Leadership & Organization Development Journal

The moderating effects of organizational culture on the relationships between

leadership behaviour and organizational commitment and between organizational
commitment and job satisfaction and performance
Lee Huey Yiing, Kamarul Zaman Bin Ahmad,
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Effects of
The moderating effects of organizational
organizational culture on the culture
relationships between leadership
53
behaviour and organizational
commitment and between Received February 2008
Revised May 2008
Accepted June 2008
organizational commitment and
job satisfaction and performance
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Lee Huey Yiing and Kamarul Zaman Bin Ahmad

Faculty of Business and Accountancy, University of Malaya,
Kuala Lumpur, Malaysia

Abstract
Purpose – The purpose of this paper is to investigate the moderating effects of organizational culture
on the relationships between leadership behaviour and organizational commitment and between
organizational commitment and job satisfaction and performance in the Malaysian setting.
Design/methodology/approach – Data were gathered from 238 Malaysian UM MBA part-time
students and the researchers’ working peers. Data on the respondents’ organizational culture and
leadership behaviours, and how they affect organizational commitment, job satisfaction and employee
performance, were collected using the OCI, leadership behaviour questionnaire, ACS, single global
rating for job satisfaction and overall performance questionnaire, respectively. Descriptive statistics
were reported, followed by factor analysis, reliability analysis, Pearson correlation and hypotheses
testing using hierarchical multiple regression.
Findings – Generally, and with a few exceptions, leadership behaviour was found to be significantly
related to organizational commitment, and organizational culture played an important role in
moderating this relationship. Organizational commitment was found to be significantly associated
with job satisfaction, but not with employee performance. However, only supportive culture influenced
the relationship between commitment and satisfaction. Possible causes and implications for managers
are discussed.
Originality/value – The paper contributes to the existing pool of knowledge on the relationships
between leadership behaviours, organizational culture, organizational commitment, job satisfaction
and employee performance. Different aspects of these variables were tested, so as to provide a wider
and more comprehensive understanding of the factors that affect organizations and employees.
Keywords Leadership, Organizational culture, Job satisfaction, Performance management, Malaysia
Paper type Literature review

Leadership & Organization

Introduction and background Development Journal
Vol. 30 No. 1, 2009
In 1998, a Fortune survey among the CEOs of most admired companies indicated that pp. 53-86
corporate culture was believed to be the most important lever in enhancing their key q Emerald Group Publishing Limited
0143-7739
capabilities. Recent organizational crises have emphasized the need for leadership from DOI 10.1108/01437730910927106
 LODJ decision makers which, then, become more critical for achieving organizational success
30,1 (Earle, 1996).
There exists a substantial amount of research on antecedents and outcomes of
organizational culture, leadership behaviour, organizational commitment, job
satisfaction and employee performance. For example, work ethics (Yousef, 2001),
person-organization fit (Silverthorne, 2004), national culture (Lok and Crawford, 2004),
54 task structure and role ambiguity (Tan, 2005), and turnover (Poh, 2002). Much of these
focused on independent relationships, such as culture and performance, or
commitment and performance (Rashid et al., 2003). Only a handful looked into
identifying precise relationships between multiple areas of organization behaviour and
the application of such findings to the corporate firms. These have practical
implications for managers and consultants in management development, and
ultimately could bring about superior performance in their respective organizations.
With increasing globalization, greater knowledge of the interactions between these
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factors in non-western cultures can be beneficial for assessing the effectiveness of

current theories, as well as benefiting practicing leaders and decision makers. Only a
handful of researchers focused on the Asian setting, and very few are relevant or
specific to Malaysia. This study intends to contribute to the existing knowledge base,
in particular, from a Malaysian perspective.
The objective of the research is to examine the moderating effects of organizational
culture on the relationships between leadership behaviour and organizational
commitment and between organizational commitment and job satisfaction and
performance in the Malaysian setting. For the purpose of this study, Li’s (2004)
conceptualization of the relationships between these variables has been partially adapted.
It is noted that the use of convenience sampling is a major limitation of this study,
as findings from the study sample cannot be confidently generalized to the population.
However, the benefits of time and cost-effectiveness, and the fact that adequate
information about the study population is not readily available for probability
sampling, are taken into account when deciding the sampling method for this study.

Literature review and theoretical framework

Antecedents and independent variables
Leadership behaviour. Daft (2005) defined leadership as an influence relationship
among leaders and followers who intend real changes and outcomes that reflect their
shared purposes. Over the course of time, a number of dimensions or facets of
leadership behaviour have been developed and applied as researchers continue to
discover what contributes to leadership success and failures. These included, among
others, autocratic versus democratic, task-oriented versus people-oriented, and the
contingency approaches.
Currently, the most influential contingency approach to leadership is the Path-Goal
theory, developed by Robert House (Robbins, 2005). This theory states that the main
goal of the leader is to help subordinates attain the subordinates’ goals effectively, and
to provide them with the necessary direction and support to achieve their own goals as
well as those of the organization (Silverthorne, 2001). The two situational contingencies
in the Path-Goal theory are:
(1) the personal characteristics of group members; and
(2) the work environment (Daft, 2005).
 The Path-Goal theory suggests a fourfold classification of leader behaviours, as Effects of
described below. organizational
Directive leadership (initiating structure; task-oriented) tells subordinates exactly
what they are supposed to do. This leadership behaviour is similar to the initiating culture
structure or task-oriented leadership styles. Supportive leadership (consideration;
people-oriented) shows concern for subordinates’ wellbeing and personal needs, and is
similar to the consideration or people-oriented leadership styles. Participative 55
leadership consults with subordinates about decisions. Achievement-oriented
leadership sets clear and challenging goals for subordinates. No one leadership style
is ideal for every situation (Rad and Yarmohammadian, 2006).
The study of leadership behaviours as conceptualized under the Path-Goal theory
has been applied in many types of researches. For example, in the context of business
strategies in international marketing channels (Mehta et al., 1990; Mehta et al., 2003),
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small and middle-sized firms (Li, 2004), company managers (Silverthorne, 2001), steel
industry (Downey et al., 1975), automotive industry (Chang et al., 2003), and market
orientation of UK firms (Harris and Ogbonna, 2001).
Past research on corporate leadership in Malaysia frequently focused on its unique,
multi-ethnic, multi-cultural and collectivist society. No one, distinct management style
can be identified, and it is acknowledged that leadership in Malaysia is deeply
entrenched and connected to its diverse Asian culture, traditions and values. Hence,
commonly-accepted leadership theories from the west, and how it is thought to affect
other organizational behaviour factors, may not be directly transferable to the
Malaysian context.
Organizational culture. Organizational culture is generally seen as a set of key
values, assumptions, understandings, and norms that is shared by members of an
organization and taught to new members as correct (Daft, 2005). It is argued that
organizational culture may be the critical key that managers can use to direct the
course of their firms (Smircich, 1983).
The study on organizational culture can take on a multitude of aspects, including
levels (visible, expressed values, and underlying assumptions), strength (strong or
weak), and adaptiveness (adaptive or unadaptive). Organizational cultures can be
assessed along many dimensions, resulting in conceptually different, but
fundamentally similar, models and theories. For example, culture can be categorized
as adaptability/achievement/clan/bureaucratic (Daft, 2005), clan/adhocracy/hierarchy/
market (Cameron and Freeman, 1991; Quinn and Cameron, 1983; Quinn and
Rohrbaugh, 1983), and communal/fragmented/networked/mercenary (Goffee and
Jones, 1998).
According to Wallach (1983), an organization’s culture can be a combination of three
categories – bureaucratic, innovative or supportive – to varying degrees. Wallach’s
(1983) framework is adapted for the purpose of this study. Wallach (1983) states that
the Organizational Culture Index (OCI) profiles culture on the three stereotypical
dimensions, and the “flavor” of an organization can be derived from the combination of
these three dimensions.
A bureaucratic culture is hierarchical, compartmentalized, organized, systematic,
and has clear lines of responsibility and authority. An innovative culture refers to a
creative, results-oriented, challenging work environment. A supportive culture exhibits
teamwork and a people-oriented, encouraging, trusting work environment. An
 LODJ employee can be more effective in his or her current job, and realize his or her best
30,1 potentials, when there is a match between the individual’s motivation and the
organizational culture. This has significant implications in recruitment, management,
motivation, development and retention of employees (Shadur et al., 1999).
Few published studies exist that describe the corporate culture of Malaysian
companies, which are generally are more or less similar to other fast-growing,
56 competitive, developing Asian countries. Government offices are generally considered
to be bureaucratic, while public-listed and private companies are more entrepreneurial
in nature. This is exemplified in a study done by Rashid et al. (2003), where companies
listed in the Kuala Lumpur Stock Exchange were found to be predominantly
competitive, and value risk-taking, demanding goals, and market superiority. Another
study by Rashid et al. (2004) showed that among manufacturers in the country, many
had mercernary culture, which emphasized on strategy and winning in the
marketplace. To balance this, there exists to a lesser degree consensual, network
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and supportive cultures within Malaysian companies, consistent to the cultural values
of Malaysian managers. Tradition, loyalty, teamwork and personal commitment are
among some of the values prevalent in Malaysian companies.

