A CRITICAL EVALUATION OF THE INFLUENCE OF LEADERSHIP ON EMPLOYEES’ PSYCHOLOGICAL WELL-BEING AND PERFORMANCE (Thesis Sample)

A CRITICAL EVALUATION OF THE INFLUENCE OF LEADERSHIP ON EMPLOYEES’ PSYCHOLOGICAL WELL-BEING AND PERFORMANCE By XXXXXXXXXXXXXXXX Master of Strategic Leadership Under the guidance of XXXXXXXXXXXXXXXXXXXXXXXXX College of Business XXXXXXXXXXXXXXXXXXX Spring 23-24 TABLE OF CONTENTS  TOC \o "1-3" \h \z \u  HYPERLINK \l "_Toc162389770" Acknowledgment Letter  PAGEREF _Toc162389770 \h
4  HYPERLINK \l "_Toc162389771" Declaration of Authenticity  PAGEREF _Toc162389771 \h
4  HYPERLINK \l "_Toc162389772" CHAPTER 1: INTRODUCTION  PAGEREF _Toc162389772 \h
5  HYPERLINK \l "_Toc162389773" 1.1 Background of the Study  PAGEREF _Toc162389773 \h
5  HYPERLINK \l "_Toc162389774" 1.2 Statement of the Problem  PAGEREF _Toc162389774 \h
6  HYPERLINK \l "_Toc162389775" 1.3 Aims and Objectives of the Study  PAGEREF _Toc162389775 \h
6  HYPERLINK \l "_Toc162389776" 1.3.1 Aims of the Study  PAGEREF _Toc162389776 \h
6  HYPERLINK \l "_Toc162389777" 1.3.2 Objectives of the Study  PAGEREF _Toc162389777 \h
7  HYPERLINK \l "_Toc162389778" 1.4 Research Questions  PAGEREF _Toc162389778 \h
7  HYPERLINK \l "_Toc162389779" 1.5 Scope of the Study  PAGEREF _Toc162389779 \h
7  HYPERLINK \l "_Toc162389780" 1.6 The focus of the Study  PAGEREF _Toc162389780 \h
8  HYPERLINK \l "_Toc162389781" 1.7 Significance of the Study  PAGEREF _Toc162389781 \h
8  HYPERLINK \l "_Toc162389782" 1.8 Hypothesis  PAGEREF _Toc162389782 \h
9  HYPERLINK \l "_Toc162389783" 1.9 Research Limitations  PAGEREF _Toc162389783 \h
9  HYPERLINK \l "_Toc162389784" 1.10 Outline of the Project Report  PAGEREF _Toc162389784 \h
10  HYPERLINK \l "_Toc162389785" CHAPTER 2: LITERATURE REVIEW  PAGEREF _Toc162389785 \h
11  HYPERLINK \l "_Toc162389786" 2.1 Employee Performance  PAGEREF _Toc162389786 \h
11  HYPERLINK \l "_Toc162389787" 2.2 Leadership  PAGEREF _Toc162389787 \h
12  HYPERLINK \l "_Toc162389788" 2.3 Employee Psychological Well-being  PAGEREF _Toc162389788 \h
14  HYPERLINK \l "_Toc162389789" 2.4 Theoretical Background  PAGEREF _Toc162389789 \h
15  HYPERLINK \l "_Toc162389790" 2.5 Hypothesis  PAGEREF _Toc162389790 \h
17  HYPERLINK \l "_Toc162389791" 2.5.1 Employee Performance  PAGEREF _Toc162389791 \h
17  HYPERLINK \l "_Toc162389792" 2.5.2 Leadership  PAGEREF _Toc162389792 \h
18  HYPERLINK \l "_Toc162389793" 2.5.3 Employee Psychological Well-being  PAGEREF _Toc162389793 \h
19  HYPERLINK \l "_Toc162389794" 2.5.4 Conceptual Framework  PAGEREF _Toc162389794 \h
20  HYPERLINK \l "_Toc162389795" CHAPTER 3: RESEARCH METHODOLOGY  PAGEREF _Toc162389795 \h
21  HYPERLINK \l "_Toc162389796" 3.1 Research Design  PAGEREF _Toc162389796 \h
21  HYPERLINK \l "_Toc162389797" 3.2 Sources of Data  PAGEREF _Toc162389797 \h
21  HYPERLINK \l "_Toc162389798" 3.3 Sample Size  PAGEREF _Toc162389798 \h
21  HYPERLINK \l "_Toc162389799" 3.4 Measures  PAGEREF _Toc162389799 \h
22  HYPERLINK \l "_Toc162389800" 3.4.1 Employee Performance  PAGEREF _Toc162389800 \h
22  HYPERLINK \l "_Toc162389801" 3.4.2 Leadership  PAGEREF _Toc162389801 \h
23  HYPERLINK \l "_Toc162389802" 3.4.3 Employee Psychological Well-being  PAGEREF _Toc162389802 \h
24  HYPERLINK \l "_Toc162389803" 3.5 Methods of Data Collection  PAGEREF _Toc162389803 \h
25  HYPERLINK \l "_Toc162389804" 3.6 Data Analysis  PAGEREF _Toc162389804 \h
26  HYPERLINK \l "_Toc162389805" CHAPTER 4: ANALYSIS AND INTERPRETATION OF DATA  PAGEREF _Toc162389805 \h
26  HYPERLINK \l "_Toc162389806" 4.1 Profile Frequency  PAGEREF _Toc162389806 \h
26  HYPERLINK \l "_Toc162389807" 4.2 Descriptive Statistics  PAGEREF _Toc162389807 \h
30  HYPERLINK \l "_Toc162389808" 4.3 Mean, Standard Deviation, and Sample Variance  PAGEREF _Toc162389808 \h
33  HYPERLINK \l "_Toc162389809" 4.4 Regression Analysis  PAGEREF _Toc162389809 \h
43  HYPERLINK \l "_Toc162389810" CHAPTER 5: CONCLUSIONS, OBSERVATIONS, GAPS, AND RECOMMENDATIONS  PAGEREF _Toc162389810 \h
46  HYPERLINK \l "_Toc162389811" 5.1 Conclusions and Observations  PAGEREF _Toc162389811 \h
46  HYPERLINK \l "_Toc162389812" 5.2 Limitations  PAGEREF _Toc162389812 \h
48  HYPERLINK \l "_Toc162389813" 5.3 Recommendations  PAGEREF _Toc162389813 \h
48  HYPERLINK \l "_Toc162389814" 3. REFERENCES  PAGEREF _Toc162389814 \h
