Leadership behaviours and organisational commitment of academic staff mediated and moderated by job satisfaction and emotional intelligence at Kyambogo University, Uganda

Abstract

The study investigated the topic: Leadership Behaviours as Significant Predictors of Organisational Commitment of the academic staff at Kyambogo University. Specifically, the study examined whether leadership behaviours were significant predictors of organizational commitment, assessed whether leadership behaviours were significant predictors of job satisfaction, examined whether job satisfaction was a significant predictor of organizational commitment, and assessed whether emotional intelligence was a significant predictor of organisational commitment of academic staff. The study also tested the mediating effect of job satisfaction on the relationship between leadership behaviours and organisational commitment, and the moderating effect of emotional intelligence on the relationship between leadership behaviours and organisational commitment of academic staff. Using the positivist research paradigm, the study adopted the cross sectional-correlational research design. Data were collected using a questionnaire survey on a sample of 156 academic staff. Data were analysed using descriptive statistics and structural equation modelling. Overall findings revealed that leadership behaviours, job satisfaction and emotional intelligence were positive and significant predictors of organisational commitment. The findings also revealed that leadership behaviours, participative leadership positively and significantly correlated organisational commitment of academic staff, while directive, participative and supportive were positive significant predictors of job satisfaction of academic staff and achievement-oriented leadership behaviours negatively and significantly correlated with job satisfaction. Further, the study revealed that job satisfaction partially mediated the relationship between leadership behaviours and organizational commitment of academic staff but emotional intelligence negatively and insignificantly moderated the relationship between leadership behaviours and organisational commitment of academic staff. Pertinent conclusions were derived; hence the following recommendations were made in order to enhance organisational commitment of academic staff. Management needs to enhance the implementation of participative leadership behaviours, intrinsic job satisfaction, self-management and social-awareness in order to promote organisational commitment of academic staff. Further, three leadership behaviours namely directive, supportive, and participative leadership behaviours should be enhanced in order to promote job satisfaction of academic staff.