I am looking for studies that found significant strong correlation between transactional leadership (or one of its components - contigent reward or managemen-by-exception) and organizational commitment.
Transactional leadership operates under the assumption that people are motivated by carrots and sticks and that everything works best under a clear chain of command. The focus of transactional leadership is on organization, supervision, and performance; and so, such leadership hinges on the status quo, policies and procedures, short-term goals, structured routines, detailed work criteria that meet previously defined requirements, performance reviews, and reward and penalty systems.
There is no one right way of leading and whether or not transactional leadership conduces organizational commitment, the subject of this query, depends on the work environment: transactional leadership will get things done in (typically large) public sector organizations that rely on self-motivated individuals doing their jobs as instructed in structured environments; but, this type of leadership may not be the best for everyone involved if the environment must be open, creative, and laid-back.
how can we seperate differnt leadership aspects and then measure them, like trasactional or trasformational , and also see their impact on commitmnet or other constructs, this is really difficulat practicall...y
The question suggests that there is some added value in a transactional leadership approach to employee relations. Candidly, I would respectfully suggest that transactional leadership is more likely to result in a less effective organization than a more effective organization.
Attached is a paper that may be worthy of your consideration that addresses a leadership model called "Transformative Leadership." Also provided is my c.v. which addresses other leadership-related publications that may be of value to you.