The Relationship between Leadership Styles and Organizational Commitment – Exploring the Mediating Effect of Diversity, Equity, and Inclusion (DEI) Practices (Published)
This study explores the impact of Diversity, Equity, and Inclusion (DEI) practices on human resource management in the hospitality industry. It focuses on the relationship between leadership styles and organizational commitment. By scrutinizing the interplay of these elements, the research aims to offer practical insights for addressing labor shortages, enhancing employee satisfaction, and bolstering organizational competitiveness. Key research questions explore the positive influence of DEI practices on leadership styles, their mediating role between leadership styles and organizational commitment, and the distinct mediating effects of Diversity, Equity, and Inclusion. The research concludes that transformational leaders who inspire and motivate their teams foster organizational commitment by promoting inclusive practices. Transactional leaders who focus on clear expectations and rewards indirectly impact commitment by ensuring fair and equitable treatment. The study recommends that organizations invest in leadership development programs emphasizing transformational leadership skills and integrating equity-focused practices. A notable research trend emerging from this study is the concept of an Inclusive Leadership Model, emphasizing the mediating roles of DEI practices in tandem with leadership styles. This research aims to guide the hospitality industry in formulating human resource management strategies and promoting DEI practices.
Keywords: DEI practices, Leadership Styles, Organizational Commitment
Leadership Styles as a Determinant for Resistance to Change (Published)
The purpose of life cycles through which passes each organization and social system to which it belongs is in its holding phase permanent “Youth” in which the prevailing conditions for achieving permanent development and growth of the same. The changes occur as a necessary determinant for achieving this desired state that would assure the effective operation of the organization. Any change is followed by resistance by the direct implementers of the same (employees). The consequences and the final balances of such resistance solely depend on the competence of managers, especially in the phase of the initiative for change and leadership styles that same practice.
Keywords: Changes, Leadership Styles, Life Stages of Organization., Manipulation, Resistance to Change