Leadership dimensions, employee engagement and job performance of selected consumer�packaged goods firms
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Taylor and Francis
Abstract
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Annual growth rate of real GDP per employed person which is an indicator of
decent work and economic growth (SDG 8) is a measure of labour productivity, giving
information on the quality and efficiency of human capital in the production process.
This study examined the leadership dimensions, employee engagement and job per�formance. The study reviewed necessary academic literature with theoretical founda�tions. The study was descriptive and involved the distribution of questionnaire to 422
staff working in selected functioning Consumer-Packaged Goods (CPGs) Firms in
Nigeria. Using Partial Least Square (PLS) path modelling method, the findings of the
study showed that the three factors, namely leadership dimensions (Transformational,
Transactional and Lassez faire), employee engagement and job performance interact
and interconnect with each other in a holistic way. The model reveals that there is significant and moderate relationship between transformational leadership (r = 0.466,
P-value < 0.05), transactional leadership (r = 0.392, P-value < 0.05) and employee
engagement. A reverse relationship was observed between Lassez faire (r = −0.311,
P-value < 0.05) and employee engagement. This implies that increase in Lassez faire
attitude of the leaders will ultimately lead to decrease in the job performance. On the
contrary, job engagement and performance showed a significant relationship at
r = 0.223 (P-value < 0.05). It was concluded that transformational leadership rather
than transactional and Lasseiz faire leadership is more effective in attaining higher
levels of workers’ performance. Hence, managers of the selected firms have a major
role position to influence the behaviour of the employees, employee engagement and
job performance which will then influence real GDP per person employed used as
a measure of labour productivity in SDG 8.
Keywords
H Social Sciences (General)