The Impact of Selected Human Resource Management Practices on Managerial Grid and Leadership Styles: The Mediating Role of Employee Trust and Organizational Commitment and Moderating Role of Leader-Member Exchange Model

Abstract

The objective of this study was to find the impact of Human resource management practices on managerial grid and leadership styles. The current research also studied the mediating role of employee trust and organizational commitment and the moderating role of Leader-Member Exchange model on association of HRM practices, managerial grid and leadership styles. Literary gap was identified where the relationship of HRM Practices, Managerial grid and Leadership styles was not previously explored and tested. The procedure of simple random sample was applied. Data was collected from a sample of 384 managers of 25 private sector companies listed on Pakistan Stock Exchange. The methodology of structural equation modeling in AMOS was employed to assess hypothesized relationships. All the hypothesized relationships were significant. However, LMX relationship did not moderate the relationship of HRM Practices and Leadership styles. The study will fill the theoretical gap and will help managers and strategists to devise organizational strategies while taking into consideration the relationship of human resource management and leadership.