50  Acknowledgment I hereby express my appreciation and gratitude to Dr. XXXXXX for supporting and guiding me throughout the entire thesis journey. His assistance and advice in the preparation of this thesis are thankfully recognized. I also wish to show gratitude to XXXXXXXXXXXfor giving me a chance to be a student in the strategic leadership course, which opened up horizons of knowledge for me in that field. In addition, they provided us with staff, materials, and facilities that allowed us to complete this course. Furthermore, I want to send my thanks to my children and husband for supporting and encouraging me and their patience during my studies. Also, a special acknowledgment to my manager, Mr. Rashed, for his support and understanding, which is thankfully acknowledged. Finally, praise Allah first and last, as I have been blessed in many beautiful ways—Alhamdulillah’s for the good, the bad, and what’s in between. Declaration of Authenticity I declare that this research paper, which I am submitting to XXXXXXXXXXXfor the Master's degree in Strategic Leadership, is my original research that has not been shared or distributed prior to this submission. I confirm my thesis respects all copyrights and gives appropriate credit wherever due. Any concepts, quotes, or materials sourced from the works of others, whether published or not, are adequately acknowledged through standard referencing methods. I confirm that this thesis, as approved by my supervisor, accurately represents original work and thus has not been used for a different academic reward in any other institution. CHAPTER 1: INTRODUCTION Background of the Study It is well stablished that leadership assumes a pivotal role within organizations, serving as a primary catalyst that motivates subordinates to align their endeavors with overarching organizational objectives (Hassnain, 2023). According to Hassnain (2023), leadership is integral to the overall attainment of goals. Furthermore, SoЕ‚oducho-Pelc & Sulich, (2020) state that leadership continues to be cited as among the most significant pillars for developing a long-term competitive advantage because it is linked to permanent skills and expertise among employyees. Effective leadership, thus, is regarded as one of the crucial determinants or variables of the victory of today's businesses, as proven by current perspectives and the continuously developing novel concepts associated with these occurrences (Hartley & Manzie, 2020; Rahmadani et al., 2020) The present research endeavors to thoroughly identify and measure the magnitude of leadership's effect on the employees' performance. The investigation comes in handy in eliminating the importance placed on examining leadership techniques, with theories adapting to the shifting perspectives within organizational frameworks. Recognizing that employees constitute the backbone of a company, and their performance is intrinsically linked to its robustness, this study goes beyond the examination of leadership alone. It extends its focus to explore the association between the performance and well-being of the employees, acknowledging that a positive employee relationship is indispensable for fostering collaborative efforts to achieve organizational goals (Senthil & Harshitha, 2021). This study consists of several variables: (1) the independent variable leadership, (2) the independent/dependent variable Employee Psychological Performance, and (3) the dependent variable Employee Performance. Statement of the Problem The research investigates the influence of leadership on job performance and the well-being of employees in the workplace, recognizing the pivotal role leadership plays in organizational success. The significance of leadership for employee well-being has been a progressively extensively investigated topic over the past several years (Nielsen & Taris, 2019) and numerous meta-analyses and literature research studies (e.g., Inceoglu et al., 2018; (Teetzen et al., 2022) have been undertaken in this field. All such studies demonstrate that the manager's leadership is linked to the well-being of workers (Lundqvist et al., 2022). Nevertheless, Buil et al. (2019) argue that several researchers have noted that no sole leadership style consistently aids in higher dedication and goal achievement in the organization. As per Kumar & Bhatti (2020), it varies depending on the conditions and the employees, and it is vital to assess which sort of leadership style is ideal under which situations, as well as how the leaders affect employee performance. Aims and Objectives of the Study Aims of the Study The primary goal of this research is to perform a detailed evaluation of how leadership directly influences employee psychological well-being, seeking to reveal how leadership styles, practices, and interactions contribute to or detract from employees' overall psychological well-being in an organizational environment. In addition, this investigation also aims to discover and quantify the role that leadership plays in influencing employee performance in order comprehend how varying leadership approaches, strategies, and behaviors correlate with variations in employee performance metrics through careful analysis. Lastly, the study intends to discover whether there is a link between the performance and well-being of the employees. Objectives of the Study Several research objectives are developed in this study: To identify the extent to which Leadership affec...