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Leadership Styles and Employee Engagement, Performance, and Satisfaction

1.You are invited to participate in a web-based online survey on “The Relationship Between Customer Facing Manager Leadership Styles and Employee Engagement, Performance, and Satisfaction”
The research is being conducted by Raymond Rokicki Jr., a Doctor of Business Administration student at Columbia Southern University. The survey is designed to examine examine the relationship between retail employees’ generational cohort, years of experience, perceptions of leadership style, job satisfaction, and intent to leave. Your participation in this study is strictly voluntary. If you elect to participate, you will be asked to give electronic consent and you will be given an identifying number. You are free to withdraw from this study at any time and for any reason. To withdraw before you submit the survey, simply exit the survey. After your survey has been submitted, you can still withdraw by emailing me at rayrokickijr@me.com and providing me with your identifying number. Refusing to take part in the research or exiting the survey at any time will not result in any form of penalty.
The web-based online survey should take approximately 25-30 minutes to complete. Your responses will be confidential, and I will not collect identifying information such as name, email address, or IP address.
Please note that you will receive no direct benefits from participating in this research study. However, your participation will contribute to the body of knowledge on this topic.
The risks involved in participating in this study are minimal and not greater than those encountered in ordinary daily life. I will keep your information confidential. Your completed survey will be stored at SurveyMonkey where all data is stored in a password-protected electronic format. I will also store the raw data on a secured flash drive for at least three (3) years. To help protect your confidentiality, the survey will not contain information that will personally identify you. The results of this study will be used for academic purposes only.

If you have questions at any time about the study or the procedures, you may contact my research supervisor, Dr. Jodine Burchell via email at Jodine.Burchell@columbiasouthern.edu

ELECTRONIC CONSENT: Please select your choice below. You may print a copy of this consent form for your records. Clicking on the “Agree” button indicates that you:

· have read the above information
· voluntarily agree to participate
· are 18 years of age or older(Required.)
2.Are you a full time customer facing worker in the United States?(Required.)
3.How long have you worked in a customer facing job?(Required.)
4.Select Your Age(Required.)
5.Select the gender you identify as(Required.)
6.Select your highest education level you have completed(Required.)
7.Which of the following race do you identify as?(Required.)
8.Tenure in your current organization(Required.)
9.Job Satisfaction Survey Questions(Required.)
Disagree Very Much
Disagree Moderately
Disagree Slightly
Agree Slightly
Agree Moderately
Agree Very Much
I feel I am being paid a fair amount for the work I do.
There is really too little chance for promotion on my job.
My supervisor is quite competent in doing his/her job.
I am not satisfied with the benefits I receive.
When I do a good job, I receive the recognition for it that I should receive.
Many of our rules and procedures make doing a good job difficult.
I like the people I work with.
I sometimes feel my job is meaningless.
Communications seem good within this organization.
Raises are too few and far between.
Those who do well on the job stand a fair chance of being promoted.
My supervisor is unfair to me.
The benefits we receive are as good as most other organizations offer.
I do not feel that the work I do is appreciated.
My efforts to do a good job are seldom blocked by red tape.
I find I have to work harder at my job because of the incompetence of people I work with.
I like doing the things I do at work.
The goals of this organization are not clear to me.
I feel unappreciated by the organization when I think about what they pay me.
People get ahead as fast here as they do in other places.
My supervisor shows too little interest in the feelings of subordinates.
The benefit package we have is equitable.
There are few rewards for those who work here.
I have too much to do at work.
I enjoy my coworkers.
I often feel that I do not know what is going on with the organization.
I feel a sense of pride in doing my job.
I feel satisfied with my chances for salary increases.
There are benefits we do not have which we should have.
I like my supervisor.
I have too much paperwork.
I don't feel my efforts are rewarded the way they should be.
I am satisfied with my chances for promotion.
There is too much bickering and fighting at work.
My job is enjoyable.
Work assignments are not fully explained.
10.Multifactor Leadership Questions Leader(Required.)
Not At All
Once in a While
Sometimes
Fairly Often
Frequently, if not always
Provides me with assistance in exchange for my efforts
Re-examines critical assumptions to question whether they are appropriate
Fails to interfere until problems become serious
Focuses attention on irregularities, mistakes, exceptions, and deviations from standards
Avoids getting involved when important issues arise
Talks about their most important values and beliefs
Is absent when needed
Seeks differing perspectives when solving problems
Talks optimistically about the future
Instills pride in me for being associated with him/her
Discusses in specific terms who is responsible for achieving performance targets
Waits for things to go wrong before taking action
Talks enthusiastically about what needs to be accomplished
Specifies the importance of having a strong sense of purpos
Spends time teaching and coaching
Makes clear what one can expect to receive when performance goals are achieved
Shows that he/she is a firm believer in “If it ain’t broke, don’t fix it.”
Goes beyond self-interest for the good of the group
Treats me as an individual rather than just as a member of a group
Demonstrates that problems must become chronic before taking action
Acts in ways that builds my respect
Concentrates his/her full attention on dealing with mistakes, complaints, and failures
Considers the moral and ethical consequences of decisions
Keeps track of all mistakes
Displays a sense of power and confidence
Articulates a compelling vision of the future
Directs my attention toward failures to meet standards
Avoids making decisions
Considers me as having different needs, abilities, and aspirations from others
Gets me to look at problems from many different angles
Helps me to develop my strengths
Suggests new ways of looking at how to complete assignments
Delays responding to urgent questions
Emphasizes the importance of having a collective sense of mission
Expresses satisfaction when I meet expectations
Expresses confidence that goals will be achieved
Is effective in meeting my job-related needs
Uses methods of leadership that are satisfying
Gets me to do more than I expected to do
Is effective in representing me to higher authority
Works with me in a satisfactory way
Heightens my desire to succeed
Is effective in meeting organizational requirements
Increases my willingness to try harder
Leads a group that is effective