Millstone 3: Chapter 4

Purpose of the Study

Questions and Hypotheses

Provide a brief restatement of the research question and hypotheses.

1. Is there a statistically significant difference in job performance between remote workers with Structural Leader, Participative Leader, Servant Leader, Freedom-Thinking Leader, and Transformational Leadership styles?

Hypothesis 1 Null: There is not a statistically significant difference in job performance between remote workers with Structural Leader, Participative Leader, Servant Leader, Freedom-Thinking Leader, and Transformational Leadership styles.

Hypothesis 1 Alternant: There is a statistically significant difference in job performance between remote workers with Structural Leader, Participative Leader, Servant Leader, Freedom-Thinking Leader, and Transformational Leadership styles.

2. Is there a statistically significant difference in motivation between remote workers with Structural Leader, Participative Leader, Servant Leader, Freedom-Thinking Leader, and Transformational Leadership styles?

Hypothesis 2 Null: There is not a statistically significant difference in motivation between remote workers with Structural Leader, Participative Leader, Servant Leader, Freedom-Thinking Leader, and Transformational Leadership styles.

Hypothesis 2 Alternant: There is a statistically significant difference in motivation between remote workers with Structural Leader, Participative Leader, Servant Leader, Freedom-Thinking Leader, and Transformational Leadership styles.

3. Is there a statistically significant difference in job satisfaction between remote workers with Structural Leader, Participative Leader, Servant Leader, Freedom-Thinking Leader, and Transformational Leadership styles?

Hypothesis 3 Null: There is not a statistically significant difference in job satisfaction between remote workers with Structural Leader, Participative Leader, Servant Leader, Freedom-Thinking Leader, and Transformational Leadership styles.

Hypothesis 3 Alternant: There is a statistically significant difference in job satisfaction between remote workers with Structural Leader, Participative Leader, Servant Leader, Freedom-Thinking Leader, and Transformational Leadership styles.

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 (clients who answers ‘no’ to the questions) were not considered in the study since we were interested only in the presence of the motivation factor (clients who answers ‘yes’ to the questions).

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;

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.

Thus, the results suggest that when a positive leadership strategy is practiced in a workplace, employee motivation, job satisfaction, and performance will improve. This was depicted from the fact that the performance of the employees during any given month increased as seen from the increased number of orders fulfilled.

References