Organization is two or more people together to achieve common goals is the organism. Therefore, the goals of these organizations in order to contribute to the cooperation of members of the organization as much as possible be able to exert effective leadership is needed. Furthermore, within the organization towards a common goal to lead the load can embrace the potential ability to create an atmosphere that is required and to uplift the morale of employees should be concerned. Therefore, effective management leadership, which tends to identify itself, the role of leaders in organizations today have a lot of attention will.
Previous research on leadership in the 1980s, the typical characteristics and circumstances in theory, behavioral theory, a theory has been expanded. This leadership model is common in the general theory of all the obedience and co-leader of the load that can be used to achieve was to find effective ways. Individual members of the organization's organizational commitment to improve self-efficacy are required in the model of leadership behavior in terms of human resources to improve organizational performance by identifying the theoretical and practical alternatives to the search was on. For members of the firm's transformation of the organizational commitment and leadership. Transactional leadership theories about the effects of organizational commitment to a verification of the results as a variable, leading to transformational leadership and transactional leadership.
By setting variables, multiple regression analysis results conducted by the organization for immersion, charisma and achievement affecting compensation showed significant. Therefore, make sure members presented a vision of the future and thereby gain respect and trust from the members if the member will remain in their willingness to increase the organization, higher will be able to participate consciousness. On the other hand promoting the work of subordinates, as appropriate for the situation, such as praise or promotion to compensate for the organization to form a positive bond and can be used to improve aesasim. All other variables were not significant effects.
On the other hand, members of the firm's self-efficacy and transformational leadership. Transactional leadership of two hypotheses on the effects of self-efficacy in order to validate the result as a variable. Transactional leadership and leading by setting the multiple regression analysis of variables transformational leadership, self-efficacy results conducted for the intellectual stimulation of the sub-factors of ten thousand and two showed no significant affect.
Thus the reader how to troubleshoot members encouraged to view from a new angle, and learning and intellectual culture, we are in the goal when the members performed their tasks in spite of difficulties to overcome them by being willing to have a positive impact on mission and members to successfully perform a specific task for the faith in his ability that will be formed. On self-efficacy were not significant effects of other factors. This results in the organizational commitment and self-efficacy as transactional leadership and transformational leadership, all but two having a high impact leadership type exclusive means of simultaneous complementary enemies.
This study has limitations are as follows: First, the leadership on the types of employees to study was limited to large corporations. Second, it relies on cross-sectional study that appears in an unstable environment for continuous change in perception was not based on the measurements.