Unravelling the interplay between responsible leadership and public servants' job performance: The role of affective organisational commitment
0
Online Published:
25/11/2025
Section:
Business Administration, Marketing, Commerce, and Tourism
Main Article Content
Abstract
Public sector leadership improves employee performance and drives change. Job performance is the value of employee behaviours that support the organisation’s goals. By utilising social exchange theory, this study examines how and when responsible leadership affects public servants' job performance in Vietnam, with person-organisation fit and affective organisational commitment serving as mediators and affective organisational commitment serving as a moderator. This work collected data from 329 Ho Chi Minh City public employees identified by convenience sampling. Structural equation modelling was used in both SPSS 26 and AMOS 24. This study found that responsible leadership boosts job performance. The results also show that person-organisation fit and affective organisational commitment partially mediate the relationship between responsible leadership and public servant job performance. Additionally, affective organisational commitment moderates the relationship between responsible leadership and job performance. According to the study, public organisations should have a rigorous leadership development program that encourages responsible leadership and improves employees’ job performance. The authors believe the present is one of the first studies to incorporate social exchange theory and examine the relationship between responsible leadership and job performance among Vietnamese public employees, considering affective organisational commitment as a mediating and moderating factor.
Keywords
Affective organisational commitment; Job performance; Person-organisation fit; Public sector; Responsible leadership
Article Details
Field of Economic (JEL Codes)
H70 - General - State and Local Government • Intergovernmental Relations, M12 - Personnel Management • Executives; Executive Compensation - M14 - Corporate Culture • Diversity • Social Responsibility - Business Administration
References
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Haider, S. A., Akbar, A., Tehseen, S., Poulova, P., & Jaleel, F. (2022). The impact of responsible leadership on knowledge sharing behavior through the mediating role of person–organization fit and moderating role of higher educational institute culture. Journal of Innovation & Knowledge, 7(4), Article 100265. https://doi.org/10.1016/j.jik.2022.100265
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Chatman, J. A. (1989). Matching People and Organizations: Selection and Socialization in Public Accounting Firms. Academy of Management Proceedings, 1989(1), 199-203. https://doi.org/10.5465/ambpp.1989.4980837
Chien, N. B., & Thanh, N. N. (2022). The Impact of Good Governance on the People's Satisfaction with Public Administrative Services in Vietnam. Administrative Sciences, 12(1), Article 35. https://doi.org/10.3390/admsci12010035
Collier, J. E. (2020). Applied structural equation modeling using AMOS: Basic to advanced techniques (1st ed.). Routledge.
Cropanzano, R., Anthony, E. L., Daniels, S. R., & Hall, A. V. (2016). Social Exchange Theory: A Critical Review with Theoretical Remedies. Academy of Management Annals, 11(1), 479-516. https://doi.org/10.5465/annals.2015.0099
Dahleez, K. A., Aboramadan, M., & Bansal, A. (2021). Servant leadership and affective commitment: the role of psychological ownership and person–organization fit. International Journal of Organizational Analysis, 29(2), 493-511. https://doi.org/10.1108/IJOA-03-2020-2105
Dawson, J. F. (2014). Moderation in Management Research: What, Why, When, and How. Journal of Business and Psychology, 29(1), 1-19. https://doi.org/10.1007/s10869-013-9308-7
Doh, J. P., & Quigley, N. R. (2014). Responsible Leadership and Stakeholder Management: Influence Pathways and Organizational Outcomes. Academy of Management Perspectives, 28(3), 255-274. https://doi.org/10.5465/amp.2014.0013
Dominguez, D., Chambel, M. J., & Carvalho, V. S. (2020). Enhancing engagement through job resources: The moderating role of affective commitment. The Spanish Journal of Psychology, 23(2020), Article e17. https://doi.org/10.1017/SJP.2020.19
Donkor, F. (2021). Linking leadership styles to employee performance in the public sector organizations in ghana: the role of organizational commitment. International Journal of Business and Management, 16(5), 43-54. https://doi.org/10.5539/ijbm.v16n5p43
Freire, C., & Gonçalves, J. (2021). The relationship between responsible leadership and organizational citizenship behavior in the hospitality industry. Sustainability, 13(9), Article 4705. https://doi.org/10.3390/su13094705
Gilbreath, B., & Benson, P. G. (2004). The contribution of supervisor behaviour to employee psychological well-being. Work & Stress, 18(3), 255-266. https://doi.org/10.1080/02678370412331317499
Gouldner, A. W. (1960). The Norm of Reciprocity: A Preliminary Statement. American Sociological Review, 25(2), 161-178. https://doi.org/10.2307/2092623
Gould-Williams, J., & Davies, F. (2005). Using social exchange theory to predict the effects of HRM practice on employee outcomes: An analysis of public sector workers. Public Management Review, 7(1), 1-24.