Dependent variables
Organizational commitment. Organizational commitment refers to an employee’s belief
in the organization’s goals and values, desire to remain a member of the organization
and loyalty to the organization (Mowday et al., 1982; Hackett et al., 2001). With the
increasing speed and scale of change in organizations, managers are constantly
seeking ways to generate employees’ commitment, which translates to competitive
advantage and improved work attitudes such as job satisfaction, performance,
absenteeism, and turnover intentions (Lok and Crawford, 2001; Yousef, 2000).
Allen and Meyer (1990) conceptualized a model of organizational commitment and
identified three components:
(1) affective;
(2) continuance; and
(3) normative commitment.

The affective component refers to the employee’s emotional attachment to,

identification with, and involvement in, the organization. Much of the research
undertaken in the area of organizational commitment focused on affective commitment
(Brunetto and Farr-Wharton, 2003). The continuance component refers to commitment
based on the costs that the employee associates with leaving the organization. The
normative component refers to the employee’s feeling of obligation to remain with the
organization. Normative involvement has received less research attention.
Many studies have revealed that the level of organizational and managerial support
an employee feels, their involvement in decision making (Porter et al., 1974; Mowday
et al., 1982) the amount of feedback received about job performance and job role
(Mathieu and Zajac, 1990), leadership behaviours and organizational culture influence
whether a person has high or low organizational commitment.
Job satisfaction. Robbins (2005) defined job satisfaction as a collection of feelings
that an individual holds towards his or her job. Numerous factors influence employee
job satisfaction, as reviewed by Rad and Yarmohammadian (2006). Job satisfaction has
 been observed to affect levels of job dissatisfaction, absenteeism, grievance expression, Effects of
tardiness, low morale, high turnover, quality improvement and participation in organizational
decision-making.
Employee performance. Motowidlo and Van Scotter (1994) proposed two dimensions culture
of employee performance. Task performance (or technical job performance) is the
behaviour associated with maintaining and servicing an organization’s technical core.
Contextual performance (or interpersonal job performance) is a function of one’s 57
interpersonal skill knowledge that supports the broader social environment in which
the technical core must function.

Relationship between variables

Although a considerable number of researchers have argued that there is a constant
interplay between organizational culture and leadership, there are limited empirical
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studies examining the relation between leadership and culture as well as their joint
effect on important organizational outcomes (Hickman and Silva, 1984; Peters and
Waterman, 1982; Schein, 1985; Sergiovanni and Corbally, 1984; Smith and Peterson,
1988; Tichy and Cohen, 1997; Trice and Beyer, 1993). More importantly, research has
found that the harmonious combination of appropriate leadership behaviours with
certain types of organizational cultures can positively influence employees’
performance (Harris and Ogbonna, 2001; Hickman and Silva, 1984; Lim, 1995).
According to Appelbaum et al. (2004) and Yousef (2000), the relationship between
leadership behaviour and job satisfaction has received a great deal of attention in past
research, however, findings have been mixed (Pool, 1997; Savery, 1994; Yousef, 2000).
Research therefore does not directly link employee satisfaction to a specific leadership
style. Instead, many suggest that leadership style needs to adapt to the culture or
situation as it attempts to reduce employee dissatisfaction.
According to a comprehensive literature review by Yousef (2000), several
researchers have also looked into the relationship between leadership behaviour and
job performance. Findings were inconsistent as well. A couple of studies in the steel
industry and electronic meeting systems reported higher satisfaction and performance
levels under directive leadership style when given a highly structured task, while
supportive leadership style is preferred for unstructured problems (Downey et al., 1975;
Kahai et al., 1997).
Results from investigations of antecedents of commitment have not been entirely
consistent (Yousef, 2000). Blau (1985) and Williams and Hazer (1986) reported that
consideration leadership style had greater influence on commitment than a structured
or task-oriented one, while Kim (2002) identified a positive relationship between
participative management style and employees’ job satisfaction and commitment.
Organizational culture too, plays an important role in generating commitment and
enhancing performance (Deal and Kennedy, 1982; Lok and Crawford, 2001; Peters and
Waterman, 1982). In particular, studies in various industries and countries showed that
innovative and supportive cultures had strong positive effects on commitment and job
satisfaction, while bureaucratic cultures had a negative impact (Brewer, 1993; Brewer,
1994; Brewer and Clippard, 2002; Kratrina, 1990; Krausz et al., 1995; Lok and Crawford,
2001; London and Larsen, 1999; Rashid et al., 2003; Silverthorne, 2004; Trice and Beyer,
1993; Wallach, 1983).
 LODJ Yousef (2000) investigated the role of organizational commitment as a mediator of
30,1 the relationships between leadership behaviour with job satisfaction and performance,
specifically in a multicultural, non-western country. Results from various
organizations in the United Arab Emirates suggest (in support of many western
studies) that those who perceive their superiors as adopting consultative or
participative leadership behaviour are more committed to their organizations, more
58 satisfied with their jobs, and their performance is high.
When employees are dissatisfied at work, they are less committed and will look for
other opportunities to quit. If opportunities are unavailable, they may emotionally or
mentally “withdraw” from the organization. Thus, organizational commitment and job
satisfaction are important attitudes in assessing employees’ intention to quit and the
overall contribution of the employee to the organization. Many studies across different
industries and geographical regions revealed strong correlations between
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organizational commitment with job satisfaction (Benkhoff, 1997; Caykoylu et al.,

