The Impact of Paternalistic Leadership Style on Job Satisfaction of Employees: Investigating the Dimensions of Paternalistic Leadership

Transcription

1 The Impact of Paternalistic Leadership Style on Job Satisfaction of Employees: Investigating the Dimensions of Paternalistic Leadership Maryam Hafeez* and Khansa Hayat Paternalistic leadership is a ubiquitous leadership style and the interpersonal concerns of this leadership style have progressively drawn the attention of researchers. This study aims to examine the impact of paternalistic leadership style on job satisfaction of higher education sector employees. Paternalistic leadership has three dimensions: Benevolence, Morality and Authoritarianism. Though it is most important to comprehend that how these three dimensions intermingle to impact leadership effectiveness on job satisfaction of employees, earlier studies are unsuccessful to find the reliable interaction effects of these Dimensions, probably because of the high correlation among these three dimensions. By taking these three dimensions of independently (N= 150 Employees of Higher Education Sector of Pakistan). Study found that Benevolent and morality increase the job satisfaction of employees whereas authoritarianism have negatively effects the employees job satisfaction. Explicitly, Moral and benevolent leaders provoked more encouraging employee satisfaction than leaders exhibiting other leadership styles. Theoretical and practical implications are discussed as well as recommendations for further research. Keywords: Benevolence, Morality, Authoritarianism, Paternalistic Leadership, Job Satisfaction. 1. Introduction Leadership is very important for the continuous development of institutional and individual performance; all over the world curriculum of leadership studies have been started. This has involving the interest of educational institutes, researchers and theorists.various researchers say that leadership is a quality or attitude, whereas some researchers believe it as relational point of view (North house, 2010).Leadership is classified in to many types, in this research paternalistic leadership and its three dimensions morality, benevolence, authority have been studied. Paternalistic leadership is an approach in which leader includes a fatherly governing authority. Leader treats their employees or team members as a family. In return leaders expect trust, devotion respect from their employees. Paternalistic leadership is suitable Ms. Maryam Hafeez*, Lahore Business School, The University of Lahore Islamabad Campus, Pakistan, maryamhafeez1@hotmail.com Ms. Khansa Hayat, Lahore Business School, The University of Lahore Islamabad Campus, Pakistan, khansa.hayat@gmail.com

2 for the organization in which formal hierarchal system is implemented. Educational institutes are the places where leadership is implemented and studied in different courses. Universities have very formal structure; hierarchal system is strictly followed by employees Managers involve in all the decisions of their employees and answer all the questions which have been asked by their employees, leader meet the social needs of their employees. Leaders not only make decisions in the organization but also take care of their employees. Morality, loyalty, trust benevolence, involvement are very important elements of leadership that enhances the job satisfaction. Numerous studies have been conducted on Paternalistic leadership, some researchers considered it not a good way for leading employees and some researches take it a positive way to lead employees. In my second part of study different literature is given that shows the different researches on the paternalistic leadership dimensions and explains the relationship between paternalistic and job satisfaction of employees. From the past two decades paternalistic leadership gaining a great interest of many researchers all over the world. Many researchers (e.g., Aycan, 2006; Farh& Cheng, 2000; Harris, 2004; Pellegrini & Scandura, 2006)have done work on paternalistic leadership in organizational and employees prospective. Paternalistic leadership comes together with the fatherly benevolence, morality and authority. Paternalism develop trust between leaders and employees, motivation, and commitment of employees with their organization (Tierney, Graen & Wakabayashi, 1990). In eastern civilization paternalistic leadership is very much appreciated. These leadership attitudes are taken as important and significant for the effectiveness due to the institutional model and lawful structure (Cohen, 2007). Chinese researchers done a lot of researches on paternalistic leadership style. Farah & Cheng (2000) studies resulted that the classifications of paternalistic leadership, morality and benevolence have a strong impact on employees job approach i.e. Commitment loyalty, citizenship, trust and LXM. Paternalistic leadership dimensions have a strong impact on employee s job performance and organizational citizenship behaviors. Morality and benevolence have encouraging influence on job performance and organizational citizenship behavior (Min Wu et al., 2011). Paternalistic leadership is considered as the main important feature in Asian countries. paternalistic leadership management is recognized as effective in working environment in Korea, India, Pakistan, Turkey, China, and Mexico have more apply of paternalistic than the organizations in Canada, Germany, Israel (Aycan et al., 2000). In Pakistan paternalistic leadership was mainly study in banking sector only few researches have studied three classifications of paternalistic leadership i.e. authoritativeness, benevolence and morality in the higher education institutes of Pakistan.

