Discuss the effects of power and influence on job performance and organizational commitment.
What will be an ideal response?
Power and influence are moderately correlated with job performance. When used correctly and focused on task-related outcomes, power and influence can create internalization in workers, such that they are both behaviorally and attitudinally focused on high levels of task performance. That internalization also helps increase citizenship behavior, whereas the compliance associated with power and influence can decrease counterproductive behavior. These job performance benefits make sense given that the effective use of power and influence can increase the motivation levels of employees, whereas the ineffective use of power and influence can increase the stress levels of employees.
Likewise power and influence are moderately related to organizational commitment. When a leader draws on personal sources of power, such as expert power and referent power, a stronger emotional bond can be created with the employee, boosting affective commitment. The effective use of such power should increase job satisfaction and a sense of trust in the leader, all of which are associated with increased commitment levels. As with job performance, however, it's important to note that an ineffective use of power can also decrease commitment levels. In particular, repeated uses of coercive power or repeated reliance on hard influence tactics such as pressure or coalitions could actually decrease organizational commitment levels.
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