The Effects of Calling, Career Commitment, and Organizational Commitment on Motivation to Lead
Jennie L. Stephens
The primary goal of this study was to explore the prediction of three dimensions of motivation to lead (MTL) from calling, career commitment, and affective organizational commitment over and above the individual differences found in Chan and Drasgow���s (2001) study and other demographic characteristics. An online survey was completed by 185 adults serving in leadership roles in for-profit, nonprofit, governmental, and other organizations throughout the Southeast. The sample was diverse ethnically and by leadership roles, organizations, and organizational tenure. It was found that calling (when ethnicity was removed from the model), career commitment, and affective organizational commitment have negative relationships with affective-identity MTL (AIMTL). These constructs contributed significantly to affective-identity MTL���s prediction. Affective organizational commitment was found to make a significant contribution to the prediction of social-normative MTL (SNMTL). This study has found that these contextual and situational factors along with individual characteristics impact an individual���s MTL. Future research should examine the relationships between ethnicity and AIMTL and that of willingness to serve with AIMTL, noncalculative MTL, and SNMTL. Leaders��� attitudes about their career and organization affect their MTL.
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