Investigation into the relationship between leadership styles and job satisfaction among employees in small and medium enterprises in Nigeria is the main focus of this research. The research used survey design to gather data from one hundred and fifteen employees from the small and medium enterprises.The study utilized simple random sampling techniquesand data was collected using a questionnaire that required respondent to rate their level of job satisfactions as well as their "leaders" leadership styles using a five point scale likert type. The result of correlation analysis revealed that the entire leadership styles items are statistically significant at .05 level of significance, also the result of descriptive statisticsindicates transformational leadership styles has the most commonly used leadership styles in the small and medium enterprises in Nigeria.Transformational leaders are needed insmall and medium scale enterprises in Nigeria to be able to achieve the mission, objectives and goals for the development of this enterprisein the country.
The Study, relationship between leadership styles and job satisfaction among the head of department and lecturers of Nigerian public universities is definitely a problem of an accelerating importance towards the higher learning institution within their preparation to complete their mission to become a first class university.A highly effective leadership style, along with a reliable labor force appeared to become a decisive importance for any university to have the ability to compete in quality and also to accompany the changes. At the moment, the empirical linkages between the head of department leadership styles and job satisfaction among lecturers in Nigerian public universities aren't fully established by past researchers. Therefore, it is the aim of this study to investigate the relationship between the selected independent variables; leadership styles (transformational, transactional, lasseir-faire) and job satisfaction as the dependent variables, determines the common leadership style that is commonly used by the head of the department, and determines the level of job satisfaction among the lecturers. The research design was descriptive correlational study and data were collected employing questionnaires. The study utilized simple random sampling methods to select 217 lecturers with the response rate of 91.7% from the population of Nigerian lecturers studying at three research universities in Malaysia.The findings showed that lecturers job satisfaction is high and also the descriptive statistics revealed that the most commonly used leadership styles among the head of department of Nigeria public university is transformational leadership styles, with the highest mean of 3.9032. The result obtained from the correlational analyses revealed that there is a significant relationship between leadership styles of the head of department and lecturers job satisfaction in public universities in Nigeria. The present study contributes useful information for educational leaders and researchers in the field of human resource development.
The cardinal aim of this paper is targeted to investigate two basic factors on the aspect of human resource development. These factors encompass employees' customer orientation and reward and recognition and how it affects job satisfaction in Nigeria banking industry. The present study aims to unveil and contribute towards the development of the component that associated with job satisfaction. Notably, few empirical studies have been carried out in the same vein. Conversely, prior the current study, empirical linkages between customer orientation, reward and recognition as preconditions for employees' job satisfaction in Nigerian banking industry are not fully established. The research design was descriptive correlational study and data were collected using questionnaires. Simple random sampling methods was employed. 384 employees were selected with the response rate of 94%. The Findings of the study revealed that employees' job satisfaction is at moderate level and the descriptive statistics shows that both reward and recognition is positively and significantly associated with job satisfaction. Whereas customer orientation resulted insignificant. Multiple regression analysis also portrayed that reward and recognition is the strongest predator of job satisfaction among employees in Nigeria banking industry. In addition, this study offers new insights towards the extant literature and provides implications and directions for future research.
Fundamental point in this study is to decide the relationship between demographic variables (age, sex and educational qualification) and academician's job satisfaction in Nigerian public universities.
The interest in great leaders keeps growing in modern occasions, as society and technology are becoming growing in more complexes. The ever altering organizational atmosphere needed leaders who are able to satisfy the challenges and demands of organizations functioning in competitive complex conditions, with world open for trade. This study looks into the relationship between worker performances, leadership styles and emotional intelligence within an organization. Information was collected, using three instruments, from the sample of 30leaders and150 raters. The Multifactor Leadership Questionnaire was utilized to look for the leadership style of the leaders in the organization. Worker performance was taken and recorded while using organization's performance evaluation process and the ECP factors are used to measure emotional intelligence. Leadership and emotional intelligence were recognized as the independent variables and worker performance as the dependent variable. Data acquired from each one of the research instruments ended up being statistically examined. Through linear regression analysis, and it has come to conclusion from the study that there's a substantial relationship between worker performance as well as an emotional intelligent, transactional leader. However, no significant linear relationship was discovered between worker performance as well as an emotional intelligent, transformational leader.
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