This study examined the influence of supportive and participative path-goal leadership styles, and the moderating role of task structure on employee performance of coffee trading companies in Kenya. The study was guided by the positivism philosophy and used a descriptive correlational research design. The population comprised 180 senior managers of coffee trading companies in Kenya, and a sample size of 139 was determined using stratified random sampling. Primary data was collected using questionnaires. The response rate was 84%. The descriptive statistics were means and standard deviations while the inferential analysis included factor analysis, correlational analysis, chi-square, and regression analysis. Results of multiple linear regression analysis revealed that supportive leadership style did not significantly predict employee performance, R2= 0.001, F(1, 110) = 0.118, p≤ .05, β = -0.040, p ≤ .05 but that participative leadership style significantly predicted employee performance, R2= 0.865, F(1, 115) = 735.111, p ≤.05, β = 0.943, p≤05. Task structure was found to moderate the relationship between path-goal leadership styles and employee performance, R2= 0.094, F(5, 101) = 6.92, p ≤.05, β = 0.208, p≤ .05. The study recommends that leaders of coffee trading companies should apply a participative leadership style with their employees with constant communication and consultation in order to achieve optimal performance.
Purpose: The purpose of this study was to examine the extent to which supportive and participative path-goal leadership styles influence employee performance of coffee trading companies in Kenya. Methodology: The study was guided by the positivism philosophy and used a descriptive correlational research design. The population for the study was 180 senior managers of coffee trading companies in Kenya. Using stratified random sampling technique, a sample size of 139 was determined from the total population and structured questionnaires were administered to collect primary data. Out of 139 questionnaires administered, 117 were successfully completed and returned. Descriptive and inferential statistics were used to analyze the data. The descriptive statistics were mean and standard deviation while the inferential analysis included factor analysis, correlational analysis, chi-square and regression analysis. Results: Results of multiple linear regression analysis revealed that supportive leadership style did not significantly
The study sought to examine the extent to which directive and achievement-oriented path-goal leadership styles influence employee performance of coffee trading companies in Kenya. The positivism philosophy was adopted and the design used was a descriptive correlational research design. The population for the study was 180 senior managers of coffee trading companies in Kenya. Descriptive and inferential statistics were used to analyze the data. The descriptive statistics were mean and standard deviation while the inferential statistical analysis included correlational analysis, chi-square and multiple linear regression analysis. The results of the multiple linear regression analysis revealed that directive leadership style negatively and significantly predict employee performance, R2= 0.035, F(1, 114) = 4.141, p≤ .05, β = -0.153, p≤ .05. Multiple linear regression analysis further revealed that achievement-oriented leadership style positively and significantly predicted employee performance, R2= 0.161, F(1, 116) = 20.686, p ≤. .05, β = 0.391, p≤ .05. The study provided a unique contribution to the theory and practice of leadership by contributing to knowledge in the application of Path-goal leadership styles in coffee trading companies. The study findings led to the conclusion that the use of a directive leadership style in coffee trading companies can adversely affect performance and leaders should exercise caution if they have to use this style.
The study sought to examine the extent to which directive and achievement-oriented path-goal leadership styles influence employee performance of coffee trading companies in Kenya. The positivism philosophy was adopted and the design used was a descriptive correlational research design. The population for the study was 180 senior managers of coffee trading companies in Kenya. Using stratified random sampling technique, a sample size of 139 was determined from the total population and structured questionnaires were administered to collect primary data. Out of 139 questionnaires administered, 117 questionnaires were successfully completed, representing a response rate of 84.2%. Descriptive and inferential statistics were used to analyze the data. The descriptive statistics were mean and standard deviation while the inferential statistical analysis included correlational analysis, chi-square and multiple linear regression analysis. The results of the multiple linear regression analysis revealed that directive leadership style negatively and significantly predicted employee performance, R 2 = 0.035, F(1, 114) = 4.141, p≤ .05, β = -0.153, p≤ .05. Multiple linear regression analysis further revealed that achievement oriented leadership style positively and significantly predicted employee performance, R 2 = 0.161, F(1, 116) = 20.686, p ≤. .05, β = 0.391, p≤ .05. The study provided a unique contribution to theory and practice of leadership by contributing to knowledge in the application of Path-goal leadership styles in coffee trading companies. The study findings led to the conclusion that the use of directive leadership style in coffee trading companies can adversely affect performance and leaders should avoid its use. On the other hand, achievement oriented leadership style positively and significantly affects employee performance of coffee trading companies. Leaders of coffee trading companies should engage in goal setting, give feedback to employees on the progress on their goals and reward employees for achieving their goals. These behaviors will motivate employees and enhance their performance. Recommendations for further research are that scholars should carry out similar studies for supervisory level managers to assess the influence of path goal leadership styles on employees at this level.
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