Leadership Styles: Relationship Between Emplyer and Employee

Introduction Chris Harrison is a self-employed contractor. He works in Newfield New York. He got an interview for about a month in two months to understand his view of his work. In these two interviews, an important sociological topic emerged. This is the theme of the style of leadership and the relationship between Chris and his workers. Chris believes he deals with men working for men. "Other people may be only 18 or 19, but they are all men in my eyes" (Harrison 2005A).

Right now, the relationship between leadership style and job satisfaction, leadership style is an important determinant of employee work satisfaction. Employee response to their leaders often depends on employee characteristics and leader characteristics (Wexley & Yukl 1984). The satisfaction of employees' work is influenced by the internal organizational environment such as organizational climate, leadership style, human relationships (Seashore and Taber 1975)

There is a correlation between job satisfaction and direct supervisor's leadership style (Bass, 1985). In another study, Chionk (2001) established a positive correlation between leadership style, job satisfaction, and employee commitment. Managers should have the leadership qualities to produce organizational results. The style and vision of leadership will affect the satisfaction of employees' work within and outside the company (Gaziogly and Tansel, 2006). Conversely, Chang and Lee (2005) shows that there is no significant relationship between leadership style and job satisfaction. In general, transformational leadership leads to the willingness of the organization's employees and the expectation of the organization.

In order to understand the relationship between leadership style and motivation, we investigated 50 employees of Indian petrochemical companies. They discovered that employees tend to adopt an innovative leadership style rather than trading or laissez-faire style. Investigating the impact of leadership style on Croatian company employees, they found that employee participatory leadership style is more motivated than authoritarian leadership style. A recent survey of 378 researchers to understand the impact of style of change leadership on employee morale and motivation found that there was a significant relationship between these variables. Another recent study investigated the relationship between endogenous motives and external motives and the types of leadership styles in trading and transformation. According to research, this research is important for adoption, selection, and leadership development.