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MLQ Multifactor Leadership Questionnaire Leader Form (5X-Short) My Name: ______Date: __ Durham E-Theses EXPLORING THE RELATIONSHIP BETWEEN THE PERCEIVED LEADERSHIP BEHAVIOURS AND JOB SATISFACTION AT THE LIBYAN PETROCHEMICAL COMPANIES ALSAYAH, FARAG,ALI How to cite: ALSAYAH, FARAG,ALI (2011) EXPLORING THE RELATIONSHIP BETWEEN THE PERCEIVED LEADERSHIP BEHAVIOURS AND JOB SATISFACTION AT THE LIBYAN PETROCHEMICAL COMPANIES , Durham theses, Durham University. Available at Durham E-Theses Online: http://etheses.dur.ac.uk/3318/ Use policy The full-text may be used and/or reproduced, and given to third parties in any format or medium, without prior permission or charge, for personal research or study, educational, or not-for-prot purposes provided that: • a full bibliographic reference is made to the original source • a link is made to the metadata record in Durham E-Theses • the full-text is not changed in any way The full-text must not be sold in any format or medium without the formal permission of the copyright holders. Please consult the full Durham E-Theses policy for further details. Academic Support Oce, Durham University, University Oce, Old Elvet, Durham DH1 3HP e-mail: [email protected] Tel: +44 0191 334 6107 http://etheses.dur.ac.uk 2 EXPLORING THE RELATIONSHIP BETWEEN THE PERCEIVED LEADERSHIP BEHAVIOURS AND JOB SATISFACTION AT THE LIBYAN PETROCHEMICAL COMPANIES by Farag Ali Mohamed Al-Sayah A thesis submitted in fulfilment of the requirements for Doctor of Philosophy at Durham University School of Government and International Affairs Durham University 2011 1 Exploring the Relationship between the Perceived Leadership Behaviours and Job Satisfaction at the Libyan Petrochemical Companies Farag Ali Mohamed Al-Sayah Abstract The ever-changing complex business environment has created a need for leaders who can meet the demands and challenges of organisations who are grappling with the new organisational climate, with a real need for improved productivity and competitive performance in order to survive. To achieve this target, it is imperative for both leaders and organisations to change their way of thinking to foster and sustain the motivation and satisfaction levels of their employees for maintaining their competitive edge. This research, hence, aims to explore the relationship between leaders’ leadership behaviours and employees’ level of job satisfaction in two petrochemical companies in Libya: Raslanuf Oil and Gas Processing Company (Rasco) and Harouge Oil Operations Company. The relationship between these two variables and the selected demographic characteristics of the employees - namely age, gender, marital status, number of dependents, job grade, job classification, educational qualifications and tenure - were examined. It should be noted that the literature survey indicates that no previous research conducted on the nexus between the leadership behaviour and its impact on the level of job satisfaction of Libya’s petrochemical companies’ employees. This lack of empirical research, hence, was the primary motivator for this study. The study employed Avolio and Bass (1991) full range of leadership theory (transformational, transactional and lassiez-faire) to determine the leadership behaviours in these two companies. In addition, Herzberg’s job satisfaction theory (1959) which is based on the Job Satisfaction Survey (JSS) was utilised to measure the level of job satisfaction of employees in the mentioned companies. Structured questionnaires in the form of the Multifactor Leadership Questionnaire (MLQ) by Bass and Avolio (1995) to measure leadership and the Job Satisfaction Questionnaire (JSS) by Spector (1997) to measure the level of job satisfaction, were employed as the data collection methods. The sampling frame was comprised of 70 of the 340 leaders, and 280 of the 3481 followers at Rasco Company, and 40 of the 120 leaders and 110 of the 1480 followers for Harouge Company. The study generated an 86.12% response rate (96% for Rasco and 76.25% for Harouge) with 451 participants (110 leaders and 354 followers) who worked at these two Companies at the time of the questionnaire administration. The collected data were computed and analysed using descriptive statistics, t-test, analysis of variance (ANOVA), correlation, multiple regression analysis, exploratory factor analysis and multiple discriminant analysis to explore the relationships between these variables in a systematic manner. The research findings indicate a statistically significant relationship between transformational leadership dimensions, especially the two dimensions of individual consideration and intellectual stimulation behaviours, and employees’ job satisfaction levels within the two companies. The findings demonstrate that the leaders tend to be perceived by their employees as demonstrating transactional and laissez-faire leadership behaviour more often than transformational behaviour in the case of the two companies analysed. It should, however, be noted that the exercise of a degree of transformational leadership behaviour by leaders was much lower than employees’ expectations showed. There was also a significant association between the employees’ job satisfaction level (which is significantly higher in Rasco than at Harouge), and operation conditions, nature of work, fringe benefits, supervision and communication. Demographic characteristics are further identified as non contributors to the level of job satisfaction. 