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ABSTRACT

THE AIM OF THIS STUDY IS TO INVESTIGATE THE INFLUENCE OF LEADERSHIP STYLES AND ORGANIZATIONAL CULTURES TO EMPLOYEE’S ORGANIZATIONAL COMMITMENT UNDER THE PANDEMIC SITUATION IN MACAO. THE DEPENDENT VARIABLES COMPRISE OF THE THREE DIMENSIONS OF ORGANIZATIONAL COMMITMENT. AMONG THOSE THREE, AFFECTIVE COMMITMENT AND CONTINUANCE COMMITMENT ARE CONSIDERED TO BE ANALYZED IN THIS STUDY. THE LEADERSHIP STYLES CONCEPT AND ORGANIZATIONAL CULTURES ARE APPLIED AS THE INDEPENDENT VARIABLES. THE OBJECTIVES ARE ACHIEVED USING QUANTITATIVE RESEARCH METHOD WITH QUESTIONNAIRES IN LIKERT SCALE SCORES. THE TWO SIGNIFICANCE REVEALS THAT LAISSEZ-FAIRE LEADERSHIP STYLE HAD A POSITIVE RELATIONSHIP WITH CONTINUANCE ORGANIZATIONAL COMMITMENT (H4) AND INNOVATIVE CULTURE HAD A POSITIVE CORRELATION WITH CONTINUANCE ORGANIZATION COMMITMENT (H6). SUCH OUTCOMES WERE EXTENDED TO A QUALITATIVE STUDY WITH QUALITATIVE APPROACH ON DISCOURSE ANALYSIS TO EXPLORE THE POTENTIAL FACTOR AND A LEADERSHIP DISCOURSE ANALYSIS WAS INITIATED. WHILE THE FINDINGS ON INFLUENCE OF LEADERSHIP AND CULTURE ON ORGANIZATIONAL COMMITMENT IS NOT A MAJOR CONCERN FOR MACAO EMPLOYEES IN THE PANDEMIC SITUATION, THE SIGNIFICANCE OF SPECIFIC LEADERSHIP STYLE AND CULTURE RATIONALIZES THE TRANSFORMATION AND STATUS OF MACAO EMPLOYEES’ VIEWS TOWARDS LEADERSHIP AND EMPLOYERS’ PERSPECTIVE ON ORGANIZATIONAL CULTURE. THE DATA COLLECTED IN THIS STUDY MAY ALSO PROVIDE VALUABLE RESOURCES FOR FUTURE STUDY AND TRAINING PROGRAMS FOR THE COMING BATCH OF EMPLOYEES IN THE COMING NEW PHASE OF MACAO IN ENTERING THE 2ND ROUND OF GAMING LICENSING. CREATE THE RIGHT LEADERSHIP AND CULTURE FOR THE ORGANIZATION TO BRING BACK THE PASSION OF MACAO EMPLOYEES