Transformational Leadership and Organisational Commitment of Two Selected Private Universities in Mogadishu, Somalia

ABSTRACT 

The study was carried out to investigate the relationship betwee9 transformational leadership and organizational commitment of two selected universities in Mogadishu, Somalia. This study was guided by four objectives which consist of these (1) To determine the demographic characteristics of the population in terms of: age, gender, level of education, and experience of respondents working in the selected universities (2) To determine the level of transformational leadership of the selected universities (3) To determine the level of organizational commitment of the selected universities(4) To establish if there is a significant relationship between the levels of transformational leadership and organizational commitment of two selected universities in the study. The study also was conducted through descriptive survey and correlation research design, quantitative approach with a questionnaire and includes 100 respondents derived from a target population of 134 from the selected private universities in Mogadishu, Somalia. Data which was obtained using the research instruments was then statistically analyzed. Two-tailed correlation analysis showed that there is a strong positive relationship between the transformational leadership and organizational commitment. Overall findings from this study suggest that transformational leadership does play important roles in determining levels of organizational commitment. The researcher suggested and generated the following conclusions; the more leaders of the universities display and practice these behaviors such as; leading by doing, developing employee attitudes, inspiring a shared vision, generating enthusiasm, encouraging creativity, providing coaching and recognizing accomplishments, the more employees may want to, need to, stay at the university. University leaders should demonstrate their commitment to the employees by sharing information, provide for the development and growth of employees within the organization and offer more than market related incentives. Universities should provide comprehensive training that will encourage leadership to exhibit leadership behaviors such as building trust, inspiring a shared vision, encouraging creativity, emphasizing development, and recognizing accomplishments.

TABLE OF CONTENTS

Chapter page

One THE PROBLEM AND ITS SCOPE 1

Background of the Study 1

Statement of the Problem 4

Purpose of the Study 5

Research Objectives 5

Research Questions 6

Hypotheses 6

Scope 6

Significance of the Study 7

Operational Definitions of Key Terms 8

Two REVIEW OF RELATED LITERATURE 9

Concepts, Ideas, Opinions from Authors/Experts 9

Theoretical Perspectives 20

Related Studies 21

Three METHODOLOGIES 24

Research Design 24

Research Population 24

Sample Size 24

Sampling Procedure 26

Research Instrument 27

Validity and Reliability of the Instrument 27

Data Gathering Procedures 28

Data Analysis 29

Ethical Considerations 30

Limitations of the Study 30

Four PRESENTATION, ANALYSIS AND INTERPRETATION 31

Profile 31

Level of transformational leadership 34

Level of organizational commitment 37

Relationship between transformational leadership

and organizational commitment 40

Five FINDINGS CONCLUSION RECOMMENDATION 43

Findings 43

Conclusion 45

Recommendation 46

References 48

Appendices 53

Appendix IA - Transmittal Letter 53

Appendix lB - Transmittal letter for respondents 56

Appendix II - Clearance from Ethics Committee 57

Appendix III- Informed Consent 59

Demographic characteristics of the respondents 60

Researcher’s Curriculum Vitae 64