The Impact of Leadership Styles on Employees Commitment among Medical Offices in Sto.

Tomas

Review of the Related Literature

Local Literature (National)

Leadership styles in various contexts, such as schools, workplaces, or in general, have

different impacts. Studying the differences and dynamics of the significance of leadership styles in
different contexts allows the present study to assess these styles and utilize various literature and
studies conducted by past researchers and writers to further analyze the current study.

Mapoy, Manguerra, Evangelista, Lusterio, and Fortes (2021) explored the concept of "Pinoy
Leadership Style" and its implications for mental health in workplace and school settings. They
emphasized the significance of effective leadership in shaping individuals' experiences and mental
well-being within organizations and educational institutions. The Filipino culture, deeply rooted in
indigenous core values, influences Filipino leadership and management styles. These styles, such as
pakiramdam, takutan, kulit, and patsamba-tsamba, among others, reflect values of kinship, family,
and social acceptance. For instance, leaders who employ takutan (fear-based) leadership may
inadvertently cause stress and anxiety among employees due to the belief that toughness and
strictness lead to better results.

Franco (1982) identified several distinct Pinoy management styles:

1. Management-by-Kayod (Hard Work) and the Realist Manager - Leaders in this category work
tirelessly, reacting immediately to problems and focusing on ensuring organizational success through
experience and autocratic decision-making.

2. Management-by-Libro (Book) and the Idealist Manager - These leaders prefer American
management styles, rely on technical jargon, and are process-oriented, reflecting on problems before
taking action.
3. Management-by-Lusot (Shortcut) and the Opportunist Manager - These managers tend to take
shortcuts, pay off problems, and lack commitment to tasks, often treating tasks as games.

4. Management-by-Suyod (Nitpicking) and the Reconsider Manager - These leaders meticulously

examine problems from all angles, seek balance in work, integrate idealist and realist approaches,
and adapt their management style based on project requirements.

Leadership, management, and organizational culture significantly influence employees'

mental health. Filipino leadership styles, deeply embedded in cultural values, can impact mental
well-being in workplace and school settings. The use of fear-based leadership styles or shortcuts may
lead to stress, anxiety, and dissatisfaction among employees and students.

Understanding the distinct Pinoy management styles provides insights into leadership
practices and their effects on mental health. The comparison between American and Filipino
management systems highlights cultural differences in leadership approaches, offering opportunities
for cross-cultural understanding and adaptation. By studying Filipino leadership styles, medical
offices can tailor leadership approaches to create a supportive work environment that enhances
employee commitment and mental health. Leaders who exhibit qualities of balance, consideration,
and integration of idealist and realist approaches may foster a positive organizational culture that
contributes to employees' well-being and performance.

The study conducted by Cainday (2022) investigates the relationship between leadership
styles, organizational culture, workplace bullying, and nurses' productivity, aiming to develop a causal
model in this context. The research involved 210 randomly chosen nurses from four hospitals in
Bukidnon, employing a Causal-Comparative Research Design. The findings indicated significant
associations between nurses' productivity and leadership style, organizational culture, and workplace
bullying.

Specifically, the study found that leadership styles, particularly transformational leadership
and perceived social support from co-workers, significantly influence nurses' productivity.
Additionally, the research highlighted the impact of organizational culture and workplace bullying on
nurses' productivity. These findings suggest that leadership styles, organizational culture, and
workplace bullying play crucial roles in determining nurses' productivity levels.

In the context of my current study on the impact of leadership styles on employee

commitment among medical offices in Sto. Tomas, this research provides valuable insights. It
underscores the importance of understanding leadership styles, organizational culture, and
workplace dynamics, such as bullying, in influencing employees' productivity and overall well-being.
By considering these factors, healthcare managers and leaders can create a supportive work
environment that fosters commitment and enhances productivity among medical office staff.