3 1.1 Research Question Based on above discussion research question is as follows: a) What is the impact of paternalistic leadership style on job satisfaction of higher education institutes of Pakistan? 1.2. Objectives of study The objectives of the study are: i. To determine the impact of benevolence leadership on job satisfaction of employees. ii. To determine the impact of moral leadership on job satisfaction of employees. iii. To determine the impact of authoritative leadership on job satisfaction of employees. iv. To identify impact of Paternalistic leadership style in higher education Sector of Pakistan Significance of Study Many studies have been conducted on significant impact of different leadership styles on job satisfaction. Teachers or workers who are satisfied with their job performed better than not satisfied employees. There is a narrow investigational data exists that highlight the significance of job satisfaction and paternalistic leadership style this study is the important addition in the practice and information particularly in Pakistani context. Results of this study can be used for the educational leaders training in Pakistan. According to the current circumstances study will help to develop leaders-teachers association in particular style. Subordinates effectiveness depends on the proficiency in the relevant field. Leadership qualities are God gifted qualities. Leader takes the good decisions for his success from the nation. The major point of this study is to investigate the impact of paternalistic leadership style. This is preeminent for the universities of Pakistan to provide the teachers job satisfaction and enhance its performance 2. Literature Review In Literature Review provides different hypothetical analysis of the Leadership theories that has been center of attention is Paternalistic Leadership style and its impact on Job Satisfaction. It starts with defining the concept of leadership with its importance, and then pursued by different classification of Leadership styles. After discussing the selected leadership style and its impact on job satisfaction is reviewed Leadership Different Theorist defines leadership in their own way. Many definitions of Leaderships exist. According to North house Certain Characteristics has been discussed in the different definitions of Leadership: Leadership Is a: (1) Procedure. (2) To work with a Team (3)An authority (4) To achieve desired Goals. (2004). Bohn Relates Leadership

4 with Olympic torch that leads others in search of the Olympic gold of the success of organization. Organization with strong cultures must have strong leadership styles (Bohn, 2002) To locate the Effectiveness of leadership for Diverse Conditions many research have been conducted. Successful leadership is the level to which a leader constantly and gradually leading and directing his/her group to the arranged purpose which is define by the entire cluster" (Omolayo, 2000) Leadership Classifications Leadership is classified in many categories. Wide variety of leadership Styles has been explored by different Researchers along with heir implication in different organizational culture and environment has been studied. In my study I have taken one leadership style that is Paternalistic leadership style and its impact on Job satisfaction of employees Paternalistic leadership Paternalistic Leadership has been defined by different scholars in many ways few of literature are given there. Paternalistic leadership is an intentionally and unintentionally given ideas which shows that leaders know best what is good for the organization because he/ she is in enhanced position than their followers or team members. In a Precise way paternalistic leadership is the Leader as expert father figure According to Farh& Cheng (2006) Paternalistic Leadership is further Classified in to three components that is (1) Authoritativeness: which means Leaders have a Strong control over his team members any, any policy or decision or Goals that is dictated by the Leader must have Completed Without any participation of any Subordinate, (2) Benevolence relates to leader behaviors that express individualized, holistic concern for subordinates personal and familial well-being. Morality relates to a leader behaviors that show superior personal moral character, self-discipline, and unselfishness. Paternalistic leadership is a hierarchical affiliation in which leaders guides their subordinates in their personal and professional lives in a similar way like Parent, and in return expect trustworthiness and Respect (Gelfand, Erez, and Aycan,2007, p.493).paternalistic Management Practice is Basically based on admiration and trustworthiness among employees and Management (Yetim & Yetim, 2006).Leaders who use paternalistic approach Guide their employees both in professional and personal. According to Cheng et al.,(2004) Paternalistic leadership is come up with combination of authority and obedience through fatherly benevolence and morality. Benevolence means that Leader attitude and behavior show apprehension for the employee personal happiness. Authoritarianism is the leader action that claims authority and power on

