The Impact of Leadership Styles on Employees Job Satisfaction in Selected Non-Government Organizations Located in Addis Ababa
| dc.contributor.advisor | Workeaferahu, Yohannes (PhD) | |
| dc.contributor.author | Beyene, Nahom | |
| dc.date.accessioned | 2021-08-03T08:28:38Z | |
| dc.date.accessioned | 2023-11-04T09:38:51Z | |
| dc.date.available | 2021-08-03T08:28:38Z | |
| dc.date.available | 2023-11-04T09:38:51Z | |
| dc.date.issued | 2021-06 | |
| dc.description.abstract | This research was undertaken to examine the impact of transformational, transactional and laissez faire leadership styles on employees’ job satisfaction. The research includes five organizations which are members of ACT alliance. The participants were staff level employees’, supervisors and managers currently working in Dan Church Aid, Norwegian Church Aid, Swiss Church Aid, Ethiopian Orthodox Church – Development and Inter-Church Aid Commission (EOC-DICAC) and Christian Aid located in Addis Ababa. Quantitative research approach and descriptive and explanatory research design were used in the study. The data was collected from 150 respondents of the five organizations and a close ended questionnaire was used to collect data. The study finding indicated that transformational leadership is the most practiced leadership style in the organizations. The results of correlation analysis revealed that a positive and significant relationship is found between idealized attribute, idealized behavior, inspirational motivation, intellectual stimulation, management by exception (active) and job satisfaction. Whereas management by exception (passive) and laissez faire had negative and significant relation with job satisfaction, Individualized Consideration had a negative and statistically insignificant relation with job satisfaction. The multiple linear regression analysis revealed that the model explains 79.5% of variance in the dependent variable. Out of nine predictors used five are significant predictors of job satisfaction. These are idealized behavior, inspirational motivation, intellectual stimulation, management by exception (passive)& management by exception (active). Idealized attribute, laissez faire, individualized consideration, and contingent reward are found to be insignificant predictors of job satisfaction. The study recommends that the organizations should practice inspirational motivation, idealized behavior, intellectual stimulation and dimension of transactional leadership namely, management by exception (Active).. | en_US |
| dc.identifier.uri | http://etd.aau.edu.et/handle/123456789/27551 | |
| dc.language.iso | en | en_US |
| dc.publisher | A.A.U | en_US |
| dc.subject | Laissez Faire Leadership, Idealized Attribute, Idealized Behavior, Inspirational Motivation, Job Satisfaction | en_US |
| dc.title | The Impact of Leadership Styles on Employees Job Satisfaction in Selected Non-Government Organizations Located in Addis Ababa | en_US |
| dc.type | Thesis | en_US |