You are on page 1of 8

St.

Paul College of Bocaue
Bocaue, Bulacan

A Correlational Study: Leadership Style and Job Satisfaction
At CSP Enterprises & Development Inc., Co.

Research Paper
12- ABM

Submitted by:

Leia Amidala N. Santos
Deanna Mae T. Gicale
Marika Jeanne S.J. Perez
Gea Kaila S. Santos
Aliya Pauline D.C. Dela Torre

Submitted to:

Dr. Marilou L. Galman

He then suggested that there are three different types of leader’s styles which are autocratic leaders. Chapter 1 The Problem and Its Background Introduction Organization is the process of identifying and grouping work to be performed. they facilitate collective decision-making. democratic leaders. They make policies and decide appropriate division of labor from afar. It composed of employees which guided by a leader to fulfill all the obligations needed on their work. fair praise. Democratic leaders are characterized by collective decision- making. and Operational Department. and lastly laissez-faire leaders. task-assignment. (Uhl-Bien. that the duties so performed provide the best channels for the efficient. A leadership style used by leaders can affect the organizational performance in a positive as well as in a negative way. 1958). empowering member and facilitating group deliberations while the followers . (Adeoya Mayowa.. The world of business is constantly faced with challenges by the external environment. orders. It consists of 5 departments.2007:299) In this study. This leadership style is appropriate in setting with a new employee. active member or follower involvement. camaraderie. Employees are seen as intangible assets that contribute to the continued success and development of an organization.. Autocratic or also called as Authoritarian leadership style are characterized as domineering. Leadership is also viewed as a process which influence people to bring out the best in themselves and result to a better-quality performance. as the organization. fair and encouraging. Quezon City. dryers. and problem solving while the followers include adhering to the leader's instruction without question or comment. systematic. This leadership is gained through punishment. It is the process so combining the work which individuals or groups have to perform with the facilities necessary for its execution. Its function includes distributing responsibility within the group or organization. threat. Since employees are the intangible assets of the company and employees are guided by a leader. Service. It offers services such as selling and fixing compressors. demands. Finance. demand for increased participation and competition. Marion and McKelvey. leadership style creates a stimulating work climate and makes the climate become supportive. (Lewin. 1923). so leaders should perform appropriate leadership to have a productive output at work. They tend to be distant from their group. 2009). Warehouse. resources etc. each style determines what kind of leadership that a leader use in leading the employees. concept of leadership changed and has evolved through years. leadership has its own different styles. rules and regulations. internal parts of machines or other machines that will be using by the other company. Accounting Dept. Leadership is defined as the ability to evaluate and or forecast a long-term plan or policy and influence the followers towards the achievement of the said strategy. Inc. The leadership style used by a leader can also affect the organizational performance by creating a climate that is filled with tension and fear or that is an unsupportive and critical (Warrick. Each department has its own head managers leading all the employees under of it. Positively. As time goes by. positive and coordinated application of the available effort (Oliver Sheldon. (Gastil.. 1981). 1930) established a framework to explain the different behavior of the leader. Furthermore. and restrained criticism. the researchers would like to conduct in CSP Development & Enterprises Co. limited decision-making time. This company is located at Araneta Avenue. 1994) According to Gastil (1994). defining and delegating responsibility and authority and establishing relationships for the purpose of enabling people to work most effectively together in accomplishing objectives (Louis Allen. Its function includes unilateral rule-making. while it is not suited to environment in which members desire to share their opinions and participate in decision-making processes.

the researchers would like to conduct a study regarding on the relationship between job satisfaction and leadership styles among the employees and leaders of CSP Development & Enterprises Co. 2002). This study would be beneficial to the organization. If employees are dissatisfied with their jobs it will show adverse results like withdrawal behavior. and other researchers. it is appropriate in settings such as an international association. Inc.. willingness to be held accountable for their actions and decisions. 2003). 1999). 1992). It is appropriate in setting such as science laboratories or established companies with long-term employees while it is not appropriate with a setting in which the members require feedback. The more the employees are satisfied with their jobs. Specifically. (Gastil 1994) Through all these leadership style which obtains by all the leaders can lead to have a satisfied job to all employees of the company. It will also contribute to the future research that would be conducting by the other researchers..include willingness to take personal responsibility for the group or organization. The study also intended on determining which leadership style influences the overall job satisfaction of an individual at the company. 1991. Laissez-faire leaders are characterized as uninvolved with their followers and members. will allow the organization to become more effective by understanding the employees of the company that relate job satisfaction. growing cost. a public university and etc while it is not appropriate and not useful in groups and organization with clearly defined and unchanging guidelines. the researchers would like to identify the dominant leadership style among the five departments then later on will determine if the dominant leadership style used by the leaders are appropriate to those employees under it which would results to their job satisfaction. Lastly. employees. thereby adding to the competitive advantage in the company. and willingness to work with their leaders. In addition. The major contribution of this study is to determine if the employees are satisfied with their job through the leadership of given to them by their leaders. in this study. a democratic nation. The other researchers would also be the one of the beneficiaries of this study because this study can be used as reference for a future research. Furthermore. It is an affective reaction to a job that results from a person’s comparison of outcomes with those that are desired. also the company itself. An employee experiencing high levels of dissatisfaction may be unable to function effectively in his/her job. roles and practice. Ostroff. This style makes no policies or problem solving and its leaders have very little to no authority within their group organization. Its function includes trusting their members into the group or organization while the followers include self- monitoring. oversight flexibility or praise. problem solving. this study would benefit the employees. the more efforts they will exert to achieve organizational objectives (Blakely et al. willingness to take on the role of leader as needed or appropriate. in fact. Other researchers conducting similar studies would be able to compare their result to this study and can also add to what is already known in this area. . direction. a worker-owner corporation. and producing successful end products. leaders. anticipated or deserved (Oshagbemi. willingness to maintain their group's autonomy and freedom. laissez-faire leadership is an absence of leadership style. Job satisfaction has been characterized by researchers as essential to organizational performance (Mathieu. Findings of the study will contribute the effectiveness. In this case. lowering profits and finally customers’ dissatisfaction (Allen & Wilburn.