The study conducted by Binghay, Lu, and Lu (2022) on total rewards management (TRM) in
Philippine healthcare companies provides valuable insights relevant to understanding the
relationship between leadership styles and employee commitment in medical offices, as in your
study.

In the context of the healthcare industry, TRM encompasses various aspects, including pay,
benefits, work-life balance, career development, and performance recognition. The current study
focuses on leadership styles' impact on employee commitment among medical offices, which is
closely related to TRM, as leadership styles significantly influence how rewards and recognition are
perceived and utilized by employees.

Binghay et al. (2022) found that even though some healthcare companies had established
TRM systems, employees did not necessarily experience better pay, benefits, work-life balance,
career development, or performance recognition. This finding suggests that leadership styles within
these organizations may not effectively translate TRM into improved employee outcomes.

Therefore, the insights from the study on TRM in Philippine healthcare companies emphasize
the importance of leadership styles in shaping employee experiences and perceptions of rewards,
work-life balance, and career development. By understanding how leadership styles influence TRM
effectiveness, your study can shed light on strategies to enhance employee commitment in medical
offices, considering leadership practices and their alignment with reward and recognition systems.

The study by Oducado (2019) explored the perceptions of young hospital staff nurses
regarding leader empowering behaviors and psychological empowerment, shedding light on the
relationship between leadership practices and employee empowerment. In the context of nursing,
where empowerment is crucial for job satisfaction and retention, this research provides valuable
insights into the role of leadership in fostering an empowering work environment.

The findings revealed that young staff nurses perceived their leaders' behaviors as highly
empowering, indicating a positive organizational culture that encourages staff involvement and
decision-making. Additionally, the study found that staff nurses reported a high level of psychological
empowerment, suggesting that they feel confident, motivated, and capable in their roles.

Moreover, the research identified a significant relationship between leader empowering

behaviors and staff nurses' perception of psychological empowerment. This underscores the
importance of leadership practices in influencing employee empowerment and engagement.
Furthermore, the study highlighted differences in psychological empowerment based on
employment status and years of work experience, indicating potential areas for targeted
interventions by nurse managers.

Relating to the current study, which investigates the impact of leadership styles on employee
commitment among medical office staff in Sto. Tomas, this research provides valuable insights. It
underscores the significance of leadership behaviors in shaping employee perceptions and
empowerment levels, which, in turn, can influence their commitment to the organization. Therefore,
understanding and promoting leader empowering behaviors could be crucial for enhancing the
commitment and engagement of medical office staff, contributing to organizational effectiveness and
improved patient care.

Gabriel, Alcantara, and Alvarez (2020) investigated the leadership styles of millennial
managers and their approach in managing older employees in the Philippine workplace. As
millennials increasingly assume leadership roles, understanding their leadership styles becomes
crucial for enhancing workplace performance and productivity, particularly when leading employees
from different generations.

Using a qualitative approach, the study engaged four millennial managers from the National
Food Authority in the Philippines through interviews, participant observation, and prolonged
engagement. Data were triangulated through document analysis and interviews with the millennial
managers' subordinates. The findings revealed that the leadership competencies of millennial
managers were in the early stages of development. Factors affecting their leadership styles included
building good impressions and rapport, emphasizing the importance of soft skills in leadership,
showing respect, practicing reverse mentoring, delegating tasks, and managing expectations and
performance when dealing with older employees.

The study highlights the importance of soft skills, respect, and effective communication in
leadership, especially when leading employees from different generations. It underscores the need
for millennial managers to adapt their leadership styles to effectively manage and engage older
employees. By recognizing the unique challenges and opportunities in intergenerational leadership,
medical office leaders can foster better relationships and collaboration among employees of different
age groups. Understanding the leadership attributes and potentials of millennial managers can
contribute to creating inclusive and supportive work environments.

