Assessing the Moderating Effect of Gender on the Relationship Between Leadership Style and Job Satisfaction
Date
2019-06
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ProQuest LLC
Abstract
Leaders influence and direct people to accomplish organizational goals. They create a vision and inspire others’ desire to achieve the company’s mission. Leadership style has a significant impact on job satisfaction, which can inspire confidence, trust, and support in employees. Employee satisfaction is important because satisfied employees perform more efficiently and the organization, in turn, thrives. By keeping qualified employees satisfied, write-ups, turnover, and violations can be kept to a minimum. Gender can shape how a leader communicates, establishes relationships, and builds rapport with employees. Gender can affect a manager’s power, style of communication, and confidence, which can impact employees’ decision-making styles and jeopardize workplace operations and outcomes. If managers are sensitive to differences between their leadership styles and the styles their employees prefer, they can adjust their communication and behavior to better match the preferences of their employees. However, the influence of gender on perceived leadership style and job satisfaction of front-line employees was unknown. The purpose of this quantitative, nonexperimental study was to assess the moderating effect of gender on the predictive relationship between leadership style and job satisfaction using a stratified, random, and gender-balanced sample of front-line banking employees. Data analysis consisted of a two-way ANOVA. Gender was not found to be a significant moderator of the relationship between perceived leadership style and employee job satisfaction; however, there was a significant relationship between perceived leadership style and employee job satisfaction.
Description
A Dissertation Presented in Partial Fulfillment of the Requirements for the Degree
Doctor of Philosophy
Capella University
June 2019
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Keywords
leadership style, transactional leadership, transformational leadership, passive-avoidant leadership, job satisfaction, gender, male, female, FRLT, MLQ, JSS