2007; Chen, 2007; Iverson and Roy, 1994; Jernigan et al., 2002; Leong et al., 1996; Lok
and Crawford, 2001; Mathieu and Hamel, 1989; Mathieu and Zajac, 1990; Michaels,
1994; Price and Mueller, 1981; Samad, 2005; Taunton et al., 1989; Williams and Hazer,
1986; Yousef, 2001), and organizational commitment with job performance (Baugh and
Roberts, 1994; Brett et al., 1995; Kalleberg and Marden, 1995; Mathieu and Zajac, 1990;
Meyer et al., 1989; Mowday et al., 1974; Putti et al., 1990; Ward and Davis, 1995; Yousef,
2000). However, Leong et al. (1994) found a weak correlation between the two variables,
Lee and Mowday (1989) found negligible relationship, and Wright (1997) reported a
negative relationship between the two.
Very few relevant studies in the Malaysian context have been published to date.
Samad (2005) studied 584 managerial-level of employees in Telekom Malaysia, and
reported that job satisfaction did play a positive moderating role in the relationship
between organizational commitment and job performance. Rashid et al. (2003)
surveyed over 200 companies listed in the Kuala Lumpur Stock Exchange. Different
types of corporate cultures were found to influence affective commitment, but overall,
corporate culture was found to significantly affect the financial performance of these
companies (return on assets, return on investment). Combining these findings with
studies from other countries, both western and non-western, it is reasonable to expect
that different types of leadership behaviour does affect organizational commitment,
which in turn, influences both job satisfaction and employee performance. It is
anticipated that these relationships are dependent on the type of organizational culture
exhibited by the companies.
In summary, there have been a number of researches devoted to the relationship
between leadership behaviour, organizational culture, organizational commitment, job
performance and/or job satisfaction. The findings are, however, not entirely consistent.
A Taiwanese study by Li (2004) confirmed that the effect of leadership behaviours on
organizational commitment is differed by organizational culture. In addition, it was
found that organizational commitment might mediate the relationship between
leadership behaviours and job satisfaction and performance; however the presence of
this mediating effect was contingent upon the type of leadership and organizational
culture.
 Demographics Effects of
Demographics have been found to exert influence on organizational behaviour organizational
constructs. For example, age (Mathieu and Zajac, 1990; Michaels, 1994; Williams and
Hazer, 1986), cultural background (Al-Meer, 1989), organizational tenure (Mathieu and culture
Hamel, 1989; Mathieu and Zajac, 1990), job position (McCaul et al., 1995) and position
tenure (Gregersen and Black, 1992; Mathieu and Zajac, 1990) have been found to be
positively associated with organizational commitment. 59
Kirchmeyer (1995) and Madsen et al. (2005) determined that organizational
commitment was slightly related to gender (being female) and age. However, Goulet
and Singh (2002) concluded that organizational commitment was not related to age but
was instead related to gender.
Educational level has been reported to be negatively correlated with organizational
commitment (DeCotiis and Summers, 1987; Mathieu and Zajac, 1990; Mottaz, 1988;
Mowday et al., 1982). It has been argued that this inverse relationship is attributable to
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the fact that more highly educated individuals have higher expectations. They are
therefore more likely to feel that their employers are not rewarding them adequately,
and so the level of organizational commitment is diminished (DeCotiis and Summers,
1987).
Russ and McNeilly (1995) looked into the relationship between organizational
commitment and job satisfaction using experience, gender and performance as
moderators. They discovered that experience and performance moderate the
relationship between organizational commitment and job satisfaction.

Theoretical framework
Based on the literature review, the theoretical framework is proposed as shown in
Figure 1. This framework is similar to that of Li’s (2004), except that the directive,
participative and supportive leadership behaviours are studied, instead of
transformational and transactional leadership styles. Organizational commitment is
considered as a dependent and independent variable, rather than a mediating factor.

Research methodology
Development of hypotheses
As mixed findings are observed in prior studies as described in the literature review,
null hypotheses are proposed to test the relationships between the variables, as shown
in Figure 1:
H1. Leader’s directive, participative and supportive behaviours have no
significant relationship with organizational commitment.
H2. Organizational culture (bureaucratic, innovative and supportive) has no effect
on the relationship between leadership behaviour and organizational
commitment.
H3. Organizational commitment has no significant relationship with job
satisfaction and job performance.
H4. Organizational culture (bureaucratic, innovative and supportive) has no effect
on the relationship between organization commitment and job satisfaction
and job performance.
 LODJ
30,1

60
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Figure 1.
Theoretical framework

Selection of instruments and measures

The selection of instruments differed partly from Li’s (2004) study due to consideration
for the ease and time limitation for respondents to answer the questions, and space
constraints in the questionnaire. Moreover, some of the instruments measured different
dimensions of the variables to add originality value to this research.
Organizational culture. Although a number of typologies, categorizations and
instruments for measuring organizational culture exist, there is little agreement on
which ones are more appropriate or superior to the other. Hence, the popular 24-item
OCI by Wallach (1983) has been used for the purpose of this study, the reason being
that it was also used in Li’s (2004) research. Wallach (1983) classified organizational
culture profiles as bureaucratic, innovative and supportive, and each of the three
profiles is assigned 8 items in the OCI. The OCI has also been used by other researchers
(Koberg and Chusmir, 1987, cited in Lok and Crawford, 2004; Lok and Crawford, 2004).
Respondents were asked about how they perceive their organization’s culture. A
four-point Likert scale was used, ranging from “does not describe my organization”
valued as a “1” to “describes my organization most of the time” valued as a “4”. The
scores were added up for every profile, and an observation was assigned to the profile
with the highest mean score.
Leadership behaviour. In this study, the 13-item measure of leadership behaviour
has been adapted from Harris and Ogbonna (2001), which was based on previous
research by House (1971), House and Dessler (1974), Fleishman (1957) and Stogdill
 (1963). This measure of leadership has been widely used in the marketing and strategy Effects of
literatures and has been generally accepted as a good measure of subordinate’s organizational
perceptions of leadership style and behaviour (Harris and Ogbonna, 2001). It has been
used to identify the leadership behaviour as participative (five items), supportive (four culture
items) and directive (four items).
Churchill (1991) argued that to determine the form of response to individual
questions is a crucial aspect of empirical data collection. Consequently, it was decided 61
to adopt the commonly used seven-point Likert-type scoring for all items. Past uses of
measures of perceived leadership behaviours had previously utilized five-point scales.
However, Barnes et al. (1994) argued that a switch to the seven-point scale has no effect
on principal components analysis but often improves the reliability of answers. Thus, a
seven-point scale was used for reasons of reliability and validity, as well as for the ease
of response and administration (Malhotra, 1993). This is similar to what was done in
Harris and Ogbonna’s study (Harris and Ogbonna, 2001).
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Respondents were asked to describe the leadership behaviour of their immediate

supervisor. The seven-point Likert scale was used, ranging from “strongly agree/very
true” valued as a “1” to “strongly disagree/very unlikely” valued as a “7”. The mean
scores for each leadership style were obtained.
Organizational commitment. According to Mathieu and Zajac (1990) and Liu (2007),
currently the most widely used measure of organizational commitment is the
Organizational Commitment Questionnaire (OCQ) (Mowday et al., 1979). However, for
the purpose of this study, the 11-item Affective Commitment Scale (ACS) (Allen and
Meyer, 1990) has been used to assess the affective orientation of employees towards the
organization. It is shorter than the OCQ, and Dunham et al. (1994) and Randall et al.
(1990) found that the OCQ converged with the ACS. The ACS also has the advantage
that its items were written to assess only affective orientation towards the organization
and not employees’ behaviour or behavioural intentions (e.g. intention to exert effort or
leave the organization).
Continuance and normative components of commitment were not assessed because:
.
employees’ behaviour or behavioural intentions (e.g. intention to exert effort or
leave the organization) are either beyond the scope of the research (e.g. turnover),
or already measured as other variables (e.g. performance); and
.
there is still a lack of confidence and validity in the Normative Commitment Scale
(Allen and Meyer, 1990; Ko et al., 1997).

