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JOB SAT ISFACT ION AS AFFECT ED B Y LEADERSH IP ST YLE. edited. edited. docx
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Date: 2019-12-09 10:57 CST

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 scholarworks.waldenu.edu/cgi/viewcontent.cgi?article=7989&context=dissertations
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 wikispaces.psu.edu/display/PSYCH484/11. Job Satisfaction

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 www.journalijdr.com/sites/default/files/issue-pdf/14396.pdf
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 www.researchgate.net/publication/336266135_Analysis_Impact_of_Leadership_Style_and_Pay_Fairness_on_Job_Satisfaction_and_Organizational_Commitment
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 issuu.com/invention.journals/docs/h0412077084_a88ebf0e7f44c9/2
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 ibimapublishing.com/articles/JHRMR/2019/354277/354277.pdf
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 www.researchgate.net/publication/241725410_Leader-member_exchange_subordinate_stewardship_and_hierarchical_governance
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 www.researchgate.net/publication/312899865_A_COMPARISON_OF_TEACHER_LEADERSHIP_STYLE_PREFERENCES_AMONG_SOUTH_CAROLINA_EDUCATORS
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 digitalcommons.www.na-businesspress.com/JMPP/BenrazaviSR_Web14_1_.pdf
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 Leadership Style and Job Satisfaction

JOB SATISFACTION AS AFFECTED BY LEADERSHIP STYLE, GENDER, AND

EMPLOYMENT STATUS IN THE ORGANIZATION

To be a leader is one thing we all aspire to become but only a few put it into action.

Many people lead but only a few made a change, inspire, and became successful whether in

politics, business, education, religion, community or in another aspect. With today's competitive

world, there is no doubt that an effective leader is an important key for organizations to succeed

and achieve their goals. Looking back, leadership has been a known topic for research because of

its great importance in organizational performance and success (Yurtkorua & Ekmekcia, 2011)

since it encompasses the efficient handling of the organization and its employees. Thus,

researchers aimed to understand what leadership is, the leadership style that is least and most

preferred by employees and how does it affect employees' job satisfaction.

Leadership is a process wherein one individual influences and motivates a group of

people to come up with structured activities and attain a common goal (Tetlah et al., 2012 &

Northouse, 2007). It gives a sense of direction to employees for individuals to be aware of their
[6]
duties and responsibilities within the organization. Employees respond in a common direction

when they are influenced by their leaders (Dubrin, Dalglish & Miller, 2006). An effective leader

is someone who is not only efficient in disseminating tasks but also inspires employees to

achieve their highest potential and desired goals in life. They seek their employees' voluntary

participation to attain organizational goals at the same time interact and widen their interest

(Northouse, 2007). Today's organization needs effective leaders who are adaptable to change and

one who is always one step ahead of every situation due to quick societal changes.

At times, misunderstandings arise within the organization because of diverse educational

backgrounds, varied interests, different opinions of employees but these can be settled depending

1
 Leadership Style and Job Satisfaction

on the effectiveness of the leadership style a person possesses. Leadership style is a relative

pattern of behavior that characterizes a leader or it is a method being used to manage a group of

individuals. Leaders have adopted a different style of leadership to lead an organization (Brown,

2003; Cheong, 2008; Chiang & Wang, 2012) and are relatively influenced by a belief system,

culture (Pauliene, 2012) and personality. According to Lussier and Achua (2009), the future of

the organization at the same time the advancement of employees' careers are determined by the

effectiveness of the leader's behavior. Leadership style is not only influenced by what has been

mentioned above but also determined by three factors – leader characteristics, subordinate's

characteristics, and organization environment (Al – Ababneh, 2013).

At times, when the organization faces crisis and leaders would come up with a decision,

it is more based on the situation at a given moment and how they motivate their subordinates
[2]
regardless of what happened.

A study conducted by Sarwar et. al (2015) found out that employees in the IT Research

Development Sector perceive their leaders/supervisors to practice more the "transactional

[2]
leadership style" compared to transformational leadership style". They see punishment and

reward more effective in influencing people towards a goal.