Another study by Baculio & Java (2024) investigated the influence of organizational
strategies, change management practices, and motivation on nurses’ commitment in Department of
Health accredited hospitals in Sarangani Province and General Santos City. Utilizing a descriptive
correlational method, data were gathered from 344 nurses through a self-made survey
questionnaire. Weighted mean was used to analyze the extent of implementation of organizational
strategies, change management practices, and level of motivation and commitment, while Spearman
correlation and multiple linear regression were used to determine the relationships between
variables. The results indicated significant relationships between organizational strategies, change
management practices, motivation, and nurses’ commitment. Specifically, organizational strategies,
change management practices, and motivation significantly influenced nurses’ commitment,
highlighting the importance of these factors in enhancing commitment among nurses. The study
suggests the development and implementation of relevant programs to address concerns and
increase nurses’ commitment.

This study contributes to understanding the factors that influence nurses’ commitment and
provides insights into organizational strategies, change management practices, and motivation. The
findings suggest that effective organizational strategies, well-implemented change management
practices, and motivated nurses contribute positively to nurses’ commitment. This aligns with the
current study, which aims to explore the impact of leadership styles on employees’ commitment
among medical offices in Sto. Tomas. By understanding the role of organizational strategies, change
management, and motivation, healthcare leaders can develop initiatives to enhance commitment
among their nursing staff, thereby improving overall organizational performance and patient care.

The literature reviewed provides valuable insights into the impact of leadership styles on
employee commitment, particularly in medical office settings. Mapoy et al. (2021) and Franco (1982)
highlight the influence of Filipino leadership styles, such as pakiramdam, takutan, and Management-
by-Kayod, on mental well-being and organizational success. Cainday's (2022) study emphasizes the
significance of transformational leadership in enhancing nurses' productivity, while Binghay et al.
(2022) shed light on the importance of aligning leadership styles with total rewards management to
improve employee outcomes. Additionally, Oducado's (2019) research underscores the role of leader
empowering behaviors in promoting psychological empowerment among nurses. Moreover, Gabriel
et al. (2020) discuss the need for millennial managers to adapt their leadership styles to effectively
engage employees across different generations. These findings suggest that understanding and
promoting leadership styles, including autocratic, democratic, and laissez-faire leadership, tailored to
organizational needs and employee demographics, are crucial for enhancing employee commitment
and organizational effectiveness in medical offices.

Foreign Literature (International)

Leadership styles play a crucial role in shaping the organizational commitment of employees,
particularly in the healthcare sector, where the work environment is often demanding and stressful.
In the study by Govindasamy et al. (2021), the impact of different leadership styles on the
organizational commitment of medical practitioners was examined within the context of the Melaka
State Health Department in Malaysia. This study specifically investigated how workplace stress
moderates the relationship between leadership styles and organizational commitment, offering
valuable insights into the dynamics of healthcare management.

The study utilized the Social Exchange Theory by Homans and Lewin’s Person-Environment
Fit Model to frame its investigation, focusing on three primary leadership styles: Transformational
Leadership, Transactional Leadership, and Laissez-Faire Leadership. The findings indicated that each
of these leadership styles has a distinct impact on organizational commitment, with workplace stress
acting as a significant moderating factor. Transformational Leadership, characterized by inspiring and
motivating employees towards a shared vision, was found to enhance organizational commitment,
especially in low-stress environments. In contrast, Transactional Leadership, which relies on rewards
and punishments, was effective in maintaining commitment under moderate stress levels. However,
Laissez-Faire Leadership, marked by a hands-off approach, generally led to lower organizational
commitment, particularly in high-stress situations.

These results underscore the importance of adaptive leadership in healthcare settings,

where varying levels of stress can significantly influence the effectiveness of different leadership
styles. By understanding these dynamics, healthcare managers can better tailor their leadership
approaches to foster higher organizational commitment among medical practitioners, ultimately
leading to improved patient care and organizational performance.