Furthermore, according to Liu (2007), it is more appropriate to use affective

commitment as a measure of impressions and attitudes of new employees, because
there is little chance to develop a meaningful continuance or normative commitment to
the organization in the early employment stage. This happened to be suitable for this
study’s sample population, which was predominantly employees with less than three
years tenure in their organizations.
Most investigations of organizational commitment have been conducted using
self-report measures, however, the veracity of self-reports is often questioned. Goffin
and Gellatly (2001) assessed affective commitment among public-sector administrative
staff, by using different sources of raters to test the explanations of the factors
influencing self-report measures. They found that self-report commitment measures
are affected mainly by observations or experiences of the self-reporter rather than by
 LODJ systematic bias related to defensive responding. This increases confidence that scores
30,1 from self-report measures of affective commitment are veridical.
In this study, respondents were asked to describe their affective commitment
towards their organizations. The seven-point Likert scale was used, ranging from
“strongly agree/very true” valued as a “1” to “strongly disagree/very unlikely” valued
as a “7”. A higher mean score indicated a higher level of commitment. Negative items
62 were reverse-coded prior to data analysis.
Job satisfaction. According to Robbins (2005), job satisfaction can be measured
using a single global rating by asking the question: “All things considered, how
satisfied are you with your job?”.
According to Yousef (2000), a number of researchers supported the usefulness of a
single-item measure of global job satisfaction (Scarpello and Campbell, 1983; Begley
and Czajka, 1993; Bhuian and Islam, 1996). Wanous et al. (1987) supported the use of a
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single-item measure unless a study’s inquiries or circumstances direct toward selecting

a well-constructed scale. They also argued that the single-item measure could be used
if space on a questionnaire is limited.
Respondents were asked to describe their job satisfaction. The five-point Likert
scale was used, ranging from “not satisfied” valued as a “1” to “very satisfied” valued
as a “5”. A higher mean score indicated a higher level of job satisfaction.
Employee performance. To measure employee performance, the self-rating 3-item
overall performance definition developed by Motowidlo and Van Scotter (1994) has
been used, as described by Li (2004). Researchers have criticized that self-ratings tend
to be inflated, suffering from leniency and social desirability bias. In fact, it is argued
that a non-self-report or multi-rater approach would be more accurate (i.e. ratings from
supervisors, peers, etc.). This downside of self-rating is due to self-serving bias, where
people tend to ascribe their own successes to internal personal factors, and their
failures to external situational causes.
However, a self-appraisal approach for rating performance has been used for other
types of performance measurements, as done previously by Al-Gattan (1983), Stevens
et al. (1978) and Yousef (2000) with acceptable outcomes. Young and Dulewicz (2007),
in a wider study into effective performance in the British Royal Navy, demonstrated
that self-evaluation of own performance was significantly correlated with appraised
(actual) performance using different psychometric questionnaires.
Respondents have been asked to determine:
.
their standard of job performance as measured by self that ranged from “does
not meet standard” valued as a “1” to “exceeds standard” valued as a “5”;
.
performance as compared with others of the same rank that ranged from “low
level” valued as a “1” to “high level” valued as a “5”; and
.
job contribution to the organization as compared to other members of the work
unit that ranged from “less contribution” valued as a “1” to “more contribution”
valued as a “5”.

A higher mean score represented a higher level of performance.

Classification questions. Classification questions have been included at the end of the
questionnaires. These were used for profiling the companies, for example, type of
business, years of establishment, number of employees, and also for profiling the
 respondents, for example, age, gender, job position, education, number of years in Effects of
present organization/position. organizational
culture
Sampling design and data collection
Data was collected using self-administered questionnaires to examine the preceding
issues because:
.
responses could be easily quantified and summarized;
63
.
data could be collected quickly, inexpensively and efficiently; and
.
a large number of participants could be reached in a short span of time.

A small-scale piloting was conducted prior to distribution of the questionnaires.

Several important aspects were checked (see Oppenheim, 2004, pp. 47-50), which
resulted mostly in changes in the layout of the questionnaire. For the electronic version
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of the questionnaire, participants were asked to mark “x” in the appropriate

yellow-colored boxes, rather than circling the responses. This is to ease the
respondents’ work and to reduce non-response rates. Overall, the wording/phrasing of
the questions were preserved to maintain the measurements’ integrity.
Questionnaires were distributed via e-mail and personally-administered by hand to
400 participants consisting of Malaysian UM MBA part-time students and the
researcher’s working peers. This non-probability convenience sampling was chosen for
convenience and for time- and cost-effectiveness for the research.
Approximately 70 percent of the questionnaires were distributed among MBA
students, while the remaining 30 percent were handed to the researcher’s working
peers. A total of 238 usable responses were received, giving a response rate of 59.5
percent. The response rates were roughly equal among MBA students and the
researcher’s working peers.
It is anticipated that there are no differences between the responses from the MBA
students and the working peers. This is because the MBA students comprise of
working people from various career backgrounds who, in the course of their work,
encounter different leadership behaviours and organizational cultures, and experience
different states of commitment, performance and job satisfaction – which is similar to
the researcher’s own work colleagues. Hence, they are in a position to give meaningful
responses to the questionnaires as the researcher’s working peers.
Moreover, it was not the intention of this research to compare any differences
between these two groups of subjects. Therefore, the any distinction between these two
groups of subjects were not identified in the questionnaires that were handed out.
A very small number of returned questionnaires had missing data in one or more
sections, but these are taken into account to make full use of the available data, e.g. by
using “exclude cases pairwise” option when assessing normality using the SPSS
program.

Results and discussion

Summary statistics of respondents
Demographic variables of the respondent sample were extracted by asking questions
on age, gender, marital status, job position, number of years worked with current
employer, type and nature of organizations, number of years of establishment of
 LODJ organizations and size of organizations (number of employees). Table I summarizes the
30,1 demographic information of the sample population for this study.
Majority of the respondents were single and young (aged 20-39 years), of nearly
equal gender distribution, were degree holders and working as executives or senior
executives in their organizations. Most were relatively new employees, having worked
less than three years with their current employer.
64 Many of the respondents worked in private or proprietary organizations that had
been operating for more than 15 years. Most of these organizations were
service-oriented, such as in the sales, banking, education and consultancy lines. The
size of the respondents’ organizations was predominantly small or very large (less than
100 employees, and more than 700 employees, respectively).

