The Relationships among Paradoxical Leadership Trust Work Engagement and Organizational Commitment

Abstract

Facing the pressure of rapidly changing environment and market competition the ability to coordinate resources and fulfill various needs is the challenge for every leader Employees are the most valuable asset in an organization and successful leaders must obtain the trust and support from employees in order to improve leadership effectiveness Therefore leaders should make good use of paradoxical leadership behaviors to earn the trust from employees stimulate their enthusiasm and engagement strengthen their loyalty and commitment and make the organization sustainable development In this study 470 valid questionnaires were statistically analyzed by SPSS Statistics 17 0 and SmartPLS V 3 2 8 The results of the study showed: 1 Combining self-centeredness with other-centeredness (SO) maintaining both distance and closeness (DC) treating subordinates uniformly while allowing individualization (UI) and maintaining decision control while allowing autonomy (CA) of paradoxical leadership behaviors were positively related to affect-based trust and cognition-based trust 2 Combining self-centeredness with other-centeredness (SO) of paradoxical leadership behavior was positively related to work engagement 3 Affect-based trust was positively related to work engagement affective commitment continuance commitment and normative commitment 4 Cognition-based trust was positively related to normative commitment 5 Work engagement was positively related to affective commitment continuance commitment and normative commitment

Date of Award	2020
Original language	English
Supervisor	Hsien-Ta Li (Supervisor)