Leadership style is not merely the reason for organizational success. Many studies were

already conducted and found out that leadership style is strongly related to employees' job

satisfaction. Job satisfaction became a widespread interest since individuals spent eight hours a
[3] [4]
day at work. Job satisfaction is defined as "pleasurable or positive emotional state resulting from

the appraisal of one's job or job experiences" (Bushra & Naveed, 2011) or it is the “degree of

satisfaction to which individual feels positively about their job (Schermerhorn, Hunt & Osborn,

2002).

2
 Leadership Style and Job Satisfaction

Employees oftentimes asked themselves if the job they are doing satisfies them. Some get

excited to go to work while others dislike Monday mornings. Reality is people need to make a

living but it seems that some are enjoying the process more than the others. Furnham (2005)

enumerated reasons on why people work : work supplies as a means of earnings, a resource of

action and motivation, a resource of social contracts, an easy method of constructing time along

with self-fulfillment and self – actualization.

[0]
Likewise, with leadership style, job satisfaction of employees is important to the success
[0]
of an organization. Leaders' behavior can influence employees' job satisfaction and the situation

at the workplace (Lundqvist, 2013). Job satisfaction is one factor that brings motivation to

employees. Effective interactions between supervisors and employees can impact firm

performance and serve as a key method for more efficient productivity (Williams, 2012).
[0]
Donnelly and Konopaske (2003) concluded in their study that job satisfaction and job

performance are highly correlated. If job satisfaction and work motivation are high, the mental
[1]
states of employees are good. Thoresen, Bono, and Patton (2001) also gained the same results

that the average correlation between job satisfaction and job performance is high and even higher

for complex than a less complex task.

[10]
We often hear comments like “Happy employees are productive employees” from
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Human Resource professionals. Satisfied employees are likely to be committed, motivated, and

competent and exhibit a higher level of performance and productivity (Caligiuri, Lepak &
[10]
Bonache, 2010; Weiss, 2002). With these, employees' absenteeism is likely to decrease and they

tend to stay longer in the organization. Thus, employers should be aware of and prioritize job

satisfaction of employees to decrease turnover rates.

3
 Leadership Style and Job Satisfaction

Job satisfaction and leadership style are dependent on employment status (part-time or

full – time) and gender. Individual differences between males and females are topics usually

discussed in psychology. Males and females differ in many aspects like thinking styles, a way of

communication, body built and approaches in handling problems. Employment is the

relationship between two parties, wherein the employer and the employee enter into an

agreement written in a contract. Employees that work forty (40) hours per week in a year are

considered full – time but those who work twenty to twenty – nine (20 – 29) or less than forty

(40) hours are considered part-time.

[11]
In a study by Thorteinson (2003), the results indicated that there was a little difference

between full – time (FT) and part-time (PT) employees in terms of job satisfaction,

organizational commitment and intentions to leave. However, full – time employees were found

to be more involved with their jobs compared to part-time employees. The employees' gender

was used as a moderating variable and showed no significant impact.

A lot of research suggests that men and women use qualitatively different criteria in their

assessment of work (Oshagbemi, 2000). A study conducted by Boo, Madrigal and Pages (2010)

found out that women working full – time are more likely to report being satisfied with their

work compared to women working part-time. For both men and women, job satisfaction is

higher when in full – time work, although this finding is stronger for men. Men exhibit an even

stronger association between job satisfaction and full – time work, relative to women. In

contrast, the study conducted by Bhatti, Maitlo et al. (2012) stated that males and females have

the same level of satisfaction regardless of position. The same result was noted by Hazim,

Haque, and Chowdhury (2013) wherein there is no significant relationship between male and

female employees concerning job satisfaction.

4
 Leadership Style and Job Satisfaction

The researcher is currently working and based on her experience, the problems that she

encountered in the organization are miscommunication and lack of information dissemination

which resulted in misunderstandings between the administration, faculty, and staff. Furthermore,

through the dealings she had with some employees, the employees are somewhat not satisfied

and their work is not well compensated.

This research aims to help the institution at the same time those people who are in the

position to make decisions on what leadership style is effective in empowering employees to

promote greater productivity and job satisfaction. Also, it is to help them discover techniques on

the proper management of part-time versus full-time employees as well as dealing with gender

and differences issues. Also, to look into consideration what would be some factors that can

affect employees' job satisfaction aside from leadership style.