Department of Enterprise Management, Faculty of Economic Sciences and Management Nicolaus Copernicus University in Torun, Torun, Poland.
PLoS One. 2022 Mar 9;17(3):e0264142. doi: 10.1371/journal.pone.0264142. eCollection 2022.
Benevolent leadership has emerged as a contemporary leadership style that has been studied only scantly. To fill this gap, this work has two goals. The first is the identification and assessment of the relationship between benevolent leadership and employees' affective commitment in the context of Polish organizations. Secondly, it will be investigated whether all constructs of benevolent leadership contribute to affective commitment. Data were obtained from 415 company employees. The relationships were investigated using structural equation models (SEMs). Analyses of the results showed that benevolent leadership has a positive relationship with affective commitment. The more benevolent leadership qualities a supervisor has, the more commitment employees show. All dimensions of benevolent leadership are positively correlated with affective commitment. However, the greatest was found in the "community dimension." All analyzed dimensions correlate positively with each other, so there is a high probability that if a leader displays one BL dimension, he will also display another.
仁慈型领导作为一种当代领导风格，虽然已经得到了一定程度的研究，但仍有许多空白需要填补。因此，本研究有两个目标。首先，我们希望在波兰组织的背景下，确定和评估仁慈型领导与员工情感承诺之间的关系。其次，我们还将研究仁慈型领导的所有结构维度是否都有助于情感承诺。本研究的数据来自于 415 名公司员工。我们使用结构方程模型（SEM）来研究这些关系。分析结果表明，仁慈型领导与情感承诺呈正相关。主管的仁慈型领导特质越多，员工表现出的承诺就越高。仁慈型领导的所有维度都与情感承诺呈正相关。然而，“社区维度”的相关性最高。所有分析的维度都彼此呈正相关，因此，如果领导者表现出一个 BL 维度，他很可能也会表现出另一个维度。
