of Management Research and Innovation, 16(1), 7–20. Retrieved from https://journals.sagepub.com/doi/pdf/10.1177/2319510X19872632

Berges-Puyó, J. G. (2022). Ethical Leadership in Education: A Uniting View Through Ethics of Care, Justice, Critique, and Heartful Education. Journal of Culture and Values in Education (5)2. Retrieved from https://www.researchgate.net/publication/366158569_Ethical_Leadership_in_Education_A_Uniting_View_Through_Ethics_of_Care_Justice_Critique_and_Heartful_Education

Blau, P. M. (1964). Exchange and power in social life. New York, NY: Wiley & Sons. https://doi.org/10.4324/9780203792643

Carnevale, J. B., Huang, L., & Paterson, T. (2019). LMX-differentiation strengthens the prosocial consequences of leader humility: An identification and social exchange perspective. Journal of Business Research, 96, 287–296. https://psycnet.apa.org/doi/10.1016/j.jbusres.2018.11.048

Chiang, J. T. J., Chen, X. P., Liu, H., Akutsu, S., & Wang, Z. (2021). We have emotions but cannot show them Authoritarian leadership, emotion suppression climate, and team performance. Human Relations, 74(7), 1082-1111. http://dx.doi.org/10.1177/0018726720908649

Creswell, J. W. (2014). Research design. Qualitative, quantitative and mixed: Methods approaches (2nd ed). London: Sage Publication. Retrieved from https://www.ucg.ac.me/skladiste/blog_609332/objava_105202/fajlovi/Creswell.pdf

Dansereau, F., Graen, G.B., & Haga, W. (1975). A vertical dyad linkage approach to leadership in formal organizations. Organizational Behavior and Human Performance, 13, 46-78. http://dx.doi.org/10.1016/0030-5073(75)90005-7

Firdias, A. R. (2020). Employee performance measurement is based on normative commitment and work motivation (Study in PT. Kerta Rajasa Raya). Journal of Management Science Journal, 8(1), 464-471.

Grego-Planer, D. (2022). The relationship between benevolent leadership and affective commitment from an employee perspective. PLoSONE, 17(3), e0264142. https://doi.org/10.1371%2Fjournal.pone.0264142

Guhao Jr, E. S. (2019). Organizational commitment of public school teachers: A structural equation modeling analysis. MOJEM: Malaysian Online Journal of Educational Management, 7(1), 57-91. Retrieved from https://mojem.um.edu.my/article/view/15762

Gyamerah, S., He, Z., Asante, D., Ampaw, E. M., & Gyamerah, E. E. D. (2022). Paternalistic leadership, employee creativity, and retention: The role of psychological empowerment. International Journal of Cross-Cultural Management, 22(1), 83-104. Retrieved from https://journals.sagepub.com/doi/pdf/10.1177/14705958221081636

Hadi, N., & Tentama, F. (2020). Affective commitment, continuance commitment, and normative commitment reflect organizational commitment. American International Journal of Business Management, 3(8), 148-156. Retrieved from https://www.irmbrjournal.com/papers/1513074286.pdf

Hashmi, A., Ahmad, M. A., & Nawaz, M. A. (2021). The Role of Coordination, Decision Making and Special Data Infrastructure on Disaster Management in Pakistan: Moderating Role of Information System. Review of Applied Management and Social Sciences, 4(1), 79-91. Retrieved from http://dx.doi.org/10.47067/ramss.v4i1.100

Hiller, N. J., Sin, H. P., Ponnapalli, A. R., & Ozgen, S. (2019). Benevolence and authority as WEIRDly unfamiliar: A multi-language meta-analysis of paternalistic leadership behaviors from 152 studies. The Leadership Quarterly, 30(1), 165-184. https://psycnet.apa.org/doi/10.1016/j.leaqua.2018.11.003

Huang, J.-C. (2022). Does benevolent leadership consistently lead to employees' voluntary behaviors? Leadership & Organization Development Journal, 43(8), 1234–1251. https://doi.org/10.1108/LODJ-04-2021-0141

Jaros, S. (2007). Meyer and Allen model of organizational commitment: Measurement issues. The ICFAI Journal of Organizational Behavior, 6(4), 1–10. Retrieved from https://www.researchgate.net/publication/228467099_Meyer_and_Allen_Model_of_Organizational_Commitment_Measurement_Issues

