The Influence of Leadership Styles on Organisational Commitment among Selected Employees of International Central Gospel Church (ICGC), Greater Accra Region

Abstract

This research sought to explore the influence of leadership styles on organisational commitment in church administration. The study focused on the International Central Gospel Church (ICGC). Specifically, the study looked at the influence of leadership styles on the commitment of church employees. In achieving the objectives of the study, the survey method was employed. Data was collected through the use of questionnaires. The population for the study comprised pastors, administrative managers and staff sampled from selected ICGC churches in the Greater Accra Region. The total number of questionnaires distributed for the research was 120 out of which one hundred and thirteen (113) were retrieved from the respondents. The study found that the dominant style of leadership at ICGC was the transformational leadership style but quite notable was the fact that there was a negative relationship between the leadership styles and organisational commitment. Further analyses reveal that there was no correlation between both transformational and transactional leadership styles and organisational commitment. This appears to suggest that there are other reasons other than leadership styles when it comes to influencing the commitment levels of employees of ICGC. Being a Christian organisation, it will not be unreasonable to suggest that the spiritual leadings of leaders in religious organisations may also be instrumental in winning the commitment of church employees. It is thus worth recommending that, future works investigate factors that influence the commitment of employees of ICGC. The study also recommends that leaders of ICGC endeavour to enhance the existing staff-management relationship to further boost the commitment of staff. Additionally, the study recommends that further studies be carried out in other religious organisations so as to find out if there are other factors that affect the commitment of staff and their work outcomes.