Purpose

The purpose of this study is to examine the effect of distributed leadership on organizational commitment and the role of trust and open group climate as moderator variables in this relationship.

Design/methodology/approach

To test the conceptual model and research hypotheses empirically, the authors collected data based on an investigation over a sample of 318 engineers in the Information Technology telecommunication sector in Tunisia. The results were analyzed using factor analysis and structural equation modeling.

Findings

The results show a significant and positive impact of the support function, of the participation in decision-making and cooperation on organizational commitment. The authors find evidence for the existence of a positive moderating effect of trust and affective climate at the level of the causal link between distributed leadership and organizational commitment dimensions.

Research limitations/implications

These results provide useful indications for managers within the framework of leadership style that is more appropriate to the group’s proper functioning. Throughout this work, managers will know that distributed leadership is adapted to create a social climate based on dialogue and trust, an essential element of distributed leadership. Supervision and authority should give up a coercive vision in a more cooperative and constructive approach. Coordination should be founded on a horizontal and transversal vision of the organization.

Originality/value

Distributed leadership is increasingly seen as a key vehicle for firms’ improvement and renewal. However, research on this concept was largely conducted in the field of education and health. Studies dealing with small and medium-sized companies are rather scarce. There are not, to the best of the authors’ knowledge, any works in the Tunisian context because the majority of the reference studies are Anglo-Saxon. The originality and value of this research lies in its anchoring in the context. Moreover, this study provides empirical evidence of the importance of the role of the affective climate on organizational commitment. Indeed, engagement is a behavioral and attitudinal indicator of organizational climate. This paper is intended to provide a stimulus for exploring the distributed leadership area in terms of shaping thinking and designs for organizational change to enhance organizational commitment in a highly digital world.

中文翻译：

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分布式领导和组织承诺：信心和情感氛围的调节作用

目的

本研究的目的是检验分布式领导对组织承诺的影响，以及信任和开放的团队氛围在这种关系中作为调节变量的作用。

设计/方法/方法

为了实证检验概念模型和研究假设，作者根据对突尼斯信息技术电信部门 318 名工程师样本的调查收集了数据。使用因子分析和结构方程模型对结果进行分析。

发现

结果显示了支持功能、参与决策和合作对组织承诺的显着和积极影响。作者发现，在分布式领导和组织承诺维度之间的因果关系层面，信任和情感氛围存在积极调节作用的证据。

研究限制/影响

这些结果为更适合团队正常运作的领导风格框架内的管理人员提供了有用的指示。在整个工作中，管理人员将知道分布式领导适用于创造基于对话和信任的社会氛围，这是分布式领导的基本要素。监督和权威应该以更加合作和建设性的方式放弃强制性愿景。协调应建立在组织的横向和横向愿景之上。

原创性/价值

分布式领导越来越被视为公司改进和更新的关键工具。然而，对这一概念的研究主要是在教育和健康领域进行的。涉及中小型公司的研究相当稀少。据作者所知，没有任何关于突尼斯语境的著作，因为大部分参考研究都是盎格鲁撒克逊语。这项研究的独创性和价值在于它在语境中的锚定。此外，这项研究为情感氛围对组织承诺的作用的重要性提供了经验证据。事实上，敬业度是组织氛围的行为和态度指标。