| Author: | Li, Shuk-nei Julie |
| Title: | Relationship between perceived leadership and job satisfaction in business support staff in a district hospital |
| Degree: | M.Sc. |
| Year: | 2000 |
| Subject: | Pamela Youde Nethersole Eastern Hospital Hospitals -- Staff -- Job satisfaction -- China -- Hong Kong -- Case studies Leadership -- Case studies Hong Kong Polytechnic University -- Dissertations |
| Department: | Multi-disciplinary Studies Department of Management |
| Pages: | viii, [63] leaves : ill. ; 30 cm |
| Language: | English |
| Abstract: | The primary purpose of this research study was to explore whether there was a relationship between staff's job satisfaction and their perceptions of their supervisors' leadership styles (transformational, transactional and laissez-faire) in the support services sections of the Pamela Youde Nethersole Eastern Hospital. A secondary purpose was to examine the difference between leaders' age, rank, length of service and educational level in terms of their perceptions of the three different leadership styles and job satisfaction. The project was a correlational study and was analytical in nature. Field study was adopted as the perception of supervisors' leadership styles and employees' job satisfaction were examined A total number of 262 questionnaires were distributed to the full-time business support staff working under the General and Patient Services Department and Support Services Department. The questionnaire contained 71 items and were divided into three parts which tapped the respondents' perception of their supervisors' leadership styles (45 items), respondents' job satisfaction (20 items) and lastly capturing some of the respondents' demographic information (6 items). The translated Multifactor Leadership Questionnaire (MLQ) was used to measure business support staff's perceptions of their supervisors' leadership styles. The translated Minnesota satisfaction Questionnaire (MSQ) Short Form was used to measure supervisors' general job satisfaction. A demographic data section was given at the end of the questionnaire to tap the required personal information of the respondents. The questionnaire were distributed to the above target group. After a period of two weeks, a total of 144 completed questionnaires were received. It represented a response rate of 55%. Analysis was then based on the 144 responses. Pearson product-moment correlations were computed between each leadership scale and general job satisfaction. Stepwise multiple regression analysis was used to predict which subset of MLQ leadership scales would most influence job satisfaction. Analysis of variance (ANOVA) was used to compare the difference on business support staff's age, rank, length of service and education level with the perceptions concerning the leadership styles of their supervisors. Non-parametric tests namely Mann-Whitney, Kruskal-Wallis and ANOVA Post-hoc were used to compare the difference on business support staff's age, rank, length of service and education level with their job satisfaction. The study found that there was a significant positive relationship between transformational leadership style and general job satisfaction. Moreover, its subscales idealized influence (attributed), idealized influence (behaviour), inspirational motivation, intellectual stimulation and individual consideration also had positive correlation with business support staff's general job satisfaction. Furthermore, it was found that overall transformational leadership was significant in predicting general job satisfaction. There was, however, no significant relationship between any of employees' age, rank, length of service and educational level on one hand and leadership style on the other hand. As regards the relationship between age, rank, length of service and educational level with general job satisfaction, significant relationship was concluded for rank, length of service and educational level. Finally, it was recommended that to enhance job satisfaction for the work force, more training could be provided to business support supervisors so that they could be developed attributes of transformational leaders. More communications between workman and clerical grade staff and their supervisors could help improve their perceptions on their supervisors' leadership. Particular effort should be put on training and developing transformational leadership style in workman and clerical staff supervisors. |
| Rights: | All rights reserved |
| Access: | restricted access |
Files in This Item:
| File | Description | Size | Format | |
|---|---|---|---|---|
| b15179461.pdf | For All Users (off-campus access for PolyU Staff & Students only) | 2.92 MB | Adobe PDF | View/Open |
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