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eral researchers. Prominent researchers described 'close leaders' and 'distant leaders.' Close leaders try to have close ties with every employee, so that he or she knows exactly what is in the employee's mind. Transformational leaders are able to ensure that employees wants to identify with them. Transformational leaders have the potential to make clear towards their employees how essential a wealthy career and future is. That is how they can create committed and motivated employees, because their employees want to meet this expectations (Avolio et al., 2004).

Appendix
1. I am willing to put in a great deal of effort beyond that normally expected in order to help

this organization be successful.

2. I talk up this organization to my friends as a great organization to work for.

3. I feel very little loyalty to this organization. (R)

4. I would accept almost any type of job assignment in order to keep working for this

organization.

5. I find that my values and the organization's values are very similar.

6. I am proud to tell others that I am part of this organization.

7. I could just as well be working for a different organization as long as the type of work

was similar. (R)

8. This organization really inspires the very best in me in the way ofjob performance.

9. It would take very little change in my present circumstances to cause me to leave this

organization. (R)

IO. I am extremely glad that I chose this organization to work for over others I was

considering at the time I joined.

I I. There's not too much to be gained by sticking with this organization indefinitely. (R)

12. Often. I find it difficult to agree with this organization's policies on important matters

relating to its employees. (R)

13. I really care about the fate of this organization.

14. For me this is the best of all possible organizations for which to work.

15. Deciding to work for this organization was a definite mistake on my part. (R)

A three component model of organizational commitment, Meyer (2002)
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