5 employee. Moral leadership is a leadership behavior that exhibit kindness, Willpower, and Individual intrinsic worth (Chen & Kao, 2009; Cheng et al., 2004). According to Sinha (1990) Authority and Benevolence in paternalistic leaders is like a traditional father a leader who is caring and encouraging along with Firm authoritarian distinctiveness. The traditional father and child association in which the father authoritatively take all the important life decisions of his child surrounded by the moral structure that endorsed the father for understanding the needs and take the decision that is best for his children (Pellegrini & Scandura, 2008, p.569). Benevolent Leader show care, assistance, support and personal concern in both professional and nonprofessional life, it may also vary from leader member exchange relation strength whether it is high or low. Benevolence gives significant part in enhancing the exchange worth within leader and team members. In Chinese Context gave the high value in relations, a successful leader articulate benevolence in vibrant exchange in relation and personal context. Benevolence is predominantly Significant for leader and followers for creating close relationship in communal societies. Benevolence leadership positively affects the followers performance (Chan & Mak, 2011). According to Wang and Cheng (2009) Paternalistic leadership is classified in to three extents: Authoritarianism, benevolence, and morality. Authoritarianism negatively affects the employee outcome, Benevolence and morality work together to increase the employee outcome. Specially, moral and benevolent leaders extract more constructive employee outcome than that leader reveal in other styles of leadership. Benevolence leaders and morality can increase leadership effectiveness in the Chinese context. Co presence of the benevolence and morality creates the maximum level of respect to the leader and employee motivation. Employees are motivated when they identify the leaders benevolent actions are the reflection of the leader s moral virtues. The lack of leader authoritarianism belongingness shouldn t entail irrelevancy of leader authoritarianism. Paternalistic leadership can impact in to two ways on employee behavior that is morality and benevolence when it works combine. Paternalistic leadership actions are established to civilized, moralize the working place. In many researches, Leadership behavior and environment related to morals were measure as previous circumstances of organizational commitment. Furthermore, it was originated that paternalistic leadership had a positive outcome on organizational commitment (Erben, 2007). Afsar(2014) Concluded in his study Focuses on the two aspects of Paternalistic leadership that is moral and authoritativeness on the commitment and organization citizenship behavior of the university teachers of Pakistan (i)morality improved professor effectiveness and prolonged organization commitment while authoritativeness pessimistically influence the emotional commitment.(ii) Morality also optimistically affect

