THE EFFECT OF LEADER EMOTIONAL REGULATION STRATEGY AND PERSON JOB FIT TO ORGANIZATIONAL COMMITMENT

Abstract

This study examines the effect on the leaders' emotional regulation strategy and person job fit on organizational commitment. This study uses 150 data from accounting and non-accounting employees distributed in a web-based questionnaire. After the data is collected, this study uses SMART-PLS 3.0 as a tool to analyze estimation models. Based on the results of the study, the leader's emotional regulation strategy has a significant relationship with one type of organizational commitment. Likewise, person-job compatibility has a significant effect on all organizational commitments. So, it can be concluded that leader's deep acting has a positive influence to normative commitment, then the leader of surface acting also has a positive influence on the affective commitment of accounting employees. Last result, person job fit has a positive effect on affective and normative commitment but negatively affects continuance commitment.