Analyses of measures
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Descriptive statistics. Table II shows that the standard deviations, skewness and
kurtosis levels are low. Hence, the collected data was robust, representative of the
samples, and normal. Parametric analyses techniques are therefore possible in the
subsequent sections.
The measures of organizational culture, job satisfaction and employee performance
all exhibited mean scores notably above their respective mid-points. In contrast, the
measures of leadership and organizational commitment were notably lower than their
mid-points. Although few inferences can be gained from this analysis, however, it may
be argued that demographics could be an important factor. As an example, drawing
from past literature, the low mean scores of organizational commitment could be due to
the majority of respondents being young, highly-educated, and having short
organizational tenures (DeCotiis and Summers, 1987; Mathieu and Hamel, 1989;
Mathieu and Zajac, 1990; Michaels, 1994; Mottaz, 1988; Mowday et al., 1982; Williams
and Hazer, 1986).
Factor analysis. From the comprehensive review of the references, it was found that
factor analysis was generally not conducted for items or dimensions in the
instruments, as they were perceived as well-established and possessed
well-documented reliability and validity.
Sampling adequacy was conducted using the Kaiser-Meyer-Olkin (KMO) analysis
for all measures. Table III summarizes the KMO measurements and shows significant
results for Bartlett’s test of sphericity ( p ¼ 0.000), which further supported sampling
adequacy of the data.
Factor analysis was conducted using principal axis factoring extraction method,
and factors with eigenvalues of greater than one were extracted and retained. In
analyzing matrices, factors with loadings below 0.3 were suppressed.
For organizational culture and leadership behaviour, it was expected that the
factors extracted would be independent of one another according to pre-existing
categories demonstrated in the original research by Wallach (1983) and Harris and
Ogbonna (2001), respectively. Hence, orthogonal rotation (varimax) was selected to
interpret factor loadings. Analyses results described three factors which can be
extracted for each measurement, hence corresponding exactly to the structure of the
measurements used by Wallach (1983) and Harris and Ogbonna (2001).
For organizational commitment and employee performance, as items were
originally supposed to measure a single variable, therefore it was expected that the
 Effects of
Demographic variable Percentage of sample
organizational
Age culture
20-29 years 43.9
30-39 years 41.4
40-49 years 11.8
50 and above 3.0 65
Gender
Female 51.1
Male 48.9
Education level
Secondary 3.8
Diploma 8.0
Degree 57.8
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Postgraduate 30.4
Marital status
Single 58.9
Married 41.1
Job position
Administrative or clerical 6.4
Technician 3.0
Executives or senior executive 37.3
Assistant manager 10.6
Managers or senior manager 28.0
Others 14.8
Number of years worked with current employer
Less than 3 years 45.6
3-6 years 32.9
7-10 years 11.4
More than 10 years 10.1
Type of organization
Manufacturing 11.4
Service 58.6
Others 30.0
Nature of organization
Private/proprietary 72.6
Government 5.1
Government-linked (GLC) 16.7
Others 5.6
Number of years of establishment of organization
Less than 10 years 23.7
10-15 years 17.8
More than 15 years 58.5
Number of employees in organization
Less than 100 34.5
101-300 23.4 Table I.
301-700 10.6 Summary statistics of
More than 700 31.5 respondents
 LODJ
Valid cases Meana Std. dev. Skewness Kurtosis
30,1
Bureaucratic culture 238 3.04 0.56 2 0.56 0.48
Innovative culture 238 2.92 0.59 2 0.14 0.94
Supportive culture 238 2.91 0.52 2 0.33 20.19
Participative leadership 238 3.35 1.25 0.61 0.08
66 Supportive leadership 238 3.62 1.19 0.38 0.17
Directive leadership 237 3.31 1.28 0.25 20.51
Organizational commitment 238 3.65 0.75 2 0.20 0.38
Job satisfaction 235 3.33 0.83 2 0.36 0.59
Employee performance 237 3.75 0.64 2 0.22 20.11
Notes: aThe OCI was measured on a four-point scale, resulting in a mid-point of 2.5. Both job
satisfaction and employee performance were measured on a five-point scale, hence a mid-point of 3.
Table II. Leadership behaviour and organizational commitment were measured using seven-point scales;
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Descriptive statistics therefore they have a mid-point of 4

KMO measure of Bartlett’s test of sphericity

sampling adequacy (Sig.)

Organizational culture 0.878 (Great) 0.000

Leadership behaviour 0.904 (Superb) 0.000
Table III. Organizational commitment 0.784 (Good) 0.000
KMO and Bartlett’s test Employee performance 0.692 (Mediocre) 0.000

factors extracted would be independent of one another. Hence oblique rotation (direct
oblimin) was selected to interpret factor loadings. Analyses results showed that three
factors could be extracted for the organizational commitment measurement,
suggesting the possibility of further refinements on Allen and Meyer’s (1990) ACS.
On the other hand, only one factor could be extracted in the employee performance
measurement, which describes accurately the structure of the employee performance
instrument used by Li (2004).
Reliability analysis. Table IV shows that the results in the calculation of Cronbach
Alpha coefficients ranged from 0.709 (for organizational commitment) to 0.921 (for
participative leadership). The Cronbach Alpha coefficients obtained from this study
were found to be relatively similar to reference studies. The high coefficient scores
(more than 0.7) led to the conclusion that the scales were acceptably reliable. No items
were deleted so as to maintain the integrity of these established, original instruments.
Correlation analyses. To study the correlation between variables, Pearson coefficient
was selected as it was designed for interval level or continuous variables. The
correlation patterns in Table V only partially followed the findings from Li’s (2004)
study. That is, organizational culture was found be significantly and positively
correlated to job satisfaction, but not with employee performance. In addition,
leadership behaviours were found to significantly and positively correlate to
organizational commitment.
However, the results differ from Li’s (2004) study in a number of aspects.
Organizational culture was found to be either not significantly or significantly
 Effects of
Cronbach Alpha Cronbach Alpha
No. of items (present study) (reference study) organizational
Bureaucratic culture 8 0.824 0.86a
culture
Innovative culture 8 0.790 0.70a
Supportive culture 8 0.812 0.97a
67
Participative leadership 5 0.921 0.9279b
Supportive leadership 4 0.788 0.7693b
Directive leadership 4 0.860 0.6688b

Organizational commitment 11 0.709 0.87c

Employee performance 3 0.774 0.83a
Table IV.
Sources: aLi (2004); bHarris and Ogbonna (2001); cAllen and Meyer (1990) Reliability analysis
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negatively correlated to leadership behaviours. Organizational culture also had

significant negative correlation with organizational commitment. Leadership
behaviours did not affect employee performance significantly, but significantly
affected job satisfaction negatively. Employee performance was found to be
significantly and positively correlated to job satisfaction.

Testing of hypotheses
To test the hypotheses using SPSS, hierarchical multiple regression was used
following Coakes et al. (2006, pp. 140-143). This method was selected as the order in
which independent variables are entered into the regression equation were known, and
were based on logical or theoretical considerations (Ahmad, 2001; Tabachnick and
Fidell, 1983). Tables VI-XI show the results of hierarchical multiple regression
analyses.
Leadership behaviour, organizational culture and organizational commitment. H1
stated that a leader’s directive, participative and supportive behaviours have no
significant relationship with organizational commitment. From the analyses,
leadership behaviours explained about 20 to 30 percent of the variance (R 2) in
organizational commitment, all of which were significant as indicated by the respective
F-values ( p , 0.05). Based on the R-values and t-values, all three types of leadership
behaviours contributed positively and significantly to the prediction of organizational
commitment ( p , 0.05). Higher scores for each leadership behaviour led to stronger
organizational commitment in the employees. Therefore, the null hypothesis H1 is
rejected, that is, leader’s directive, participative and supportive behaviours have
positive and significant relationship with organizational commitment.
This finding is consistent with some previous studies (Blau, 1985; Williams and
Hazer, 1986) and lends credibility to the notion that leadership does play an influential
role in generating commitment. Employees who are committed are highly involved in
their organization, and are more willing to put in considerable effort at work, and
possess a strong desire to remain in their organizations.
According to H2, the organizational culture (bureaucratic, innovative and
supportive) has no effect on the relationship between leadership behaviour and
organizational commitment. From the R 2 Change and Sig. F Change values, both
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68
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LODJ

Table V.
Correlation
Bureaucratic Innovative Supportive Participative Supportive Directive Employee Organizational Job
culture culture culture leadership leadership leadership performance commitment satisfaction

