Introductory Paragraph
This methodology paper describes the study strategy for examining how leadership styles affect worker output and happiness in big businesses. The specific issue at hand is finding out how various leadership philosophies impact employees’ performance and job happiness. A mixed-methods study methodology based on the post-positivist research paradigm will be used to answer this research issue (Ajayi, 2020) fully. This approach will allow it to collect qualitative and quantitative information, allowing for a complete analysis of the complex relationships between leadership practices, output, and employee pleasure.
Discussion of Research Paradigm
In my study, I adhere to the post-positivist paradigm, which maintains that there’s an objective world that can be investigated through empirical compliance, even though we must always be apprehensive of the limitations of our knowledge. With an emphasis on practicality, this paradigm encourages the disquisition of phenomena while accepting human perception and quantification limitations. By embracing post-positivism, I recognise the need to obtain empirical data to support study conclusions while acknowledging that no observation is completely free from subjectivity or prejudice (Alshaar, 2022). The research purpose of this study, which centres on examining the interactions between leadership styles, employee productivity, and satisfaction, harmoniously matches the post-positivist worldview.
This paradigm allows me to objectively explore the link between these factors, free from irrational preconceptions or ideological restraints. Post-positivism also acknowledges that various circumstances might affect the study’s conclusion. Because of this, it motivates researchers to use a mixed-methods strategy that combines qualitative and quantitative techniques. Using this method, I can catch the details and subtleties of the topic from several aspects, leading to a more thorough and strong knowledge of the phenomenon at hand (Dastane, 2020). Through qualitative approaches like focus groups or interviews, I can get in-depth insights into how workers perceive, experience, and feel about various leadership philosophies. This method will make explicit the subjective elements that quantitative data could not adequately capture, allowing for a greater comprehension of the human element in the workplace context.
In contrast, quantitative techniques, like surveys or experiments, will provide me with quantifiable data that can be statistically examined. This enables me to find patterns, correlations, and trends over a wider population, allowing me to make conclusions regarding the connection between leadership styles and worker productivity and happiness that are more broadly applicable. I may triangulate the results by combining qualitative and quantitative methodologies, verifying and enhancing the findings from each methodology (Ozcan & Ozturk, 2020). Due to the convergence of data from several sources, which strengthens the validity of the results, the study’s reliability and credibility are also increased by using a mixed-methods design.
In conclusion, the post-positivist paradigm is a perfect framework for my study because it enables an unbiased examination of the intricate connections among leadership practices, worker productivity, and satisfaction. Recognising an objective reality guarantees a more thorough and nuanced knowledge of the subject, utilising empirical data and a mixed-methods approach. By adhering to postpositivism’s core tenets, this research seeks to further knowledge in organisational psychology and human resource management and eventually aid managers and company owners in creating more effective and fulfilling workplaces.
Discussion of Methodology
In this study, a mixed-methods design, integrating surveys and semi-structured interviews, will investigate the connections between leadership styles, productivity criteria, and job satisfaction situations in large corporations. The research will borrow a successional explanatory design, starting with quantitative data collection followed by qualitative data exploration to understand the quantitative findings better. Quantitative data will be gathered through a structured survey administered to workers within large corporations (Shrivatsav et al., 2023). The survey will employ standardised scales to assess various leadership styles, productivity criteria, and job satisfaction situations. This system enables the researchers to quantify connections and conduct statistical analyses to identify correlations among the variables, offering a comprehensive overview of the research problem.
Semi-structured interviews with a sample of workers and organisational executives will be used to gather qualitative data to supplement and enhance the quantitative findings. The interviews will focus on people’s attitudes, experiences, and perceptions of various leadership styles and their effects on output and work satisfaction. Applying qualitative data analysis, especially theme analysis, can be beneficial to give contextual insights into the complex and subtle implications of leadership styles on employee outcomes (Ajayi, 2020). The mixed-methods approach is ideal for this study since it enables triangulation, in which the combination of qualitative and quantitative data improves and confirms the research conclusions.
Qualitative data offers a more in-depth insight into human experiences and views, while quantitative data offers a comprehensive picture of the correlations between variables. The study results are more credible and reliable thanks to integration of many data sources. The selected approach is consistent with the post-positivist research paradigm, which accepts that no methodology can adequately reflect reality. This study adopts the notion that a multifaceted approach is necessary to thoroughly understand complicated events by integrating quantitative and qualitative techniques (Dastane, 2020). The post-positivist viewpoint also acknowledges the importance of contextual elements, and the qualitative data will offer helpful context for understanding and contextualising the quantitative conclusions.
Summary
In conclusion, this research study will be guided by the research paradigm of post-positivism. It will use a mixed-methods design to probe the influence of leadership styles on employee productivity and satisfaction within large corporations. The study, which adopts a realistic perspective, tries to fully comprehend the complex and varied relationships between leadership, productivity, and work happiness (Ozcan & Ozturk, 2020).
Although objective knowledge is difficult, post-positivism recognises that it is possible to approach reality with a critical and reflective perspective. According to this paradigm, subjectivity may be acknowledged, considered, and handled during the research process since it acknowledges that researchers are not completely detached from the persons they investigate. The advantages of qualitative and quantitative approaches are combined through a mixed-methods design (Shrivatsav et al., 2023). While quantitative data will enable the evaluation of productivity and work satisfaction via numerical analysis, qualitative data will offer deep insights into the experiences and views of employees about leadership styles. Including many data sources will increase the legitimacy and reliability of the study findings, resulting in a more comprehensive inquiry.
In the context of major businesses, the study’s emphasis on leadership styles and their effects on employee outcomes is crucial. Understanding how effective leadership affects worker productivity and job satisfaction may significantly impact businesses and their workforce. Effective leadership has long been acknowledged as a critical component in organisational success. This study project is set to substantially contribute to leadership studies by illuminating the intricate relationships among leadership, productivity, and work satisfaction (Ozcan & Ozturk, 2020). The research’s conclusions are likely helpful for corporate executives, human resource professionals, and academics who want to improve organisational performance and employee well-being in big businesses and elsewhere. This study is therefore well-positioned to contribute to the corpus of information about leadership and how it affects employee outcomes, advancing management techniques and promoting better work environments.
References
Ajayi, S. (2020) ‘The impact of leadership styles on employee productivity in Nigerian Oil &Amp; gas industry a case study of Nigeria LNG Limited’, SSRN Electronic Journal [Preprint]. doi:10.2139/ssrn.3532749.
Alshaar, A. (2022) ‘Impact of leadership styles on job satisfaction: Case study’, International Journal of Academic Research in Business and Social Sciences, 12(7). doi:10.6007/ijarbss/v12-i7/13980.
Dastane, O. (2020) ‘Impact of leadership styles on employee performance: A moderating role of gender’, Australian Journal of Business and Management Research, 5(12), pp. 27–52. doi:10.52283/nswrca.ajbmr.20210512a03.
Ozcan, O. and Ozturk, I. (2020) ‘Impact of organisational culture and leadership styles on employee performance: A research study on the banking industry’, Pressacademia, 7(1), pp. 45–55. doi:10.17261/pressacademia.2020.1187.
Shrivatsav, A., Krishnamoorthy, S. and Zhimomi, V. (2023) ‘To what extent does collaborative leadership style impact employee productivity and job satisfaction in a work environment?’, International Journal of Latest Engineering and Management Research (IJLEMR), 8(5), pp. 140–146. doi:10.56581/ijlemr.8.5.140-146.
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