The current study, "The Impact of Leadership Styles on Employees Commitment among
Medical Offices in Sto. Tomas," aims to explore similar themes within a different geographical and
organizational context. While the study by Govindasamy et al. (2021) focused on medical
practitioners in Malaysia, this research will examine the impact of leadership styles on employee
commitment among medical offices in Sto. Tomas, Philippines. By comparing these two contexts, the
current study seeks to determine whether the findings from Malaysia hold true in the Philippine
setting or if cultural and organizational differences lead to varying outcomes.
 Leadership style is a critical factor influencing employee commitment, especially in
healthcare settings. Takrouni (2020) examined the impact of different leadership styles on employee
commitment at King Abdullah Medical City (KAMC) in Saudi Arabia. This study highlighted the
influence of democratic, autocratic, laissez-faire, and bureaucratic leadership styles on the
commitment levels of healthcare workers, including medical, technical, and nursing staff. The
research utilized an analytical descriptive method and a questionnaire to gather data from KAMC
employees. The findings indicated a high level of agreement with democratic leadership, where
32.8% of respondents noted its effectiveness. This style, characterized by participative decision-
making and employee involvement, significantly fostered commitment. Conversely, autocratic
leadership, which was agreed upon by 9.3% of respondents, emphasized directive leadership and
strict adherence to rules, which can be less effective in promoting long-term employee commitment.
Laissez-faire leadership was positively viewed by 25% of participants, highlighting the benefits of
flexibility and autonomy in enhancing commitment. Bureaucratic leadership received a moderate
agreement of 16.6%, but it was noted that this style might hinder active participation and long-term
goal achievement (Takrouni, 2020).

Relating these findings to the current study on "The Impact of Leadership Styles on
Employees' Commitment among Medical Offices in Sto. Tomas," it is essential to consider how
different leadership approaches affect commitment within different cultural and organizational
contexts. The positive reception of democratic and laissez-faire leadership styles at KAMC suggests
that fostering an environment of participation and flexibility can significantly enhance employee
commitment. This aligns with the principles of transformational leadership, which emphasizes
inspiring and motivating employees through a shared vision and support. The present study aims to
explore whether similar patterns exist in the Sto. Tomas medical offices, considering the unique
cultural and organizational dynamics of the Philippines.

Moreover, the theoretical frameworks used by Govindasamy et al. (2021), such as the Social
Exchange Theory and Lewin’s Person-Environment Fit Model, can provide additional insights into
understanding these relationships. These theories suggest that the quality of the leader-employee
relationship and the alignment between personal and organizational values significantly influence
employee commitment. By integrating these theoretical perspectives, the current study aims to
provide a comprehensive understanding of how leadership styles impact employee commitment,
considering factors such as workplace stress and organizational culture.
 Similar to the previous study, this research will also consider the moderating effects of
workplace stress on the relationship between leadership styles and employee commitment. By doing
so, it aims to provide a comprehensive understanding of how leadership styles can be effectively
employed to enhance organizational commitment among medical employees, considering the stress
levels prevalent in their work environment.

Incorporating the frameworks used in the study by Govindasamy et al. (2021), such as the
Social Exchange Theory and Person-Environment Fit Model, will allow for a robust analysis of the
data collected. This approach will enable the current study to draw parallels and highlight
differences, contributing to the broader discourse on leadership effectiveness in healthcare settings
across different cultures.

The findings from both the study by Govindasamy et al. (2021) and the current research will
have significant theoretical and practical implications. Theoretically, they will contribute to the
existing body of knowledge on leadership styles and organizational commitment, particularly in high-
stress environments such as healthcare. Practically, the insights gained can inform leadership training
and development programs, helping healthcare managers adopt the most effective leadership styles
to enhance employee commitment and reduce turnover.

For instance, understanding that Transformational Leadership may be more effective in low-
stress environments can guide managers to foster a supportive and motivating work culture.
Conversely, recognizing the potential pitfalls of Laissez-Faire Leadership in high-stress situations can
prompt a more proactive leadership approach. These practical applications are crucial for improving
organizational outcomes and ensuring the well-being and satisfaction of medical practitioners.

