How Distributed Leadership leads to Organizational Commitment? Mediating Role of Employees’ Trust in leader and Motivation
Abstract/Description
Based on social exchange theory, this study examines the effect of distributed leadership on employees’ organizational commitment. Further, investigates the mediating role of employees’ trust in leader and motivation between distributed leadership on employees’ organizational commitment. This study adopted a quantitative research strategy and collected data through questionnaire from 634 employees working in the education sector of Pakistan. Results shows that distributed leadership positively influence organizational commitment. Moreover, employees’ trust in leader and motivation mediates the relationship between distributed leadership and employees’ organizational commitment. This study extended the leadership and organization commitment literature by adding new mechanism (i.e., employees’ trust in leaders and motivation). Implications, limitations and future directions are also discussed.
Keywords
Distributed leadership, trust in leader, employee motivation, organizational commitment, social exchange theory
Track
Management
Session Number/Theme
Management - Session I
Start Date/Time
13-6-2025 2:15 PM
End Date/Time
13-6-2025 3:55 PM
Location
MCC – 14 AMAN CED Building
Recommended Citation
Imran, Q. (2025). How Distributed Leadership leads to Organizational Commitment? Mediating Role of Employees’ Trust in leader and Motivation. IBA SBS 4th International Conference 2025. Retrieved from https://ir.iba.edu.pk/sbsic/2025/program/32
COinS
How Distributed Leadership leads to Organizational Commitment? Mediating Role of Employees’ Trust in leader and Motivation
MCC – 14 AMAN CED Building
Based on social exchange theory, this study examines the effect of distributed leadership on employees’ organizational commitment. Further, investigates the mediating role of employees’ trust in leader and motivation between distributed leadership on employees’ organizational commitment. This study adopted a quantitative research strategy and collected data through questionnaire from 634 employees working in the education sector of Pakistan. Results shows that distributed leadership positively influence organizational commitment. Moreover, employees’ trust in leader and motivation mediates the relationship between distributed leadership and employees’ organizational commitment. This study extended the leadership and organization commitment literature by adding new mechanism (i.e., employees’ trust in leaders and motivation). Implications, limitations and future directions are also discussed.
