Week 2 Dissertation

Purpose of the Study

Questions and Hypotheses

Provide a brief restatement of the research question and hypotheses.

1. What effect does transformational leadership have on employee motivation and job performance?

Hypothesis 1 Null: There are no impacts of transformational management on employee motivation and job performance.

Hypothesis 1 Alternant: There are impacts of transformational management on employee motivation and job performance.

2. Do incentives and punishments have an impact on employee motivation, performance, and job satisfaction?

Hypothesis 2 Null: Rewards and punishment do not affect employees' performance, motivation, and job satisfaction.

Hypothesis 2 Alternant: Rewards and punishment affect employees' performance, motivation, and job satisfaction.

3. What effect does Delegation have on employee motivation, job satisfaction, and performance?

Hypothesis 3 Null: Delegation does not motivate employees and leads to job satisfaction and better performance.

Hypothesis 3 Alternant: Delegation does motivate employees and leads to job satisfaction and better performance.

4. What are the effects of visionary management on employee motivation, performance, and job satisfaction?

Hypothesis 4 Null: There are no impacts of visionary leaders on motivation, employee performance, and job satisfaction.

Hypothesis 4 Alternate: There are impacts of visionary leaders on motivation, employee performance, and job satisfaction. Comment by Amy Wermuth: Understand that you have to be able to define "impact"

I prepared a close-ended questionnaire using survey monkey to collect data and responses. Among the four key research questions, I created three individual questions around each research question. The respondents were expected to answer whether they agree or disagree with experiencing a leadership trait and explain their job performance during that month. I summed up the responses that agreed with their productivity and the reactions that disagreed with their productivity to get a value that I would use as a response for the main research question.

The questionnaire tested the respondents on a motivation factor and its influence on motivation and productivity. The responses that indicated the participant did not experience a motivation factor were not considered in the study since we were interested only in the presence of the motivation factor. Comment by Amy Wermuth: How would the participants determine if they had experienced a motivation factor? Could they have experienced a motivation factor and not considered it? Consider any factors that could sway your data.

To calculate the correlation coefficient in excel, I used the Correlation function.

Research Question 1

Identify the alternative hypothesis.

The null hypothesis: There are no impacts of transformational management on employee motivation and job performance.

The alternative hypothesis: There are impacts of transformational management on employee motivation and job performance.

With regards to Pearson’s R; Comment by Amy Wermuth: Make sure all your charts are formatted correctly. Make all the data aligns.

H0: R = 0

HA: R! = 0

After conducting a correlation analysis in excel, the following details were found.

The Pearson's correlation value is 0.37, which is not 0, and we accept the alternative hypothesis that there are impacts of transformational management on employee motivation and job performance.

Research Question 2

With regards to Pearson’s R;

H0: R = 0

HA: R! = 0

After conducting a correlation analysis in excel, the following details were found.

The Pearson's correlation value is 0.39, which is not 0, and we accept the alternative hypothesis that Rewards and punishment affect employees' performance, motivation, and job satisfaction.

Research Question 3

With regards to Pearson’s R;

H0: R = 0

HA: R! = 0

After conducting a correlation analysis in excel, the following details were found.

The Pearson's correlation value is 0.48, which is not 0, and we accept the alternative hypothesis that Delegation motivates employees and leads to job satisfaction and better performance.

Research Question 4

With regards to Pearson’s R;

H0: R = 0

HA: R! = 0

After conducting a correlation analysis in excel, the following details were found.

The Pearson's correlation value is 0.90, which is not 0, and thus we accept the alternative hypothesis that there are impacts of visionary leaders on motivation, employee performance, and job satisfaction.

The four research questions 1,2, and 3 show a positive correlation between a motivation factor and the employees' productivity. Research question 4, on the other hand, offered the strongest correlation between a motivation factor and productivity.

Thus, the results suggest that when a positive leadership strategy is practiced in a workplace, employee motivation, job satisfaction, and performance will improve. Comment by Amy Wermuth: Should you consider more than one way to collect data? To compare your outcomes?

References