2 Acknowledgements I started this study in June 2008 and it led to more than three years of hard work on the part of my supervisor and myself. No work is ever done in isolation, and this work is no exception. I must begin by thanking the Almighty Allah (SWT) for granting me the strength, courage, and inspiration to prosper in this endeavour and thus enriching my knowledge. He is indeed the unseen force behind making this study a success. There are a few special people who have really helped to make this extraordinary journey a lot less complicated and more rewarding for me. First and foremost, I would like to thank my supervisor, Dr Mehmet Austy for his willingness to guide me through this long journey and his encouragement while we were on it. His tireless efforts (and many meetings in his office) to help shape and guide my doctoral experience are appreciated and were definitely necessary in order for me to attain this distinguished goal. His ability as an academic to view things pragmatically needs to be commended; it is a trait that is seldom found among academics I have had experience with and I feel incredibly fortunate to have had the chance to work with this person. Second, this endeavour would not have been possible without the support of my family. Each member of it has provided me with some of the strength I have needed to take this long journey. I do not have the words to thank my dearest brother Khalifa for his support, encouragement and for continuously enquiring about my progress for the duration of the study. Finally, but certainly not least, I would like to thank my dearest wife for being there for me when the going was tough, for supporting me, and, most of all, for being my source of motivation to complete this journey. Her patience, encouragement and tolerance warrant her having co-authorship in this endeavour. My sincere gratitude, of course, also goes out to my children, Ali, Mohamed and my lovely daughter Youser for their support and sacrifices. I realise that it was not always easy for them to sacrifice their weekends and holidays while I was busy with my study. 3 Declaration I the undersigned hereby declare that this dissertation “Exploring the Relationship between the Perceived Leadership Behaviours and Job Satisfaction at the Libyan Petrochemical Companies” is my own work and that all the sources i have used and quoted have been indicated and acknowledged by means of complete references. Name: Farag Ali Mohamed Al-Sayah Signature: Date: 4 Copyrights No part of this thesis may be reproduced, distributed, or transmitted in any form or by any means, including photocopying, recording, or other electronic or mechanical methods, without the prior written permission of the researcher, except in the case of brief quotations embodied in critical reviews and certain other noncommercial uses permitted by copyright law. Copyright © FARAG ALI AL-SAYAH, 2011 All Rights Reserved 5 Table of contents Abstract…………………………………………………………………………....….i Acknowledgement……………………………………………………….………..…iii Declaration………………………………………………………….……………..…iv Table of contents…………………………………………………….………………..v List of tables…………………………………………………………………..........xvii Table of figures……………………………………………………………...........…xx Chapter One ................................................................................................................. 1 FOUNDATION OF THE STUDY .............................................................................. 1 1.1 INTRODUCTION ................................................................................................ 1 1.2 BACKGROUND OF THE STUDY .................................................................... 1 1.3 STATEMENT OF THE PROBLEM ................................................................... 6 1.4 AIMS AND OBJECTIVES OF THE STUDY .................................................... 7 1.5 RESEARCH QUESTIONS ................................................................................. 8 1.6 ASSUMPTIONS OF THE STUDY ..................................................................... 9 1.7 SIGNIFICANCE OF THE STUDY ..................................................................
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