Leadership Style As Determinant Of Staff Employment Satisfaction In Commercial Banks In Kenya: A Case Of Commercial Bank Of Africa, Nairobi Branch

Abstract

The general objective of the study was to establish the effects of leadership styles on staff employment satisfaction within financial services in Kenya. The study was led by the following objectives; determine the extent to which transformational leadership style influence staff employment satisfaction. Determine the extent to which transactional leadership style influence staff employment satisfaction. Determine the extent to which values-based leadership style influence staff work satisfaction. The study used inferential and descriptive research design. The target population comprised of 134 staff of CBA. A random sample of 100 staff was selected for the study. Primary data was collected using questionnaires that included a five point Likert scale items. Reliability tests were conducted using Cronbach Alpha and the results were greater than 0.7 implying that the constructs of study variables were all reliable. The data was computed using a statistical computer programme. The study applied descriptive and inferential statistics. Descriptive statistics were used to profile the study respondents and variables. To test the type and strength of relationships amongst the study variables, correlation analysis was done. Testing of the hypotheses was done using multiple and hierarchical regression. Hierarchical regression was used to test the moderating effect of work environment on leadership styles and staff employment satisfaction. The study verdicts established that The ANOVA model analysis showed that when the linkage between transformational leadership style and staff work satisfaction was moderated with gender the p-value of the model was 0.149. In this way, transformational leadership style had no impact on staff satisfaction with the employment when directed with femininity. This p-value is not exactly α 0.05 subsequently we dismiss the invalid speculation. The study in this manner reasons that value-based leadership style has an impact on staff satisfaction. Along these lines, it can certainly be expressed that the directed impact of transactional leadership style utilizing gender orientation affects staff satisfaction with the employment. The produced outcomes from the ANOVA investigation demonstrate that the p-estimation of the directed impact of significant value based authority is 0.001. Since this p-value is not exactly α 0.05, the model rejects the invalid theory and presumes that directed impact of significant worth based leadership style utilizing gender orientation affects staff employment satisfaction. Organisations, in this manner, should give careful consideration to the staff' advancement, vocation development, and equivalent occupation obligations of the considerable number of workers. Leaders ought to comprehend if their leadership style is emphatically or adversely influencing the workers. It is suggested that the bank may direct arrangement of leadership style preparing and workshop to additionally upgrade their transformational leadership style most particularly as far as obligation and basic leadership style. The bank may keep on giving employer stability by giving worker advantages and motivators particularly to the individuals who meet and surpass the desire for the leadership style. The bank chiefs may keep on leading teams routinely. .