Bureaucratic Pearson 1 0.427 * * 0.307 * * 0.019 0.006 2 0.125 * 2 0.065 2 0.128 * 0.146 *
culture correlation
Sig. (1-tailed) 0.000 0.000 0.383 0.462 0.027 0.160 0.024 0.012
n 238 238 238 238 238 237 237 238 235
Innovative Pearson 0.427 * * 1 0.565 * * 2 0.126 * 2 0.163 * * 2 0.105 2 0.020 2 0.375 * * 0.253 * *
culture correlation
Sig. (1-tailed) 0.000 0.000 0.026 0.006 0.054 0.378 0.000 0.000
n 238 238 238 238 238 237 237 238 235
Supportive Pearson 0.307 * * 0.565 * * 1 2 0.406 * * 2 0.401 * * 2 0.208 * * 0.045 2 0.454 * * 0.300 * *
culture correlation
Sig. (1-tailed) 0.000 0.000 0.000 0.000 0.001 0.244 0.000 0.000
n 238 238 238 238 238 237 237 238 235
Participative Pearson 0.019 2 0.126 * 2 0.406 * * 1 0.688 * * 0.452 * * 0.068 0.500 * * 2 0.259 * *
leadership correlation
Sig. (1-tailed) 0.383 0.026 0.000 0.000 0.000 0.150 0.000 0.000
n 238 238 238 238 238 237 237 238 235
Supportive Pearson 0.006 2 0.163 * * 2 0.401 * * 0.688 * * 1 0.515 * * 0.088 0.541 * * 2 0.246 * *
leadership correlation
Sig. (1-tailed) 0.462 0.006 0.000 0.000 0.000 0.089 0.000 0.000
n 238 238 238 238 238 237 237 238 235
Directive Pearson 2 0.125 * 2 0.105 2 0.208 * * 0.452 * * 0.515 * * 1 0.033 0.450 * * 2 0.147 *
leadership correlation
Sig. (1-tailed) 0.027 0.054 0.001 0.000 0.000 0.306 0.000 0.012
n 237 237 237 237 237 237 237 237 234
Employee Pearson 2 0.065 2 0.020 0.045 0.068 0.088 0.033 1 2 0.119 * 0.305 * *
performance correlation
Sig. (1-tailed) 0.160 0.378 0.244 0.150 0.089 0.306 0.033 0.000
n 237 237 237 237 237 237 237 237 234
Organizational Pearson 2 0.128 * 2 0.375 * * 2 0.454 * * 0.500 * * 0.541 * * 0.450 * * 2 0.119 * 1 2 0.423 * *
commitment correlation
Sig. (1-tailed) 0.024 0.000 0.000 0.000 0.000 0.000 0.033 0.000
n 238 238 238 238 238 237 237 238 235
Job satisfaction Pearson 0.146 * 0.253 * * 0.300 * * 2 0.259 * * 2 0.246 * * 2 0.147 * 0.305 * * 2 0.423 * * 1
correlation
Sig. (1-tailed) 0.012 0.000 0.000 0.000 0.000 0.012 0.000 0.000
n 235 235 235 235 235 234 234 235 235

Notes: * * Significant at the 0.01 level (1-tailed); * Significant at the 0.05 level (1-tailed)
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Model summary ANOVAc Coefficientsd

Independent variables R 2 excl. interactiona R 2 incl. interactionb D R2 Sig. F change F Sig. B Beta t Sig.

Directive leadership 0.203 0.208 0.005 0.219 30.742 0.000 2 0.098 2 0.072 21.233 0.219
Participative leadership 0.250 0.269 0.019 0.014 43.212 0.000 2 0.185 2 0.138 22.473 0.014
Supportive leadership 0.293 0.310 0.017 0.016 52.899 0.000 2 0.177 2 0.132 22.430 0.016
Notes: aR 2 with leadership behaviour and organizational culture, but excluding interaction leadership behaviour * organizational culture; bR 2 including
interaction term leadership behaviour * organizational culture; cANOVA predictors: (constant), leadership behaviour, organizational culture; dCoefficients
of organizational culture in the model: (constant), leadership behaviour, organizational culture
organizational

organizational
culture

Results of hierarchical

bureaucratic culture
leadership behaviours in
commitment on
regression analysis of
69

Table VI.
Effects of
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70
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Table VII.

organizational
commitment on

innovative culture
regression analysis of
Results of hierarchical

leadership behaviours in
Model summary ANOVAc Coefficientsd
Independent variables R 2 excl. interactiona R 2 incl. interactionb D R2 Sig. F change F Sig. B Beta t Sig.

Directive leadership 0.203 0.312 0.109 0.000 52.983 0.000 2 0.421 2 0.332 26.081 0.000
Participative leadership 0.250 0.349 0.099 0.000 62.938 0.000 2 0.402 2 0.317 25.976 0.000
Supportive leadership 0.293 0.378 0.085 0.000 71.330 0.000 2 0.374 2 0.295 25.653 0.000
Notes: aR 2 with leadership behaviour and organizational culture, but excluding interaction leadership behaviour * organizational culture; bR 2 including
interaction term leadership behaviour * organizational culture; cANOVA predictors: (constant), leadership behaviour, organizational culture; dCoefficients
of organizational culture in the model: (constant), leadership behaviour, organizational culture
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Model summary ANOVAc Coefficientsd

Independent variables R 2 excl. interactiona R 2 incl. interactionb D R2 Sig. F change F Sig. B Beta t Sig.

Directive leadership 0.203 0.339 0.136 0.000 59.891 0.000 2 0.545 2 0.377 26.927 0.000
Participative leadership 0.250 0.325 0.075 0.000 56.640 0.000 2 0.435 2 0.300 25.125 0.000
Supportive leadership 0.293 0.360 0.067 0.000 66.058 0.000 2 0.408 2 0.282 24.951 0.000
Notes: aR 2 with leadership behaviour and organizational culture, but excluding interaction leadership behaviour * organizational culture; bR 2 including
interaction term leadership behaviour * organizational culture; cANOVA predictors: (constant), leadership behaviour, organizational culture; dCoefficients
of organizational culture in the model: (constant), leadership behaviour, organizational culture
organizational

organizational
culture

Results of hierarchical

supportive culture
leadership behaviours in
commitment on
regression analysis of
Table VIII.
71
Effects of
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72
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Table IX.

organizational
commitment in
performance on

bureaucratic culture
Results of hierarchical

satisfaction and employee

regression analysis of job
Model summary ANOVAc Coefficientsd
Dependent variables R 2 excl. interactiona R 2 incl. interactionb D R2 Sig. F change F Sig. B Beta t Sig.

Job satisfaction 0.179 0.187 0.009 0.113 26.760 0.000 0.141 0.095 1.591 0.113
Employee performance 0.014 0.021 0.007 0.213 2.482 0.086 20.093 2 0.081 21.248 0.213
Notes: a R 2 with organizational commitment and organizational culture, but excluding interaction leadership behaviour * organizational culture; b R 2
including interaction term organizational commitment * organizational culture; c ANOVA predictors: (constant), organizational commitment,
organizational culture; d Coefficients of organizational culture in the model: (constant), organizational commitment, organizational culture
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Model summary ANOVAc Coefficientsd

Dependent variables R 2 excl. interactiona R 2 incl. interactionb D R2 Sig. F change F Sig. B Beta t Sig.

Job satisfaction 0.179 0.189 0.011 0.082 27.071 0.000 0.155 0.111 1.744 0.082
Employee performance 0.014 0.019 0.005 0.280 2.288 0.104 20.081 2 0.076 21.084 0.280
Notes: a R 2 with organizational commitment and organizational culture, but excluding interaction leadership behaviour * organizational culture; b R 2
including interaction term organizational commitment * organizational culture; c ANOVA predictors: (constant), organizational commitment,
organizational culture; d Coefficients of organizational culture in the model: (constant), organizational commitment, organizational culture
organizational

organizational
culture

Results of hierarchical

satisfaction and employee

innovative culture
commitment in
regression analysis of job

performance on
Table X.
73
Effects of
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74
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Table XI.

organizational
commitment in
performance on

supportive culture
Results of hierarchical

satisfaction and employee

regression analysis of job
Model summary ANOVAc Coefficientsd
Independent variables R 2 excl. interactiona R 2 incl. interactionb D R2 Sig. F change F Sig. B Beta t Sig.

