Leadership styles and employee commitment of Somali institute of management and administration development (SIMAD)
| dc.contributor.author | Ahmed, Yusuf | |
| dc.contributor.author | Abdulle | |
| dc.date.accessioned | 2020-07-22T07:27:12Z | |
| dc.date.available | 2020-07-22T07:27:12Z | |
| dc.date.issued | 2011-04 | |
| dc.description | A Thesis Presented to the School of Postgraduate Studies and Research of Kampala International University Kampala, Uganda in partial fulfillment of the requirements for the Degree of Master of Arts in Human resource Management | en_US |
| dc.description.abstract | The study investigated the relationship between leadership styles and employee commitment of Somali institute of management and administration management (SIMAD). The following were the research questions of the study: 1. What is the profile of the respondents in terms of age, gender, education level and length of service with the organization? 2. Is there a significant relationship between autocratic leadership style and employee commitment? 3. How does democratic leadership style affects employee commitment? 4. Is there a significant relationship between transformational leadership style and employee commitment? 5. What type of development program can be offered to SIMAD based on the findings of the study? The researcher carried out this study using Correlation research design particularly simple correlation design. The data was collected using a questionnaire and was analyzed using frequencies, percentages, and Pearson’s linear correlation Coefficient (PLCC). The study found that employee at SIMAD do not have much input in the decision making of that institute and the leaders retain the final decision making authority of the institute. It also revealed that employees leave voluntarily from SIMAD.The study concluded that autocratic leadership style of an organization is negatively correlated to the employee commitment. The study also found that there is a positive correlation between the two variables democratic leadership style and employee commitment. Furthermore, it was found that the existence of transformational leadership style in the organization is a good predictor of better employee commitment. Leaders in the organization should maximize employee input in the decision making of the organization and should not retain the decision making authority, this, could boost the moral of the employees and make them stay longer and not escape from the organization.Leaders should provide clear expectations and job descriptions of what employees are expected of. This may help them increase their input, efforts and energy and also attain satisfactory performance and better commitment. | en_US |
| dc.identifier.uri | http://hdl.handle.net/20.500.12306/10025 | |
| dc.language.iso | en | en_US |
| dc.publisher | Kampala International University, College of Humanities and Social Sciences | en_US |
| dc.subject | Leadership styles | en_US |
| dc.subject | Commitment | en_US |
| dc.subject | Employee | en_US |
| dc.title | Leadership styles and employee commitment of Somali institute of management and administration development (SIMAD) | en_US |
| dc.type | Thesis | en_US |