By addressing these aspects, the current study will not only validate and expand upon the
findings of Govindasamy et al. (2021) but also provide localized insights that can be directly applied
to improve leadership practices in medical offices in Sto. Tomas.
 In another related study, Westerberg and Tafvelin (2013) investigated the relationship
between leadership styles, the psychosocial work environment, and the quality of care in home help
services. Their research focused on working conditions, specifically transformational leadership and
the employee psychosocial work environment, and how these factors relate to the quality of care
provided. Using a cross-sectional survey design, they distributed 469 questionnaires to assistant
nurses in nine Swedish home help organizations, achieving a 65% response rate. The results
supported their hypothesis that the relationship between transformational leadership style and
quality of care is mediated by organizational and peer support, job control, and workload. The
mediated model explained 51% of the variance in quality of care, indicating that leadership style
indirectly affects the quality of care as assessed by staff members (Westerberg & Tafvelin, 2013).
These findings emphasize the importance of leadership style not only for employee outcomes but
also for the quality of care in home help services. Applying these insights to the current study, it is
clear that transformational leadership can enhance employee commitment by improving the
psychosocial work environment. In medical offices, where employee commitment is crucial for
maintaining high standards of patient care, understanding the indirect effects of leadership styles
through factors like organizational support and job control can help develop more effective
leadership practices.

Strom, Sears, and Kelly (2013) investigated the roles of organizational justice and leadership
style in predicting work engagement among employees. The primary objective was to examine
transactional and transformational leadership styles as moderators in the relationship between
organizational justice and work engagement. The study administered an online survey to 348
respondents.

Results revealed that the positive relationship between distributive and procedural justice
and work engagement was more pronounced among employees experiencing low transactional
leadership compared to those experiencing high transactional leadership. These findings align with
leader fairness theory, suggesting that a low transactional leadership style induces uncertainty about
one’s social self in the workplace, leading employees to intensify their desire to seek justice-related
information. This study gives purpose for the importance of organizational justice and leadership
style in fostering employee engagement. It suggests that fair treatment and supportive leadership
are crucial for enhancing employees’ level of engagement at work. However, the specific influence of
different leadership styles on engagement, particularly in the context of organizational justice,
warrants further exploration.

Considering the influence of leadership styles and organizational justice on engagement and
commitment, the current study can explore how different leadership approaches affect employees'
perceptions of justice within medical offices. This understanding can provide insights into fostering a
positive work environment that promotes both engagement and commitment among medical staff.

Leadership styles, particularly transformational and transactional leadership, significantly

impact the performance of public health centers. A study conducted by Purwanto et al. (2020)
investigated the influence of these leadership styles on the performance of Health Centers
(Puskesmas) in Pati, Central Java. The research involved 120 employees from various Puskesmas,
utilizing an electronic questionnaire distributed randomly in December 2019. The data was analyzed
using Structural Equation Modeling (SEM) with the LISREL program. The results revealed that both
transformational and transactional leadership styles have a positive and significant effect on the
performance of Puskesmas employees. Transformational leadership, which includes elements such
as inspiration, intellectual stimulation, and individualized consideration, enhances employee
motivation and performance. Similarly, transactional leadership, characterized by contingent rewards
and management by exception, also positively influences performance by clarifying roles and
expectations and providing necessary rewards for achieving targets (Purwanto et al., 2020).

Relating these findings to the current study on "The Impact of Leadership Styles on
Employees' Commitment among Medical Offices in Sto. Tomas," it is evident that effective leadership
is crucial in healthcare settings. The positive impact of both transformational and transactional
leadership styles on employee performance suggests that a balanced approach incorporating both
styles can be beneficial. Transformational leadership can inspire and motivate employees by aligning
their personal goals with organizational objectives, fostering a sense of purpose and commitment.
On the other hand, transactional leadership provides structure and clear expectations, which are
essential for maintaining high performance and ensuring that employees meet their targets.

