SURVEY QUESTIONNAIRE

NAME (OPTIONAL): ______________________________ DATE: __________

PART 1. Impact of leadership styles on employee's job satisfaction

Instruction: Kindly read carefully the items and answer it with truthfully .Please
check the appropriate box that corresponds to your answer.
Legend:
5 Very Highly Committed
4 Highly Committed
3 Moderately Committed
2 Less Committed
1 Not Committed

Leadership Styles Assessment 5 4 3 2 1

Autocratic Leadership:

My leader decides what shall be done and how it shall be

done.
My leader assigns us to particular tasks.
My leader maintains definite standards of performance.
My leader refuses to explain his/her actions.
My leader is reluctant to allow us any freedom of action.
Democratic Leadership: 5 4 3 2 1
My leader likes to encourage initiatives in us.
My leader trusts us in exercising good judgments.
My leader puts suggestions made by us into actions.
My leader treats us as his/her equal.
My leader encourages the use of uniform procedures.
Laissez-Faire Leadership: 5 4 3 2 1
My leader lets us do our work in the way we think best.
My leader will assign us a task, and then let us handle it.
My leader permits us to set our own ways of doing things.
My leader gives us complete freedom in decision making and
problem solving.
My leader avoids him/herself from getting involved when
important issues arise.
Adopted from Wong, W. Y., Chan, S. L., Chong, L. X., Ng, K. S., & Wong, K. L. (2014). The impact of
leadership styles on employee commitment in retail industry (Doctoral dissertation, UTAR)

PART 2. Levels of leadership styles on employees’ commitment.

Direction: Kindly read carefully the items and answer it with truthfully. Please
check the appropriate box that corresponds to your answer.

Legend:
5 Very Highly Committed
4 Highly Committed
3 Moderate Committed
2 Less Committed
1 Not Committed

INDICATORS Level of Agreement

5 4 3 2 1

Organizational Commitment

Affective Commitment:

I feel a strong sense of belonging to my organization.

I feel personally attached to my organization.
Working at my organization has a great deal of personal
meaning to me.
The values and goals of my organization align closely with
my own personal values and aspirations.
I take pride in being associated with my organization and its
achievements
Normative Commitment: 5 4 3 2 1

I believe that a person must always be loyal to his or her

organization.
Jumping from organization to organization does not seem
ethical to me.
I was taught to believe in the value of remaining loyal to one
organization.
I feel the need to stay with my organization because of the
time and resources invested in my professional development
Honoring commitments to my organization are important,
even in the face of more attractive opportunities elsewhere.
Continuance Commitment: 5 4 3 2 1
It would be very hard for me to leave my organization right
now, even if I wanted to.

Too much in my life would be disrupted if I decided I wanted

to leave my organization now.

One of the major reasons I continue to work for this

organization is that leaving would require considerable
personal sacrifice — another organization may not match the
overall benefits I have with the current organization.

Leaving my current organization would pose significant

challenges for me.

I continue working here because the personal sacrifices of

leaving outweigh potential benefits from another
organization.

Adopted from Wong, W. Y., Chan, S. L., Chong, L. X., Ng, K. S., & Wong, K. L. (2014). The impact of
leadership styles on employee commitment in retail industry (Doctoral dissertation, UTAR).