Greguras, G. J., & Diefendorff, J. M. (2009). Different fits satisfy different needs: Linking person-environment fit to employee commitment and performance using self-determination theory. Journal of Applied Psychology, 94(2), 465-477. https://doi.org/10.1037/a0014068
Haider, S. A., Akbar, A., Tehseen, S., Poulova, P., & Jaleel, F. (2022). The impact of responsible leadership on knowledge sharing behavior through the mediating role of person–organization fit and moderating role of higher educational institute culture. Journal of Innovation & Knowledge, 7(4), Article 100265. https://doi.org/10.1016/j.jik.2022.100265
Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2019). Multivariate Data Analysis (8th ed.). Cengage Learning.
Han, Z., Wang, Q., & Yan, X. (2019a). How responsible leadership motivates employees to engage in organizational citizenship behavior for the environment: A double-mediation model. Sustainability, 11(3), Article 605. https://doi.org/10.3390/su11030605
Han, Z., Wang, Q., & Yan, X. (2019b). How responsible leadership predicts organizational citizenship behavior for the environment in China. Leadership & Organization Development Journal, 40(3), 305-318. https://doi.org/10.1108/LODJ-07-2018-0256
Hannah, S. T., Schaubroeck, J. M., & Peng, A. C. (2016). Transforming followers’ value internalization and role self-efficacy: Dual processes promoting performance and peer norm-enforcement. Journal of Applied Psychology, 101(2), 252-266. https://doi.org/10.1037/apl0000038
Hayes, A. F. (2009). Beyond Baron and Kenny: Statistical Mediation Analysis in the New Millennium. Communication Monographs, 76(4), 408-420. https://doi.org/10.1080/03637750903310360
Henseler, J., Ringle, C. M., & Sarstedt, M. (2015). A new criterion for assessing discriminant validity in variance-based structural equation modeling. Journal of the Academy of Marketing Science, 43(1), 115-135. https://doi.org/10.1007/s11747-014-0403-8
Ho Chi Minh City People's Committee (2023). Announcing the results of the Department & District Competitiveness Index (DDCI) of Ho Chi Minh City in 2022. Retrieved August 6th 2023, from https://hochiminhcity.gov.vn/tin-tuc-su-kien/-/asset_publisher/pcoYAr5aCkog/content/cong-bo-ket-qua-chi-so-nang-luc-canh-tranh-cap-so-ban-nganh-va-ia-phuong-ddci-cua-tphcm-nam-2022?
Hobfoll, S. E. (2011). Conservation of resource caravans and engaged settings. Journal of Occupational and Organisational Psychology, 84(1), 116-122. https://doi.org/10.1111/j.2044-8325.2010.02016.x
Hu, L. t., & Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural Equation Modeling: A Multidisciplinary Journal, 6(1), 1-55. https://doi.org/10.1080/10705519909540118
Huang, M. P., Cheng, B. S., & Chou, L. F. (2005). Fitting in organizational values: The mediating role of person‐organization fit between CEO charismatic leadership and employee outcomes. International Journal of Manpower, 26(1), 35-49. https://doi.org/10.1108/01437720510587262
Khanam, Z., & Tarab, S. (2023). A moderated-mediation model of the relationship between responsible leadership, citizenship behavior and patient satisfaction. IIM Ranchi journal of management studies, 2(1), 114-134. https://doi.org/10.1108/IRJMS-07-2022-0076
Kim, Y. H., Shin, S. I., Kim, H.-K., Jun, M., & Wreen, M. (2023). Advanced Practice Nurses' Organization Commitment: Impact of Job Environment, Job Satisfaction, and Person-Organization Fit. Asian Nursing Research, 17(2), 91-101. https://doi.org/10.1016/j.anr.2023.03.002
Kline, R. B. (2011). Principles and practice of structural equation modeling. New York, NY: Guilford Press.
Kristof‐Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of individuals' fit at work: A meta‐analysis of person-job, person-organization, person-group, and person-supervisor fit. Personnel psychology, 58(2), 281-342. https://doi.org/10.1111/j.1744-6570.2005.00672.x
Leroy, H., Segers, J., van Dierendonck, D., & den Hartog, D. (2018). Managing people in organizations: Integrating the study of HRM and leadership. Human Resource Management Review, 28(3), 249-257. https://doi.org/10.1016/j.hrmr.2018.02.002
Lin, C.-P. (2006). To Help or Not to Help: Understanding the Helping Intentions from a Mediating Perspective of Social Network Ties. Journal of Business Ethics, 63(2), 175-182. https://doi.org/10.1007/s10551-005-1549-6
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How to Cite
Son, D. B., Thi Thu Hien, P., & Nguyen Thanh Ha, L. (2025). Unravelling the interplay between responsible leadership and public servants’ job performance: The role of affective organisational commitment. Journal of Finance - Marketing Research, 3(5ene). https://doi.org/10.52932/jfmr.v3i5ene.1043