Abstract
The purpose of the study was to examine the influence of directive and supportive leadership style on employee job satisfaction in commercial banks in Kenya. The study adopted the positivism research philosophy and descriptive correlational research design. The target population of the study was 15,030 employees in all the 43 commercial banks licensed to operate in Kenya as of June 2018. Using a stratified sampling technique, the study drew a sample size of 386 employees reporting to middle-level managers. Data was collected by means of a questionnaire and analyzed using descriptive and inferential statistics. Statistical Package for Social Sciences (SPSS) version 20. The results of the study showed that a directive leadership style and supportive leadership styles positively and significantly predicted employee job satisfaction. The results of the regression analysis after moderation showed that environmental contingency factors significantly moderated the relationship between path-goal leadership style and employee job satisfaction.
Highlights
Path-goal theory makes a provision for the personal behaviour in a certain method based on the expectation that the behaviour creates certain results that are attractive to the given individual. Northouse (2013) posited that the development of path-goal theory was meant to encourage organizational leadership and inculcate their support of the followers in achievement of organization goals through creating an easy and clear path of achievement of the targeted objectives
The findings demonstrated that directive leadership style was a good predictor of employee job satisfaction among the middle level managers in the commercial banks of Kenya
The study results confirmed that directive leadership style positively and significantly predicted employee job satisfaction
Summary
Path-goal theory makes a provision for the personal behaviour in a certain method based on the expectation that the behaviour creates certain results that are attractive to the given individual. Northouse (2013) posited that the development of path-goal theory was meant to encourage organizational leadership and inculcate their support of the followers in achievement of organization goals through creating an easy and clear path of achievement of the targeted objectives. Hughes (2016) argued that the duty of the leadership as defined by path goal model is aimed at enhancing employees’ confidence that they are capable of achieving the objectives set for them and that once that is done, they will receive the right reward from their organization. It is the prerogative of the manager to ensure employees develop a sense of self efficacy and a realization of consequent rewards (Northouse, 2013). The organization leadership should assist the employees to solve problems that they may encounter in the workplace
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