 The only substitute that served as a replacement was organizational formulation, which replaced leader behavior's predictive power in explaining subordinate job satisfaction and organizational commitment .Another study (Podsakoff & Mackenzie, 1995) looked at 1,235 employees working for 265 leaders in a variety of job settings.Among their findings were that intrinsically satisfying tasks were positively related to subordinate satisfaction, indifference to rewards was negatively related to organizational commitment, and organizational formulation was negatively related to subordinate perceptions of role ambiguity.