6 the organization citizenship behavior on the other hand authoritativeness paternalistic leadership have negative impact on citizenship behavior of teachers Job Satisfaction All employees want to satisfy with his /her job that makes employees to perform well. This approach leads to an emotional direction which changes the attitude of an employee which is either job satisfaction or dissatisfaction. Abundant of views have been shared about the job satisfaction. According to Devis(1985) Job satisfaction is amalgamation of affirmative and destructive state of mind that employees have related to job. Meanwhile, while an member of staff starts working in an organization, brings with him the needs, experiences and desires which determinate expectations that have been ended. Job Satisfaction represents the level to which expectations are equal to the actual award. Job satisfaction is thoroughly linked to the employee behavior in the work place. Satisfaction of job relates to feeling and attitude that people have about their work. Affirmative and encouraging attitude toward the jobs leads to the job satisfaction. Destructive and adverse attitude in the direction of the job leads to the job dissatisfaction (Armsstrong, 2006). According to George et al (2008) job satisfaction is the congregation of mood and attitudes that employees must related to their employment. Employee Intensity of Job Satisfaction can array from extreme satisfaction to extreme dissatisfaction. It is the entire attitude about their jobs. Employees also have attitudes about various aspects of their job for example subordinates, coworker, supervisors, salary, and the work they are performed. Herzberg has given the two factor motivation and hygiene theory that effects the job satisfaction. According to him motivation relates to the intrinsic factors which motivate employees to perform better which results to the job satisfaction. Hygiene, extrinsic factors operates to minimize the job satisfaction. These factors may not motivate the employee but its absence may cause job dissatisfaction intrinsic and extrinsic factors include interpersonal relations remuneration, supervision, working environment, organizational culture and management, job security. Herzberg s theory revealed that job satisfaction is not only dependent on attractive remuneration and working condition but also good job environment that offers growth opportunity, appreciation, selfsufficiency, personal input to a purpose or goal has meaning for employees.(herzberg, Mouser and Syderman, 1959) 2.4. Paternalistic leadership Impact on Job satisfaction According to Bilal (2014) paternalistic Leadership is and encouraging frame of investigation that has been adapted in the Pakistani context on examine. The study makes a specialty of the effect of main extents of paternalistic leadership on the

7 commitment and job Satisfaction of Pakistani college instructors. In this study survey has been conducted on the connection between moral and authoritative Leadership comportment, Organizational Commitment and job satisfaction. The data in this study was collected from different public universities of Pakistan. According to the survey results morality increased teacher job satisfaction and continuance organizational commitment. While authoritative leadership approaches negatively affect the job satisfaction and commitment. Paternalistic leadership effects positively on employees. Kindness of the leader is very important for employees. Employees get encouraged and follow to their Leaders. According to the study moral leadership is one of the components of paternalistic leadership which have high influence on employees (Bor-Shiuan Cheng, 2004). Habiba Anwar(2013) She had conducted a research on paternalistic leadership and its impact on employee outcome in baking sector of Pakistan, Results of her research shows that Benevolent leadership have positive effect on employee job satisfaction, organizational commitment and innovative behavior. Morality leadership doesn t have any positive or negative effect on job satisfaction. Benevolence and moral leadership reveal remarkably positive result satisfaction of job whereas authoritarian leadership reveals adverse outcome on intrinsic job satisfaction. (Jheng, 2012). 3. Research Model and Variables: Three major dimensions are considered for analysis in this research. Out of these three independent variable (moral leadership, Benevolence Leadership, authoritarianism), and one dependent variable (Job satisfaction) Variables are given in Figure below. Benevolence Leadership Moral Leadership Job Satisfaction Authoritarianism (Cheng et al., 2004). 3.1.Hypothesis H 1 : Moral leadership haveconsiderably encouraging effect on job satisfaction. H 2 : Benevolence leadership have considerably encouragingeffect on job satisfaction. H 3 : Authoritarian leadership have effects negatively on job satisfaction.

