Influence of Leadership Behaviors on Organizational Commitment Among Millennials Working in Commercial Banks in Kenya

Abstract

The main purpose of this study was to investigate the influence of leadership behaviors on organizational commitment among millennials working in commercial banks in Kenya. The study was guided by the main research objective, how do leadership behaviors influence organizational commitment among millennials working in commercial banks in Kenya? Grounded on Path Goal theory focused on the four styles of leadership that is, directive, and supportive, participative and achievement-oriented leadership behaviors on organizational commitment under; normative, affective and continuance among millennials working in commercial banks in Kenya. Descriptive survey research design was applied and assists in generalizing the findings of a large population. It was the best for this study as it sought to outline the influence of leadership behaviors namely: directive, participative, supportive and achievement-oriented on organizational commitment at three levels namely; normative, affective and continuance of commitment. The target population was made up of millennials employees of commercial banks in Kenya totaling to 7800. The sample size was 280 millennial employees of who were selected using a large population sampling formulae. Primary data was collected using questionnaires and analyzed using the Statistical Package for Social Sciences (SPSS). The findings were presented using tables and charts with brief descriptions. Descriptive analysis was done to provide data using percentages, means, standard deviations and summary. Multiple linear regression analysis was used to link the relationship between the leadership behaviors and organizational commitment. This study show commercial banks managers explained millennial employees what and how thigs needed to be done. This elicited commitment to distinct goals, but can lead to highly dependent and low creative subordinates who lack of commitment. Directive leadership hinders the creation of a culture for common values and millennials are less likely to adopt organizational or managerial values when they are excluded from decision-making processes. Therefore commercial banks to apply directive leadership cautiously in certain situations, so as to receive feedback from employees for better commitment. On the other hand achievement oriented behavior of leadership expects continuous improvement in how millennials apply skills for better results in each performance cycle. Improved organizational commitment among millennials can be attained by the use of achievement-oriented leadership behavior, managers intending to have increased organizational commitment among millennials should adopt it. It is expected that millennials will continuously improve on their application of their skills for improved results in each performance cycle for it is the most effective behavior in keeping millennials committed, encouraging them to willingly continue staying with the organization.