Leadership Predictors and Employee Consequences of Perceived Employee/Organization Goal Alignment Open Access
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Employees are critical to the achievement of organizational goals and strategy. This study defined and explored the predictors and consequences of employee goal alignment, whereby employees have an understanding of their own goals and perceive that their goals are aligned to organizational goals. Comparisons were made, and differentiation was established between the construct of goal alignment and other related, established organizational phenomenon such as meaningful work, person-organization fit, goal congruence, and role clarity. Using data from a multinational organization, this study employed structural equation modeling to test the relationships between goal alignment and employee outcomes. Positive relationships were found between goal alignment and the outcome variables of employee satisfaction, pride for the organization, initiative, and employee performance. Thus, goal alignment was established to be a construct of interest for organizations today. This study also explored how leadership style contributes to employee goal alignment. Results of this study suggest that both task-oriented and relationship-oriented leadership behaviors positively related to goal alignment, suggesting that leadership is an important predictor of the effective alignment of employees to organizational goals.