The Relation Between Supervisors Leadership Style and Subordinate Perception of Job Satisfaction - Research Paper Example

Introduction The aim of this study is to identify the relation between supervisors’ leadership style and subordinate perception of job satisfaction and stress. Data is recorded in regard to the different contextual units e.g. age, gender, working hours and the nature of employment and organized into many levels. In this case, measurement occurred at distinct levels of aggregation. The data went through hierarchical regression analysis. Hierarchical analysis models provide a way of evaluating the differences between the variables. In the setting of regression analysis, these hierarchical models will allow us to assess the extent to which regression coefficients vary across the different groups while taking up strength from the full model. A hierarchical regression is used because the independent variables are extremely correlated. When these correlated variables are simultaneously included in the regression model, multi-co linearity comes up. Job Satisfaction Hierarchical Regression Analysis Results Data presentation was done under different aggregation variables. The variables include age, gender, work experience, position held and the level of education. The data analysis has a constant of 1.065 in column B and a constant standard deviation of 0.411 in model 1, a constant of 0.404 in B column and a constant standard error of 0.353 in model 2. Model 3 has a constant B column of 4.53 and a constant standard error of 0.367. To complete this data, the three sets of data from the models have been evaluated. The evaluation focused on the reliability of information from the variables from the different questionnaires, the representativeness of the population of the dependent variables and the bearing of substantial differences between the models. Communication competence and working hours t-test figure arrived at is zero (0.00). This shows they have a low effect on the employee job satisfaction from the analysis of the data. The first two variables, age and gender, show negative unstandardized coefficients in model 1. The fourth variable, ORG tenure, also has a negative unstandardized coefficient in B column in model 1. Education level has a negative figure in model 2 and 3. The leadership style in model 3 is portrayed as a negative. The negative figures are indicated in the unstandardized and standardized coefficients and the t-test result figure. The negative figure indicates that the variable has an insignificant effect on job satisfaction and stress. From the data collected from different individuals of different ages, education levels, employment nature and different employment experience, we can assert that there is a co-relation between the variables and job satisfaction of the employee. In the first model, gender, age and organization tenure have a negative correlation with an individual’s job satisfaction, (Gender -0.425, *P < 0.001), (EDU level < -0.12, *P < 0.001) (Lead style < -0.41, *P < 0.497) From the table, in model 1, the employment position of the individual, education level and working hours have a positive correlation with job satisfaction (POS Tenure < 0.460, *P < 0.001), (position < 0.35, *P < 0.001), (EDU level < 0.880), (W. hrs < 8.124, *P < 0.001). In model 2, POS tenure, ORG tenure, job position, communication competence and working hours have a positive correlation with job satisfaction. (POS tenure < 0.321, *P < 0.001), (ORG tenure< 1.029, *P < 0.001), (Position < 0.755, *P < 0.001), (W. hrs < 5.206, *P < 0.001) and (Comp com < 8.921, *P < 0.001). In model 3, POS tenure, ORG tenure, position held, working hours and communication competence have a positive correlation with job satisfaction. (POS tenure Read More