Job satisfaction 0.179 0.193 0.015 0.041 27.793 0.000 0.217 0.136 2.056 0.041
Employee performance 0.014 0.014 0.000 0.877 1.704 0.184 20.014 20.011 20.155 2 0.877
Notes: a R 2 with organizational commitment and organizational culture, but excluding interaction leadership behaviour * organizational culture; b R 2
including interaction term organizational commitment * organizational culture; c ANOVA predictors: (constant), organizational commitment,
organizational culture; d Coefficients of organizational culture in the model: (constant), organizational commitment, organizational culture
 innovative and supportive cultures made significant, unique contributions of 8.5 to Effects of
10.9 percent, and 6.7 to 13.6 percent, respectively, to the variance of organizational organizational
commitment after leadership behaviour had been taken into account ( p , 0.05). The
effect was most pronounced with directive leadership, followed by participative and culture
least of all, supportive leadership styles. The effect is less clear in bureaucratic
environments; it did not make any significant contributions to the variance of
organizational commitment under directive leadership, but significantly increased 75
the variances by nearly 2 percent under participative and supportive leadership
styles.
The negative beta values indicated that higher scores in organizational culture was
associated with lower commitment, with the exception of bureaucratic culture with
directive leadership. Hence, organizational culture was generally found to be a
significant moderator in the relationship between leadership behaviours and
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organizational commitment.
Therefore, the null hypothesis H2 is partially rejected. Organizational culture
generally has significant moderating effect on the relationship between leadership
behaviour and organizational commitment, except for the relationship between
directive leadership behaviour and organizational commitment under a bureaucratic
environment.
Bureaucratic, innovative and supportive cultures have significant moderating
effects on the relationship between participative and supportive leadership behaviours
and organizational commitment. The relationship between directive leadership
behaviour and organizational commitment is significantly moderated by both
innovative and supportive cultures; however, bureaucratic culture did not significantly
moderate this relationship.
This finding is in agreement with Li’s (2004) study in that the effect of different
leadership behaviors on organizational commitment is contingent upon organizational
culture. Although all three types of organizational culture moderated the relationships
between directive, participative and supportive leadership behaviours with
commitment by negatively impacting them, bureaucratic culture was found to exert
the least effect. Leaders should recognize this as they seek to influence employees and
achieve their organizational goals, of which success can be contingent upon the type of
organizational culture being practiced. Regardless of conditions in the labor market,
committed employees are always a necessary and valuable organizational resource (Li,
2004).
The finding that directive leadership style is not affected by a bureaucratic
environment in generating commitment contributes further evidence that a particular
leadership style can be effective in one culture, but may not benefit (or become
ineffective) in another culture.
Organizational commitment, organizational culture, job satisfaction and employee
performance. According to H3, organizational commitment is posited to have no
significant relationship with job satisfaction and job performance. From the analyses,
organizational commitment explained 17.9 percent of the variance (R 2) in job
satisfaction, which was significant as indicated by the F-value ( p , 0.05). In contrast,
organizational commitment explained 1.4 percent of the variance in employee
performance, which was not significant as indicated by the F-value ( p . 0.05). Based
on the R-values and t-values, organizational commitment is a significant and negative
 LODJ predictor of job satisfaction ( p , 0.05), but is not a predictor for employee performance
30,1 ( p . 0.05). The stronger the commitment, the lower the job satisfaction. Therefore, the
null hypothesis H3 is partially rejected, that is, organizational commitment has a
negative significant relationship with job satisfaction, and has an insignificant
relationship with employee performance.
The findings are contrary to the reviewed literature with regards to the association
76 between organizational commitment and job satisfaction. For instance, Mathieu and
Zajac’s (1990) research suggested that affective and continuance commitment are
positively related with job satisfaction, but this was not observed in this study. One
possible reason is that the sample population consists mostly of young, highly
educated persons holding high executive or managerial positions. They may be
involved and be enthusiastic about their work professionally, however, actual
expectations and feelings about their work may differ, which may lead to
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dissatisfaction. On the other hand, the findings agree to Lee and Mowday’s (1989)
study, where there is negligible relationship between commitment and employee
performance. There may be other more important factors which impacts performance
and productivity besides organizational commitment. Managers can benefit by
attempting to uncover underlying factors that are critical in determining job
satisfaction and performance levels, as organizational commitment itself may not
contribute as much as previously thought.
H4 stated that organizational culture (bureaucratic, innovative and supportive) has
no effect on the relationship between organization commitment and job satisfaction
and job performance. From the R 2 Change and Sig. F Change values, only supportive
culture made a significant, unique (albeit weak) contribution of 1.5 percent to the
variance of job satisfaction after organizational commitment ( p ¼ 0.041). The positive
beta (beta ¼ 0.136) indicated that higher score in supportive culture was associated
with higher job satisfaction. Hence, supportive culture was found to be a significant
moderator in the relationship between organizational commitment and job satisfaction.
Organizational culture was found not to contribute significantly to the variance of
employee performance after organizational commitment ( p . 0.05). Hence, in the
sample population, organizational culture was not a significant moderator in the
relationship between organizational commitment and employee performance.
Therefore, the null hypothesis H4 is partially rejected, that is, only supportive
culture has a significant moderating effect on the relationship between
organizational commitment and job satisfaction. Bureaucratic and innovative
cultures did not significantly influence the relationship between organizational
commitment with job satisfaction. In addition, all three types of organizational
cultures did not moderate the relationship between organizational commitment and
employee performance.
This finding is in agreement with past literature, where a trusting, encouraging and
team-oriented environment increased job satisfaction levels. In corporations where
rigid bureaucratic, or challenging, aggressive innovative cultures exist, Malaysian
managers may want to consider introducing softer and more people-oriented elements
into the working environment, so as to increase satisfaction, which in turn, may benefit
productivity, stress levels or turnover rates.
 Conclusion and recommendations Effects of
Summary of findings organizational
The purpose of this study was to investigate the moderating effects of organizational
culture on the relationships between leadership behaviour and organizational culture
commitment and between organizational commitment and job satisfaction and
performance, particularly in the Malaysian setting.
To date, little empirical research has been done to investigate the relationships and 77
organizational outcomes of these constructs. This study, therefore, is unique in that it
has helped to fill this gap in an effort to improve our understanding of the role of
leadership and organizational commitment in the Malaysian environment and beyond.
With the advent of globalization in recent years, greater knowledge of the interactions
of these factors specifically in the multiracial and multicultural Malaysian setting can
be beneficial for assessing the effectiveness of current theory as well as benefiting
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practicing leaders and decision makers. Findings from this study can help leaders and
scholars, especially those concerned with Malaysian companies.
By using questionnaires, data was gathered from 238 Malaysian UM MBA
part-time students and the researcher’s working peers. Data on the respondents’
organizational culture and leadership behaviours, and how they affect organizational
commitment, job satisfaction and employee performance, were collected using the OCI
(Wallach, 1983), leadership behaviour questionnaire (Harris and Ogbonna, 2001), ACS
(Allen and Meyer, 1990), single global rating for job satisfaction (Robbins, 2005), and
overall performance questionnaire (Motowidlo and Van Scotter, 1994), respectively.
Descriptive statistics were reported, followed by factor analysis, reliability analysis,
Pearson correlation and hypotheses testing using hierarchical multiple regression.
In this study, although the correlations were statistically significant ( p , 0.05), the
amount of correlation with each variable was relatively small. One of the reasons could
be that there are other, possibly stronger, predictors and dependents for the variables
investigated in this study. For example, there are numerous factors which influence, or
are influenced by job satisfaction, as described by Rad and Yarmohammadian (2006).
Four hypotheses were developed based on the research objectives and from the
existing literature. The hypotheses were tested and thus, the research objectives were
achieved.
H1 stated that a leader’s directive, participative and supportive behaviours have no
significant relationship with organizational commitment. However, based on the
research results, the null hypothesis H1 is rejected. The leader’s directive, participative
and supportive behaviours were found to have positive and significant relationship
with organizational commitment. These results were consistent with the pattern found
in a number of western studies, as described by Yousef (2000). In his research on major
United Arab Emirates organizations, he found that employees can be highly committed
to their organizations when they perceive their superiors as adopting consultative or
participative leadership behaviours.
According to H2, the organizational culture (bureaucratic, innovative and
supportive) has no effect on the relationship between leadership behaviour and
organizational commitment. From the findings, the null hypothesis H2 is partially
rejected. Bureaucratic, innovative and supportive cultures have significant moderating
effects on the relationship between participative and supportive leadership behaviours
and organizational commitment. The relationship between directive leadership
 LODJ behaviour and organizational commitment is significantly moderated by both
30,1 innovative and supportive cultures; however, bureaucratic culture did not significantly
moderate this relationship. This finding is somewhat reflected in previous western
studies, where innovative and supportive cultures were found to exert stronger
influence or even enhance employees’ commitment than a bureaucratic culture
(Brewer, 1993; Brewer, 1994; Kratrina, 1990; Wallach, 1983).
78 According to H3, organizational commitment is posited to have no significant
relationship with job satisfaction and job performance. Following the data analysis, the
null hypothesis H3 is partially rejected. Organizational commitment has a negative
significant relationship with job satisfaction, but has an insignificant relationship with
employee performance. This is contrary to findings from western studies with regards
to the association between organizational commitment and job satisfaction. For
instance, Mathieu and Zajac (1990) found that commitment is positively related with
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job satisfaction, but this was not observed in this study. On the other hand, this study’s
findings agree to Lee and Mowday’s (1989), where there is negligible relationship
between commitment and employee performance. This difference could be explained
by the demographics of the study sample – young, highly-educated workers who may
be satisfied with their work per se but not committed to their organization. Their
performance could be influenced by other factors aside from commitment alone.
H4 stated that organizational culture (bureaucratic, innovative and supportive) has
no effect on the relationship between organization commitment and job satisfaction
and job performance. From the analysis, it is concluded that the null hypothesis H4 is
partially rejected. Only supportive culture has a significant moderating effect on the
relationship between organizational commitment and job satisfaction. Bureaucratic
and innovative cultures did not significantly influence the relationship between
organizational commitment with job satisfaction. In addition, all three types of
organizational cultures did not moderate the relationship between organizational
commitment and employee performance. This finding is somewhat in agreement with
previous western studies, where supportive cultures were predominantly associated
with higher levels of job satisfaction and performance, while bureaucratic cultures did
the opposite (Brewer and Clippard, 2002; Krausz et al., 1995; London and Larsen, 1999;
Silverthorne, 2004; Trice and Beyer, 1993).
There exists very few published research work of similar nature conducted in
Malaysia. Findings from this study did not agree with Samad (2005)’s, in that
organizational commitment was found to be negatively related to job satisfaction and
unrelated to employee performance. Hence, the sampled Malaysian employees who feel
attached and involved in their companies did not feel more satisfied with their jobs,
and did not perform better either.
Although no direct comparisons could be made against findings from Rashid et al.
(2003)’s study, it can be loosely concluded that a bureaucratic environment does not
affect organizational commitment and other consequents such as satisfaction and
performance in the Malaysian setting. Rashid et al. (2003) found that a consensual
(supportive) culture positively influenced affective commitment, whereas an
entrepreneurial (innovative) culture did otherwise. Such findings were not observed
in this study, however.
 Suggestions for future research Effects of
Sampling was one of the limitations identified in this study. The fact that convenience organizational
sampling was used meant that results were not immediately transferable to the general
working population. In addition, the sample subjects in this study were mostly young culture
executives in the urban Klang Valley area, who worked less than three years in their
companies, and were mostly from the private sector; thus, findings could not be
generalized. Therefore, future research could look into extending the study population 79
to include collect input from more experienced business managers and leaders who
have better insight of the workings of the corporation. If samples were drawn from a
wider range of demographics, then the results may become more meaningful.
Moreover, if adequate population data can be obtained, probability sampling methods
can be used.
Future research could explore the differences in response towards the investigated
variables among different groups of people of varied backgrounds and demographics.
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For example, comparisons can be made between workers from different industries,
ethnicities, or countries.
Another possible future direction is to use a more differentiated measure of job
satisfaction, such as the Job Descriptive Index or Overall Job Satisfaction
questionnaires, provided the benefits of using such lengthier measures outweigh the
disadvantages. Such measures can provide a more detailed analysis on the facets of job
satisfaction that are affected by organizational behaviour variables.

