Abstract

This descriptive research examined the relationship of perceived leadership styles of administrators and employee engagement of Z-Inc. It also investigated the presence of gaps between employees’ perceptions of their managers’ leadership styles and administrators’ perceptions of their own leadership styles. Participants of the study included Z-Inc’s eighteen administrators and sixty-three rank and file employees (97.59% of 83). The employees completed the questionnaires about leadership styles and employee engagement, and managers completed the survey on leadership styles only. This study adopted the modified leadership style questionnaire of Kanste, Miettunen, and Kyngäs (2007) on idealized influence (attributed), idealized influence (behavior), inspirational motivation, intellectual stimulation, individualized consideration, contingent rewards, passive management by exception, active management by example, and laissez-faire leadership styles. Employee engagement from Zhang’s study (2010) based on behavioral outcomes of say, stay, and strive aspects was also considered. This study used mean, Mann-Whitney U test, and Spearman rho in analyzing the data. Based on the results, managers and employees have similar observations on the use of the nine leadership styles in directing subordinates toward attainment of the firm’s goals. Likewise, employees are generally engaged with Z-Inc.’s activities geared toward its goals. This study discovered that laissez-faire and active management by exception have no significant relationship with employee engagement, contrary to various studies which claimed that laissez-faire has negative association with employee engagement. The remaining seven leadership styles have significant relationships with at least one employee engagement aspect. Thus, Z-Inc. may consider formulating programs which can enhance further employee engagement, and develop and regularly implement leadership training programs to improve administrators’ skills, competencies, and leadership styles to become more effective and efficient leaders.