The purpose of this paper is to investigate the extent to which perceived leadership integrity influences changes in organisational commitment. The premise of the study is the argument that non-financial rewards alleviate the challenges associated with low levels of commitment in economies that are riddled with incessant situations of economic scarcity.,An explanatory study approach was adopted to investigate the envisaged linkage between the study variables from a socio-psychological perspective.,The results of the study establish that perceived leadership integrity significantly influences variations in commitment among organisational employees.,The study results provide a reason for firms to invest more resources towards promoting honesty among organisational leaders. The findings of the study support the idea that perceived integrity of an organisation's leadership generates a sustainable win–win position not only between the organisation and employees, but also among the leaders and subordinates.,Organisations must regularly consider the drivers of organisational commitment and pay sufficient attention to non-financial drivers. As advanced by this study, a very important yet economical way of effecting such a strategy is through instituting measures that sustainably create a perception among employees that organisational leaders execute their duties with the utmost integrity.,This article has both empirical and theoretical value. Empirically, this work is the first of its kind aimed at investigating the effect of perceived leadership integrity on organisational commitment within Uganda's hospitality setting. Theoretically, the study extends the versatility of the hierarchy of needs theory by clarifying that higher-level needs offer a basis for explaining the effect of psychological processes (in this case, perceived leadership integrity) on behavioural changes (in this case, organisational commitment).

中文翻译：

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领导层的正直感和组织承诺

本文的目的是调查感知到的领导力完整性在多大程度上影响组织承诺的变化。该研究的前提是这样一个论点，即非金融奖励减轻了在经济持续短缺的情况下充斥的经济中承诺水平低下的挑战。采用了解释性研究方法来研究研究变量之间的预期联系从社会心理学的角度来看，研究结果表明，领导者的正直感显着影响组织员工之间的承诺差异。研究结果为企业投入更多资源促进组织领导者诚实提供了理由。研究结果支持以下观点：组织领导的正直感不仅在组织和员工之间，而且在领导者和下属之间产生可持续的双赢地位。组织必须定期考虑组织承诺和薪酬的驱动因素充分注意非财务驱动因素。正如本研究所推进的那样，实现这种策略的一种非常重要但经济的方法是通过采取措施来持续地在员工中建立一种组织领导者的观念，即组织领导者以最高的诚信执行职责。本文具有经验和理论价值。从经验上讲，这项工作是同类工作中的第一项，旨在调查感知的领导廉正对乌干达内部组织承诺的影响。的款待设置。从理论上讲，该研究通过阐明更高层次的需求提供了解释心理过程（在这种情况下，感知的领导力完整性）对行为改变（在这种情况下，是组织承诺）的影响的基础，从而扩展了需求理论层次结构的多功能性。 。