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    SURVEY-QUESTIONNAIRE

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    janecortezdesabille08
    This document contains a survey questionnaire that assesses the impact of different leadership styles (autocratic, democratic, and laissez-faire) on employees' job satisfaction and organizational commitment. The survey contains two parts. Part 1 asks employees to rate the degree to which different statements describe their leader's style using a 5-point scale. Part 2 asks employees to rate the level of their agreement with statements about three types of organizational commitment (affective, normative, and continuance) using the same 5-point scale. The survey aims to understand how leadership styles influence employees' job satisfaction and commitment levels.

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    SURVEY-QUESTIONNAIRE

    Uploaded by

    janecortezdesabille08
    16 views3 pages
    This document contains a survey questionnaire that assesses the impact of different leadership styles (autocratic, democratic, and laissez-faire) on employees' job satisfaction and organizational commitment. The survey contains two parts. Part 1 asks employees to rate the degree to which different statements describe their leader's style using a 5-point scale. Part 2 asks employees to rate the level of their agreement with statements about three types of organizational commitment (affective, normative, and continuance) using the same 5-point scale. The survey aims to understand how leadership styles influence employees' job satisfaction and commitment levels.

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    SURVEY-QUESTIONNAIRE.

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    This document contains a survey questionnaire that assesses the impact of different leadership styles (autocratic, democratic, and laissez-faire) on employees' job satisfaction and organizational commitment. The survey contains two parts. Part 1 asks employees to rate the degree to which different statements describe their leader's style using a 5-point scale. Part 2 asks employees to rate the level of their agreement with statements about three types of organizational commitment (affective, normative, and continuance) using the same 5-point scale. The survey aims to understand how leadership styles influence employees' job satisfaction and commitment levels.

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    © All Rights Reserved
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    Download as docx, pdf, or txt
    16 views3 pages

    SURVEY-QUESTIONNAIRE

    Uploaded by

    janecortezdesabille08
    This document contains a survey questionnaire that assesses the impact of different leadership styles (autocratic, democratic, and laissez-faire) on employees' job satisfaction and organizational commitment. The survey contains two parts. Part 1 asks employees to rate the degree to which different statements describe their leader's style using a 5-point scale. Part 2 asks employees to rate the level of their agreement with statements about three types of organizational commitment (affective, normative, and continuance) using the same 5-point scale. The survey aims to understand how leadership styles influence employees' job satisfaction and commitment levels.

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    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
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    of 3

    SURVEY QUESTIONNAIRE

    NAME (OPTIONAL): ______________________________ DATE: __________

    PART 1. Impact of leadership styles on employee's job satisfaction

    Instruction: Kindly read carefully the items and answer it with truthfully .Please
    check the appropriate box that corresponds to your answer.
    Legend:
    5 Very Highly Committed
    4 Highly Committed
    3 Moderately Committed
    2 Less Committed
    1 Not Committed

    Leadership Styles Assessment 5 4 3 2 1

    Autocratic Leadership:

    My leader decides what shall be done and how it shall be


    done.
    My leader assigns us to particular tasks.
    My leader maintains definite standards of performance.
    My leader refuses to explain his/her actions.
    My leader is reluctant to allow us any freedom of action.
    Democratic Leadership: 5 4 3 2 1
    My leader likes to encourage initiatives in us.
    My leader trusts us in exercising good judgments.
    My leader puts suggestions made by us into actions.
    My leader treats us as his/her equal.
    My leader encourages the use of uniform procedures.
    Laissez-Faire Leadership: 5 4 3 2 1
    My leader lets us do our work in the way we think best.
    My leader will assign us a task, and then let us handle it.
    My leader permits us to set our own ways of doing things.
    My leader gives us complete freedom in decision making and
    problem solving.
    My leader avoids him/herself from getting involved when
    important issues arise.
    Adopted from Wong, W. Y., Chan, S. L., Chong, L. X., Ng, K. S., & Wong, K. L. (2014). The impact of
    leadership styles on employee commitment in retail industry (Doctoral dissertation, UTAR)

    PART 2. Levels of leadership styles on employees’ commitment.

    Direction: Kindly read carefully the items and answer it with truthfully. Please
    check the appropriate box that corresponds to your answer.

    Legend:
    5 Very Highly Committed
    4 Highly Committed
    3 Moderate Committed
    2 Less Committed
    1 Not Committed

    INDICATORS Level of Agreement

    5 4 3 2 1

    Organizational Commitment

    Affective Commitment:

    I feel a strong sense of belonging to my organization.


    I feel personally attached to my organization.
    Working at my organization has a great deal of personal
    meaning to me.
    The values and goals of my organization align closely with
    my own personal values and aspirations.
    I take pride in being associated with my organization and its
    achievements
    Normative Commitment: 5 4 3 2 1

    I believe that a person must always be loyal to his or her


    organization.
    Jumping from organization to organization does not seem
    ethical to me.
    I was taught to believe in the value of remaining loyal to one
    organization.
    I feel the need to stay with my organization because of the
    time and resources invested in my professional development
    Honoring commitments to my organization are important,
    even in the face of more attractive opportunities elsewhere.
    Continuance Commitment: 5 4 3 2 1
    It would be very hard for me to leave my organization right
    now, even if I wanted to.

    Too much in my life would be disrupted if I decided I wanted


    to leave my organization now.

    One of the major reasons I continue to work for this


    organization is that leaving would require considerable
    personal sacrifice — another organization may not match the
    overall benefits I have with the current organization.

    Leaving my current organization would pose significant


    challenges for me.

    I continue working here because the personal sacrifices of


    leaving outweigh potential benefits from another
    organization.

    Adopted from Wong, W. Y., Chan, S. L., Chong, L. X., Ng, K. S., & Wong, K. L. (2014). The impact of
    leadership styles on employee commitment in retail industry (Doctoral dissertation, UTAR).

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