Kalsoom, Z., Khan, M.A., & Zubair, S.S. (2020). Organizational Culture as a Moderator Between Paternalistic Leadership Style and Organizational Commitment: A Case of Banking Sector, Pakistan. European Journal of Business and Management, 12(1), 41-54. http://dx.doi.org/10.7176/EJBM/12-1-05

Karakitapoğlu-Aygün, Z., Gumusluoglu, L., Erturk, A., & Scandura, T. A. (2021). Two to Tango? A cross-cultural investigation of the leader-follower agreement on authoritarian leadership. Journal of Business Research, 128, 473-485. Retrieved from http://dx.doi.org/10.1016/j.jbusres.2021.02.034

Kelly, S., & MacDonald, P. (2019). A Look at Leadership Styles and Workplace Solidarity Communication. International Journal of Business Communication, 56(3), 432–448. https://doi.org/10.1177/2329488416664176

Khalimah, N., et al. (2021). The influence of work stress, individual characteristics, and normative commitment on the performance of employees at PT. Eins Trend Factory 2. COMMITMENT: Scientific journal management, 2(1), 38-48.

Khan, A. J., & Iqbal, J. (2020a). Do High-Performance Work Practices Increase the Organizational Performance of Public Sector Companies? An Investigation of Mediation Mechanism. Pakistan Journal of Social Sciences (PJSS), 40(2), 1007-1021. Retrieved from https://www.researchgate.net/publication/343006788_Do_High_Performance_Work_Practices_Increase_the_Organizational_Performance_of_Public_Sector_Companies_An_Investigation_of_Mediation_Mechanism

Khan, A. J., & Iqbal, J. (2020b). Training and Employee Commitment: The Social Exchange Perspective. Journal of Management Sciences, 7(1), 88-100. http://dx.doi.org/10.20547/jms.2014.2007106

Khan, M. M. S., & Ghayas, M. M. (2022). Impact of authentic leadership on employee engagement in the banking sector of Karachi. International Journal of Business Performance Management, 23(1/2), 90–98. Retrieved from http://dx.doi.org/10.1504/IJBPM.2022.119567

Kopsidas, O., & Giakoumatos, S. (2021). Economics of Recycling and Recovery. Natural Resources, 12, 73-90. Retrieved from http://dx.doi.org/10.4236/nr.2021.124007

Kowalczyk, D. (2018). Descriptive research design: Definition, examples, and types. Retrieved from https://study.com/academy/lesson/descriptive-research-design-definition-examples-types.html

Kuswanty, M., et al., (2019). The Effect of Affective Commitment, Continuity Commitment, and Normative Commitment on the Performance of Crumb Rubber Factory Employees at PT. Pinago Utama Sugiwaras. Journal of Business, Management, and Economics, 2(4), 149-165.

Lestari, D., Nasihah, R., & Komalasari, S. (2023). Role of work value to organizationalCommitment. In Conference of Psychology and Flourishing Humanity (PFH 2022) (pp. 293-301). Atlantis Press. Retrieved from https://www.atlantis-press.com/proceedings/pfh-22/125985635

Malhotra, N., & Mukherjee, A. (2014). The relative influence of organizational commitment and job satisfaction on service quality of customer‐contact employees in banking call centers. Journal of Services Marketing, 18 (3), 162 – 174. http://dx.doi.org/10.1108/08876040410536477

Meixner, T. (2020). Organizational commitment: Re-structuring a concept crucial for management and leadership using a confirmatory factor analysis. International Journal of Organizational Leadership, 9(2), 77–92. Retrieved from https://ijol.cikd.ca/article_60497.html

Meyer, J. P., & Allen, N. J. (1997). Commitment in the workplace: Theory, research and application. California: Sage Publications Press. Retrieved from https://sk.sagepub.com/books/commitment-in-the-workplace

Muhammad, S., Afridi, F. K., Ali, M. W., Shah, W. U., & Alasan, I. I. (2021). Effect of training on employee commitment: the mediating role of job satisfaction. Pakistan Journal of Society, Education and Language (PJSEL), 7(1), 28-37. Retrieved from https://www.researchgate.net/publication/346715487_Effect_of_Training_on_Employee_Commitment_Mediating_Role_of_Job_Satisfaction

Mulianti, A. R. (2019). The Influence of Organizational Commitment and Spirituality in the workplace on the performance of Perum Bulog Regional Division of South Kalimantan employees. Innovative Journal, 1(1), 59-82.