The findings of Purwanto et al. (2020) align with previous research by Govindasamy et al.
(2021), which highlighted the significance of leadership styles in enhancing organizational
commitment among medical practitioners. Both studies underscore the importance of adaptable
leadership that can respond to varying situational demands. In the context of the current study,
understanding the interplay between different leadership styles and their impact on employee
commitment can provide valuable insights for medical office managers in Sto. Tomas. By adopting a
flexible leadership approach that combines transformational and transactional elements, managers
can enhance employee commitment, satisfaction, and overall performance.

The impact of various factors such as compensation, leadership style, and work discipline on
the performance of hospital employees has been widely studied, revealing significant insights into
organizational behavior and employee management. Rodriguez-Clare and Dingel (2021) conducted a
comprehensive study to determine how these factors influence the performance of hospital
employees in the United States. Their research utilized multiple regression analysis and t-tests to
analyze the data. The findings indicated that compensation had a positive and significant effect on
employee performance, with a t-value of 2.591, which is greater than the t-table value of 2.048, and
a significance value of 0.01, which is less than 0.05. This demonstrates that fair and competitive
compensation is crucial in motivating employees and enhancing their performance. However, the
study found that leadership style and work discipline did not have a significant impact on employee
performance when considered individually. Specifically, leadership style had a t-value of 0.016, which
is less than the t-table value, and a significance value of 0.98, indicating no significant effect.
Similarly, work discipline had a t-value of 1.257 and a significance value of 0.22, also indicating no
significant effect. Nevertheless, when considered together, compensation, leadership style, and work
discipline had a significant simultaneous effect on employee performance, suggesting that a
combination of these factors can enhance overall performance (Rodriguez-Clare & Dingel, 2021).

These findings can be related to the current study on "The Impact of Leadership Styles on
Employees' Commitment among Medical Offices in Sto. Tomas." While Rodriguez-Clare and Dingel's
study highlights the crucial role of compensation in enhancing employee performance, it also
suggests that leadership styles might not have a direct individual impact on performance but could
contribute significantly when combined with other factors. This insight is particularly relevant for
understanding the dynamics of employee commitment in medical offices. Effective leadership that
includes fair compensation practices and disciplined work environments can foster a more
committed and motivated workforce.
 Moreover, the study aligns with other research, such as Purwanto et al. (2020), which found
that both transformational and transactional leadership styles positively affect employee
performance. It underscores the importance of a holistic approach to leadership and management,
where multiple factors are considered together to create a supportive and motivating work
environment. For medical office managers in Sto. Tomas, integrating fair compensation, supportive
leadership, and work discipline can significantly enhance employee commitment and overall
organizational performance.

In summary, Govindasamy et al. (2021) explored the impact of different leadership styles on
the organizational commitment of medical practitioners, highlighting the moderating effects of
workplace stress. Their findings indicated that transformational, transactional, and laissez-faire
leadership styles significantly influence organizational commitment, with transformational leadership
being particularly effective in enhancing commitment by inspiring and motivating employees.
Similarly, Takrouni (2020) found that democratic and laissez-faire leadership styles positively impact
employee commitment in King Abdullah Medical City. These leadership styles, which emphasize
participative decision-making and flexibility, were more effective in fostering commitment compared
to autocratic and bureaucratic styles. Furthermore, Purwanto et al. (2020) demonstrated that both
transformational and transactional leadership styles positively and significantly affect employee
performance in public health centers, suggesting that a flexible approach to leadership can enhance
staff performance and commitment. Lastly, Rodriguez-Clare and Dingel (2021) examined the effects
of compensation, leadership style, and work discipline on the performance of hospital employees in
the United States, finding that while compensation had a significant positive impact, leadership style
alone did not significantly affect performance. However, a combination of leadership styles and other
factors like compensation and work discipline collectively influenced employee commitment. These
studies collectively justify the hypothesis that transformational and democratic leadership styles are
likely to enhance employee commitment among medical office employees in Sto. Tomas, by creating
a supportive and engaging work environment.
REFERENCES:

Mapoy, A. J., Manguerra, A. M., Evangelista, A. J., Lusterio, M. N. I., & Fortes, N. (Year). Pinoy
Leadership Style: Filipinos in the Workplace and School. Pinoy Leadership Style: Filipinos in the
Workplace and School - MentalHealthPH

Cainday, C. J. B. (2022). Leadership Style, Organizational Culture, And Workplace Bullying On Nurses
Productivity: A Causal Model. *Philippine Nursing Research*, 13(S10), 375.
https://doi.org/10.47750/pnr.2022.13.S10.375
Binghay, V. C., Lu, S. F., & Lu, J. L. (2022). A Study on Total Rewards Management in Philippine
Healthcare Companies: An Occupational Issue. Occupational Health and Environmental Safety Issue,
56(1). https://doi.org/10.47895/amp.v56i1.4099

Oducado, R. M. (2019). Leader Empowering Behaviors and Psychological Empowerment as Perceived

by Young Hospital Staff Nurses: A Pilot Study. Jurnal Ners, 14(1), 47-54.
https://doi.org/10.20473/jn.v14i1.15056

Gabriel, A. G., Alcantara, G. M., & Alvarez, J. D. G. (2020). How Do Millennial Managers Lead Older
Employees? The Philippine Workplace. https://doi.org/10.1177/2158244020914651

Edano, D. C., Punzalan, E. M. D., & Tumutod, N. L. (2017). Transformational Leadership Styles of
Public Elementary School Principals in Relation to School Social Organizational Factors in Region III,
Philippines. International Journal of Humanities, Arts & Social Sciences, 3(3), 113.
TRANSFORMATIONAL LEADERSHIP STYLES OF PUBLIC ELEMENTARY SCHOOL PRINCIPALS IN RELATION
TO SCHOOL SOCIAL ORGANIZATIONAL FACTORS IN REGION III, PHILIPPINES. | International Journal of
Humanities, Arts & Social Sciences | EBSCOhost

Govindasamy, P., Wahat, N. W. A., Alias, S. N., Idris, K., & Ahrari, S. (2021). Impact of Leadership Styles
on the Organizational Commitment of Medical Practitioners: The Moderating Effects of Workplace
Stress. *Asian Social Science*, 17(11), 133. https://doi.org/10.5539/ass.v17n11p133
Takrouni, Y. O. (2020). Impact of Leadership Style on Employee Commitment in King Abdullah
Medical City. IOSR Journal of Nursing and Health Science (IOSR-JNHS), 10(1 Ser. IV), 22-51.
https://doi.org/10.9790/1959-1001042251

Westerberg, K., & Tafvelin, S. (2013). The importance of leadership style and psychosocial work
environment to staff-assessed quality of care: Implications for home help services.

https://doi.org/10.1111/hsc.12084

Strom, D. L., Sears, K. L., & Kelly, K. M. (2013). Work engagement: The roles of organizational justice
and leadership style in predicting engagement among employees. Journal of Organizational
Psychology, 21(1), Article 5437. https://doi.org/10.1177/1548051813485437

Purwanto, A., Bernarto, I., Asbari, M., Wijayanti, L. M., & Hyun, C. C. (2020). Effect of
Transformational and Transactional Leadership Style on Public Health Centre Performance. STIE
Kusuma Negara Journal, 2(1), 304. http://e-journal.stie-kusumanegara.ac.id
Rodriguez-Clare, A., & Dingel, J. (2021). The Effect of Compensation, Leadership Style and Work
Discipline on the Performance of Hospital Employee in United States. Medalion Journal, 1(1).
Retrieved from https://medalionjournal.com/index.php/go/article/view/23