breaks.Hygiene factors are those job factors which are essential for existence of motivation at workplace. hygiene factors are those factors which when adequate/reasonable in a job. Responsibility . It should include flexible working hours. This depends on the job.There must be growth and advancement opportunities in an organization to motivate the employees to perform well.The employees must have a sense of achievement. .The employees should be praised and recognized for their accomplishments by the managers. Job Security .The employees’ status within the organization should be familiar and retained. interesting and challenging for the employee to perform and to get motivated. vacation. Hygiene factors. Hygiene factors include: Pay .The working conditions should be safe. Interpersonal relations . Motivational factors include: Recognition . etc.The work itself should be meaningful.The employees must hold themselves responsible for the work. the hygiene factors cannot be regarded as motivators. This theory is relevant to the study because it contains factors need to be considered for the employees obtain satisfaction to their work. Employees find these factors intrinsically rewarding. dress code. It must be equal and competitive to those in the same industry in the same domain. They should be fair and clear. clean and hygienic. Theoretical Framework Herzberg Two Factor Theory a.The pay or salary structure should be appropriate and reasonable. These factors are called satisfiers. These factors are inherent to work. etc.The company policies should not be too rigid. The work equipments should be updated and well-maintained.The organization must provide job security to the employees. The managers should give them ownership of the work. These factors will help the researchers to know the needs of employees in order to get a high level of satisfaction from their work. There should be no conflict or humiliation element present. The motivational factors yield positive satisfaction. superiors and subordinates should be appropriate and acceptable. benefits for the family members. Promotional opportunities . Motivational factors . They should minimize control but retain accountability.According to Herzberg. pacify the employees and do not make them dissatisfied.The relationship of the employees with his peers. There must be a fruit of some sort in the job. The hygiene factors symbolized the physiological needs which the individuals wanted and expected to be fulfilled. These factors motivate the employees for a superior performance. Company Policies and administrative policies . employee help programmes.The employees should be offered health care plans (mediclaim). The motivators symbolized the psychological needs that were perceived as an additional benefit. b. Sense of achievement . Physical Working conditions . Status . These are factors involved in performing the job. Fringe benefits . Meaningfulness of the work .

However. and Tucker. He then suggested that there are three different types of leader’s styles which are autocratic leaders. The final step is where the employee seeks to self-actualise. in general. For example. makes it difficult to measure what the final goal is or when it has been achieved. more recently this approach is becoming less popular as it fails to consider the cognitive process of the employee and. the employee’s can focus on feeling as though they belong to the workplace. Tucker. . the progressions from one step to the next all contribute to the process of self-actualisation. This can come in the form of positive relationships with colleagues and supervisors in the workplace. the employee will seek to feel as though they are valued and appreciated by their colleagues and their organisation. democratic leaders and lastly laissez-faire leaders. Within an organisation. Both intergroup (Alderfer. they need to grow and develop in order to be capable. However. as well as job security and/ or having suitable company structures and policies. Leadership Style Lewin’s Leadership Theory In the 1930. Therefore. financial compensation and healthcare are some of the benefits which help an employee meet their basic physiological needs. paired with a difficulty of measuring it. This theory is relevant to the study because it indicated the three different types of leadership styles which determines the dominant leadership style used in the company.Maslow’s Need Hierarchy Theory Maslow’s needs hierarchy theory was one of the first theories to examine the important contributors to job satisfaction. the self-actualization. Each leadership has its own definition and styles which would be easily to identify which among the leadership style dominates in the company. its main tenants are applicable to the work setting. Safety needs can manifest itself through employees feeling physically safe in their work environment. When this is satisfied. lacks empirical supporting evidence. others have found fault with the final stage of self-actualisation. and whether or not they feel they are a part of their team/ organisation. and have been used to explain job satisfaction. This theory also determines the needs of the employees that needed to be considered in order to obtain satisfaction. 1980) theories identified two different type of groups exits in organization which is identity group and organizational group. The theory suggests that human needs form a five-level hierarchy. Once satisfied. In addition. organisations looking to improve employee job satisfaction should attempt to meet the basic needs of employees before progressing to address higher-order needs. Kurt Lewin established a framework to explain the different behavior of the leader. Although it could be seen as separate. 1980) and embedded group (Thomas and Alderfer. This theory is relevant to the study because Job Satisfaction is connected to the hierarchy of needs. Maslow’s needs hierarchy was developed to explain human motivation in general. Alderfer. where they need to grow and develop in order to become everything they are capable of becoming. The lack of a clear definition and conceptual understanding of self-actualisation.

