Employee Engagement Employee engagement as a concept began to surface in the organizational and business literature about two decades ago [ 41 ] and there continue to beconsiderable debate about what engagement is and how best to define it [ 31 ].
In other words, the task-focused behavior is focused and formulated on the basis of goal setting theory, equity theory and reinforcement theory as accomplishing goals and completing tasks constitute the idea behind these theories. According to Fleishman, there are two common classifications of the team behavior which includes person-focused and task-focused.
Leaders have to able to question everything starting from simple assumptions to status quo.
Inspirational Motivation affords a cradle of encouragement and. Convergent Validity Statistics Download as. It is crucial for the leaders to provide compelling direction which can help the members of the team achieve the team and organizational objectives. Extant literature have also linked relationships between managers and employees with employee commitment, employee retention and customer retention Wilson, ; Yang and Mallabo, So there is need of shared leadership styles which contains the mixture of attributes of both the styles.
Emphasis from the previously defined leadership theories, the ethical extents of leadership further differentiates the transformational leadership. Since all indicators are measured reflectively, each latent variable is assessed based on its convergent and discriminant validity.
Leadership styles are replicated in attitudes and behaviors but these in turn are the outcome of complex interactions between the way individuals think and feel. There are certain complexities in expounding the level of performance as it is a multi- dimensional phenomenon which should be elaborated carefully.
The University of Ghana is the premier university in the country, and has a well-established public administration program to which many students want to be admitted. Employee engagement is perceived as a cognitive and affective participation in the work one does and as such when complications arise in the task assigned, it is viewed either positively which promotes engagement and improve performance or negatively which results in dissatisfaction and distress and therefore obstruct performance [ 43 ].
It is assessed using the average variance extracted AVEwhich should be greater than 0. Additionally, literature review explores the concepts of role stressors such as role ambiguity and role conflict, which are often found as the most important source of job dissatisfaction and poor job performance.
Specifically the study focuses on leadership and employee engagement and how it affects performance of public sector employees. Results of these validity checks are presented as follows: Contingency Theories Situational The theories of contingency recommends that no leadership style is precise as a stand-alone as the leadership style used is reliant upon the factors such as the quality, situation of the followers or a number of other variables.
In spite of these there exists limited literature in this area in developing countries like Ghana, thus forming the main motivation of this study. The leadership with theses shared attributes will strengthen the institutions and thus the quality will be the only result.
Secondly, leaders should be able to inspire their followers; this is mainly attributed to their role of inspirational motivation. The situations entailing high degree of precision, technical expertise, time-constraints, particularly in technological intensive environment, we shall prefer transactional leadership whereas, in human-intensive environment, where focus is on influencing the followers through motivation and respecting their emotions on the basis of common goals, beliefs and values, preferable option is transformational leadership style MacGregor Bums, Whereas the measurement model shows the unidirectional relationship between a particular latent variable and its sub-indicators, the structural modeling looks at the relationships between different latent variables.
Cook [ 12 ], pg.Specifically, this paper tries to review the literature in the sphere of job performance focusing on the leadership styles.
Both leadership types and styles had been reviewed in relation to the productivity in the organization along with. i effects of leadership styles on employee performance at boa kenya limited celestine awino anyango a dissertation submitted in partial fulfillment of the.
A review of the literature on effective leadership behaviours for safety • Carry out a review of key leadership literature in the appropriate business domains. relationships between management and employees enhance employee safety performance. This study has investigated the effects of leadership style on organizational performance in small scale enterprises.
REVIEW OF RELATED LITERATURE Leadership Style and Performance From this review of related literature, it is evident that although some scholars believe that leadership enhances. i effects of leadership styles on employee performance at boa kenya limited celestine awino anyango a dissertation submitted in partial fulfillment of the.
leadership on employee performance and factors affecting the choice of leadership styles, role of leadership to employee. Impact of Leadership Style on Organization Performance: A Critical Literature Review.
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