Patidar, J. (2013). Nonexperimental research design. Retrieved from http://www.slideshare.net/drjayesshpatidar/nonexperimental-research-design

Pramesti, N. K., Dewi, D., & Astiti, P. (2020). Psychology Bachelor Study Program, Faculty of Psychology. Journal of Udayan Psychology, 7(2), 5607. https://doi.org/10.24843/JPU.2020.v07.i02.p0

Pratiwi, Y. (2019). Analysis of the Influence of Affective, Continuous, and Normative Commitment on Employee Performance at Pt Perkebunan Nusantara Iv Medan. Umkm, Perk.

Rahmani, M., Roels, G., & Karmarkar, U. S. (2018). Team leadership and performance: Combining the roles of direction and contribution. Management Science, 64(11), 5234-5249. https://doi.org/10.1287/mnsc.2017.2911

Salkind, Neil, Jr. (2007). Encyclopedia of measurements and statistics. Retrieved from https://methods.sagepub.com/reference/encyclopedia-of-measurement-and-statistics

Shaw, S. (2022). Authoritarian leadership: Is democracy in peril? Philosophy & Social Criticism, 48(9), 1247–1276. https://doi.org/10.1177/01914537211072882.

Shen, Y., Chou, W. J., & Schaubroeck, J. M. (2019). The roles of relational identification and workgroup cultural values in linking authoritarian leadership to employee performance. European Journal of Work and Organizational Psychology, 28(4), 498-509. https://doi.org/10.1080/1359432X.2019.1615453

Steyrer, J., Schiffinger, M., & Lang, R. (2015). Organizational commitment- A missing link between leadership behavior and organizational performance? Scandinavian Journal of Management, 24 (1), 364-374. Retrieved from https://www.wu.ac.at/fileadmin/wu/d/i/ivm/IVM_TEAM/js_organizational_commitment.pdf

Tsai, H.Y. (2022). Exploring missing links between ethical leadership and multidimensional work behavior: the mediating role of multidimensional psychological ownership. Ethics & Behavior, pp. 32, 729–739. https://doi.org/10.1080/10508422.2021.2018319

Ullah, M., Kamran, H., Akram, S., Nawaz, M., & Rehman, F. (2021). Organizational antecedents and talent turnover: A relational analysis of credit card departments of banks. Management Science Letters, 11(4), 1211-1220. Retrieved from http://growingscience.com/beta/msl/4441-organizational-antecedents-and-talent-turnover-a-relational-analysis-of-credit-card-departments-of-banks.html

Yalcin, S., Akan, D., & Yildirim, I. (2021). Investigation of the organizational commitment and psychological well-being levels of academicians. International Journal of Research in Education and Science (IJRES), 7(2), 525-544. Retrieved from https://files.eric.ed.gov/fulltext/EJ1299935.pdf




DOI: http://dx.doi.org/10.46827/ejes.v11i7.5457

Refbacks

  • There are currently no refbacks.


Copyright (c) 2024 Janet A. Malintad, Raymunda L. Apostol

Creative Commons License
This work is licensed under a Creative Commons Attribution 4.0 International License.

Copyright © 2015-2023. European Journal of Education Studies (ISSN 2501 - 1111) is a registered trademark of Open Access Publishing Group. All rights reserved.

This journal is a serial publication uniquely identified by an International Standard Serial Number (ISSN) serial number certificate issued by Romanian National Library (Biblioteca Nationala a Romaniei). All the research works are uniquely identified by a CrossRef DOI digital object identifier supplied by indexing and repository platforms. All authors who send their manuscripts to this journal and whose articles are published on this journal retain full copyright of their articles. All the research works published on this journal are meeting the Open Access Publishing requirements and can be freely accessed, shared, modified, distributed and used in educational, commercial and non-commercial purposes under a Creative Commons Attribution 4.0 International License (CC BY 4.0).