They can improve and develop their skills that allow them to a greater variety of work and increased their ability. service and operation itself. Co attain good service and good leadership that can satisfy and fulfill the employee’s need which leads to a greater company. Company. Significance of the Study This study will benefit the company and helps them improve their management.. It also improves the relationship between their leaders because of improved satisfaction. . Employee’s satisfaction and leader’s leadership style can lead to a higher profitability. Employees. Statement of the Problem Main Problem: Is there a relationship between leadership style and job satisfaction at CSP Enterprises & Development Inc. Co.. greater competitiveness and better benefits for their employees. the researcher would like that through this study the CSP Enterprises & Development Inc. Co... Alternative Hypothesis: There is a relationship between leadership style and job satisfaction at CSP Enterprises & Development Inc. Co. In addition.? Specific Problem: 1) What is the dominant leadership style used by leaders of each departments? 2) Is there a relationship between the leadership style used by the leaders and job satisfaction of the employees in each department? i) Finance Department ii) Marketing Department iii) Operation Department iv) Service Department v) Warehouse Department Hypothesis Null Hypothesis: There is no relationship between leadership style and job satisfaction at CSP Enterprises & Development Inc. It can also improve the loyalty and commitment of the employees for the company to improve and profit more.

promotion. Job satisfaction is usually linked with motivation. It will also encourage them to conduct the same research and use this study as reference. It could. either quantitative or qualitative (Mullins. but the nature of this relationship is not clear. the respondents are the whole individual working at this company even the leaders who manages it except to the president of this company. and the achievement of other goals that lead to a feeling of fulfillment (Kaliski. The emphasis was on relationship between the leadership style of leaders among each departments and job satisfaction of the employees under each department. democratic and laissez-faire leadership style. Satisfaction is not the same as motivation. Job satisfaction is the key ingredient that leads to recognition. Job satisfaction implies doing a job one enjoys. It contributes to improved quality work as a result of loyal commitment to the company. particularly in terms of intrinsic motivation (Statt. Marketing. doing it well and being rewarded for one’s efforts. Job satisfaction is a complex and multifaceted concept which can mean different things to different people. In this study. Out of 30 questions on the Job satisfaction survey. Bad Job. an internal state. be associated with a personal feeling of achievement. job satisfaction measures into 5 classifications. This study focuses on the dominant leadership style used by the leaders of five departments. Great Job. Co. Good Job. and Depressing Job.Leaders.2007). Encourages other researchers to investigate areas of leadership style and job satisfaction that are not addressed in this research. It is generally perceived to be directly linked to productivity as well as to personal well-being. They can benefit through this study by using this as a reference for their future research. for example. Researchers. Job satisfaction is more of an attitude.. The researcher floats the survey among all the employees of the company. Operational. Finance. Job Satisfaction Conceptual Definition Job satisfaction is a worker’s sense of achievement and success on the job. 2005) Operational Definition Job Satisfaction is measured by conducting a Job Satisfaction Survey. income. They can improve their leadership style to make the employees satisfied and the company better. 2004). Job satisfaction can be defined also as the extent to which a worker is content with the rewards he or she gets out of his or her job. Job satisfaction further implies enthusiasm and happiness with one’s work. Scope and Limitations of the Study The main purpose of the study is to determine the relationship between leadership style and job satisfaction. . Definition of Terms Conceptual Definition 1. It is only limited to the three-leadership style such as autocratic. OK Job. Service and Warehouse Department at CSP Enterprises & Development Inc.

As seen by the employees. autocratic. 1993). Leadership is defined as the ability to evaluate and or forecast a long-term plan or policy and influence the followers towards the achievement of the said strategy. 2009). it will have determined the leadership style of the leaders of the five departments including the vice president excluded the president of the company. it includes the total pattern of explicit and implicit actions performed by their leader (Newstrom. . Handy (1992) insisted on the importance of the leader setting a vision. Leadership Styles Conceptual Definition Leadership style is the manner and approach of providing direction. In this case. and motivating people. Rost (1993) also emphasized that leadership was a relationship process oriented to achieve some common goals: “Leadership is an influence relationship among leaders and followers who intend real changes that reflect their mutual purposes". Davis. (Adeoya Mayowa. Operational Definition The Leadership style is measured in which is the most dominant and less dominant leadership style of the leaders by the use of the three common styles of leadership. democratic and laissez- faire leadership style using the Leadership Style Questionnaires.2. and sharing this vision with others: "A leader shapes and shares a vision which gives point to the work of others". implementing plans.