8 4. Research Findings and Discussion 4.1. Sample Primary data has been collected personally from the employees working in Islamabad and Rawalpindi region universities of Pakistan. The technique used in this study is nonprobability sampling. The questioner was developed based on the extensive literature review on linkert scale (Cheng B. S., et al., 2005)The questionnaire was distributed equally in different universities of Islamabadand Rawalpindi Pakistan i.e. NUML, IIUI, Air University, Hamdard, UOL, Ripha, SZABIST, Bahria, Iqra, Comsats, Arid Agriculture university around 200 questionnaires were distributed and the response rate was Correlation Analysis among variables The value of Pearson correlation of the relationship between Benevolence and job satisfaction is.991 which shows the 99% strength of the relation between benevolence and job satisfaction with.000 level of significance. The two asterisk shows that there is 95 % reliability of the results. For the moral leadership the person correlation is.933 which shows the 93% strength between the relationship of moral leadership and Job satisfaction with.000 level of significance. Value of Pearson Correlation for the relationship between Authoritativeness and Job satisfaction is which shows moderately negative correlation among Authoritative headship and job satisfaction Regression Analysis between Variables Result shows the dimensions of paternalistic leadership (benevolence, moral and Authoritative leadership) were combine predictor of job satisfaction (adjusted R 2 =.985) with the increase in the dimensions of Paternalistic leadership there is 90% increase in job satisfaction. Benevolence Leadership β=.953 which means that 1 unit increase in benevolence leadership will contribute 95% increase in Job satisfaction. Moral leadership β =.093 which means that 1 unit increase in moral leadership will leads to the 93% increase in job satisfaction of employees. Authoritative leadership β = which states that with the increase in 1 unit in authoritative leadership style will decrease job satisfaction by 24% that shows the moderate negative effect between authoritative leadership and job satisfaction. 5. Discussion and Conclusion The main objective of the research was positively correlated with the previous literature, which was provided here basically establishes the liaison among paternalistic leadership and satisfaction. Paternalistic leadership is a auspicious examine has been reformed to the Pakistani perspective. The major focus of research is to see the effect of diverse proportions of paternalistic, work satisfaction at Pakistani University faculty. A survey was used in this exploration to study the association between the behavior of

9 leadership morals, goodwill and satisfaction authority at work. The data was collected by 150 professors from different public and private universities in Pakistan. The result of the study is that the benevolence and moral leadership had a constructive, paternalistic impact authoritarian leadership had a weak adverse influence on job satisfaction. Outcomes are reinforced by literature. Offers paternalistic benevolent style of leadership with the subordinates' personal life, attests a further personalized and complete concern (Cheng et al., 2004). The leader serves as a influencer for his team members in an organization. In the same context, Moral leadership demonstrates those attitudes which are ethically adequate and in what way ethical matters and queries need to prepared and lead to employee satisfaction at work. In the meantime headship is an ancestor of managerial setting, benevolence and moral leadership is important for the ethical environment in an organization to sustain(cheng et al., 2004). In addition, paternalistic element of authoritarian leadership states to a series of manners that is entire power and regulator above juniors that goes against with employee satisfaction at work. The major essential curb of study was the sample size. This curb has restricted the scholar o take a broad view. Future research can also use questionnaire interviews to overwhelm the issue. Eastern society is a predominant traditional element of paternalism; less attention has been given by the side of scholars. This study only looked at job satisfaction as a dependent variable. Future research can give attention more on comportments of paternalistic leadership and strongly assist in testing alternative models or more dependent variables. Future research interested in paternal leadership can also take into account the effect of other factors as an important variable such as apparent justice because paternalism is narrowly linked to freedom, equality and integrity of an individual. References Akanwa, P. U, 1997, "Fundamental of human resources management in Nigeria", Kosoko Press, pp Aycan, Z Paternalism: Towards conceptual refinement and operationalization. In K. S. Yang, K. K. Hwang, & U. Kim (Eds.), Scientific advances in indigenous psychologies: Empirical, philosophical, and cultural contributions: London: Sage Ltd. Bohn, J. G The relationship of perceived leadership behaviors to organizational efficacy. Journal of Leadership and Organizational Studies, 9(2), Bilal Afsar Moral or Authoritative Leadership: Which One is Better for Faculty Members? American Journal of Educational Research, 2014, Vol. 2, No. 9, Available online. Bohn, J. G The relationship of perceived leadership behaviors to organizational efficacy. Journal of Leadership and Organizational Studies, 9(2),

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