Proper

Abstract

This study used Kirton(1976)’s Adaptor-Innovator model to classify CEOs’ problemsolving styles that could influence employee commitment and performance as well as task characteristics. Using questionnaires from 215 middle managers who evaluated their own supervisors(CEOs), the characteristics of CEOs’ problem-solving styles were classified by Kmeans cluster analysis. ANOVA tests reveal that those with innovative style prefer high task uncertainty and those with adaptive style prefer low task uncertainty. It implies that innovative style is better suited for a high task uncertainty situation. ANOVA tests also confirmed statistically significant differences among the four problem-solving styles in terms of middle managers’ commitment to organizations and their job performance. As such, organizations should develop and utilize CEOs’ problem solving styles to improve managerial commitment and performance.