Implications
There can be a number of implications for Malaysian corporate leaders, managers and
supervisors from this study. Leaders need to realize the impact of their personal
leadership styles upon their employees’ commitment to the workplace, and that the
success of their endeavours is dependent on the shared values and norms within the
organization. Hence, to enhance their effectiveness, leaders could consider changing
their leadership style to synergize with the organization’s culture, or initiate changes to
the culture itself. In addition, this further reaffirms the use of the contingency approach
in conceptualizing leadership styles and behaviours.
For example, in Malaysia there are many bureaucratic organizations such as
government institutions, large manufacturing plants, and traditional family-owned
companies. In these organizations, directive leadership is still quite prevalent where
supervisors continue to direct and plan work for employees, and rigid rules and
policies are enforced. Such organizations continue to thrive today as demonstrated by
years of continued financial success. Working conditions in such bureaucratic cultures
may not immediately favour supportive leadership styles; where efficiency and strict
adherence to rules are valued, a manager adopting a softer, caring approach risks
losing respect from older employees, and gaining lazy workers who take advantage of
the open, friendly atmosphere. Therefore, the supportive manager needs to change his
leading style, perhaps by adopting a more directive leadership approach.
Malaysian leaders should also realize that contrary to common belief, committed
employees may not automatically equate to satisfied and high-performing workers in
the organization, even if a favourable environment exists for the employees. There
could be other, more significant underlying reasons for an employee’s commitment,
which could subsequently affect other critical bottom-lines, such as absenteeism,
 LODJ turnover, profitability and productivity. Leaders need to investigate and find out what
30,1 exactly keeps their employees happy and working hard.
As an example, in Malaysia the sales and marketing divisions of many fast-moving
industries, such as telecommunications, electronics, consumer goods and healthcare
products, employ young people who are enthusiastic, driven and possess
high-performing qualities. They are committed to their organizations, often bearing
80 hopes of finding an ideal working environment, rewarding salary package and
promotion opportunities, and an exciting job. However, it is also true that turnover
among new recruits in sales teams and marketing departments in such industries is
high, and targets are not always met. Managers should perhaps look into what affects
their subordinates’ job satisfaction and performance, such as too much stress or
inadequate training.
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Management Journal, Vol. 35 No. 3, pp. 671-84.

Corresponding author
Kamarul Zaman Bin Ahmad can be contacted at: [email protected]

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