Evaluating Employee Job Satisfaction by Examining

Management-Subordinate Relationships

Prepared for
Ms. Roxanne Preston
Faculty of Business Administration
Memorial University of Newfoundland
St. Johns, NL, A1C 5S7

Prepared by
Shawn T. Lewis
Student ID 201215720
Memorial University of Newfoundland
St. Johns, NL, A1C 5S7

October 13, 2015

Proposal to Write a Research Project on Evaluating Employee Job Satisfaction by

Examining Management-Subordinate Relationships

Table of Contents
Research Concept........ 3
Purpose of the Research. 3
Rationale for the Research 3
Proposed Research Methodology ..... 3
Journal Summary 1............................................................................................................. 4
Journal Summary 2............................................................................................................. 5
References........................................................................................................................... 6

Proposal to Write a Research Project on Evaluating Employee Job Satisfaction by

Examining Management-Subordinate Relationships

Research Concept
Purpose of the Research
The purpose of this research is to gain insight into various relationships in the workplace
and their effect on performance. Workers are consistently given feedback towards their
performance, regardless of the industry. Many factors such as previous feedback reports
and personality types may have an effect on workers job satisfaction. However, these
factors may have no influence at all toward a workers job satisfaction if his or her
relationship with management is poor. The management-subordinate relationship is
important because with clear communication, respect, positive reinforcement, and
constructive criticism present, a business will see positive results in both the long and
short run. In turn, businesses will keep knowledgeable, talented people longer.
Rationale for the Research
The rationale for this research is twofold. Primarily, it is important for all corporations to
be aware of (and fully engaged with) employee satisfaction. With highly satisfied
employees, corporate goals and mission statements are clearer and an increase in profits
will result, assuming all other aspects of business growth are satisfied. Secondarily, in the
event a talented employee leaves a company due to job dissatisfaction, he or she will
most likely find employment with competitors expecting a better work environment.
Supplying competition with talented workers is a huge detriment to otherwise profitable
businesses. To confirm that this is indeed true, more research must be collected and
presented, and that is exactly what this project would accomplish.
Proposed Research Methodology
In order to collect comprehensive information, anonymous surveys would be distributed
to employees of various industries. This method would prove most effective because
employees can report job satisfaction and relationship dynamic with superiors. The
anonymous aspect of the research also allows primary sources to be used without bias.
Finally, surveys are the most convenient, and time effective way of collecting information
from a large number of people.

Proposal to Write a Research Project on Evaluating Employee Job Satisfaction by

Examining Management-Subordinate Relationships

Journal Summary 1: The Link Between the Quality of the Supervisor-Employee

Relationship and the Level of the Employees Job Satisfaction
In this article, Leronardo Stringer discusses the concept of Leader-Member Exchange
theory (LMX theory). He talks about the fundamentals of this theory, and defines it as a
way to implement positive, trust-based relationships within an organization. The main
idea of his study is using the LMX concept to establish a link between supervisoremployee relationships to amount of employee job satisfaction.
Next, Stringer defines leadership theory and compares todays way of managing and
leading teams to the old approach, which changed along with the growing economy.
Stringer then mentions that organizations that do not conform to the newer leadership
styles may no longer be competitive in the market and, as a result, will no longer exist.
A finding from Stringers previous research suggests that those relationships in
workplaces that are built around trust are the most successful, increase commitment to the
company, and improve overall performance as a team.
Then, Stringer differentiates LMX theory from the transformational leadership approach.
The transformational leadership approach describes leaders who use charisma and their
own personality traits to engage and motivate their team members. The author then
mentions that, although an asset, the transformational leadership approach is not a
necessary component to be a successful leader, but almost all those in leadership roles
can be successful using LMX.
Stringer then outlines his methodology to his research. A survey (which is shown in the
appendix of the article) was administered to 57 firefighters. This survey related to their
job satisfaction while also asking questions regarding immediate supervisors.
The results section provides statistical data from the study. Using hypothesis testing as
well as correlation, Stringer establishes a positive correlation between job satisfaction and
high quality supervisor-employee relationships.
The last part of the journal entry outlines the benefits to LMX leadership styles as well as
distinguishes between extrinsic and intrinsic job satisfaction. The author stresses that his
study should be repeated with a larger sample size and, although the results are
statistically significant, the results are not necessarily causal.

Proposal to Write a Research Project on Evaluating Employee Job Satisfaction by

Examining Management-Subordinate Relationships

Journal Summary 2: Examining the Relationship Between Trust in SupervisorEmployee Relationship and Workplace Dissent Expression
This journal entry explores how high quality supervisor-employee relationships can allow
for an open workplace dissent expression. In this article, Holly J. Payne emphasizes the
importance of dissent expression in organizations and how employees tend to be more
likely to mention disagreements with their supervisors if positive relationships exist.
Payne starts by mentioning the opposite; how employees may not feel as they are heard
or that their opinions and concerns do not matter if they do not have a trustworthy person
to express them to. She ends the beginning of her article with the idea that business goals
will be easier to achieve if subordinates have a place or person to express dissent.
Payne describes the fact that a trusting relationship between employees and supervisors
can easily exist if supervisors are open to suggestions and input. On the other hand,
Payne mentions that if supervisors prove themselves to be untrustworthy, then employees
are more likely to be less productive or insubordinate. The author then describes three
hypotheses; each to be tested by the statistical data to be collected later in the study.
The methodology for this study was to provide surveys for workers in many professions.
This study was not anonymous and completed with each participants full, informed
consent.
The results supported the idea that with increased trust in supervisors, there was also in
increase in upward or articulated dissent. The study also found with increased trust, there
was a decrease in latent or displaced dissent. The author also mentions that individual
differences exist based on the data, but those can be explained by personality types and
organizational differences.
Payne concludes her article by mentioning her study confirms the previous work done on
the topic and that more insight had been gained on the supervisor-subordinate
relationship. Paynes study had some limitations, as most small-scale studies do, which
included regional constraints, and a focus on one-time survey which may have influenced
results based on situational differences.

Proposal to Write a Research Project on Evaluating Employee Job Satisfaction by

Examining Management-Subordinate Relationships
References

Payne, Holly J. (2014). Examining the Relationship Between Trust in Supervisor

Employee Relationships and Workplace Dissent Expression. Communication
Research Reports, 31:2, 131-140. DOI: 10.1080/08824096.2014.907141
Springer, Leronardo (2006). The Link Between the Quality of the Supervisor-Employee
Relationship and the Level of the Employees Job Satisfaction. Public Organization
Review, 6:2, 125-142. DOI: 0.1007/s11115-006-0005-0

Grade: 15.5/20
You need to rewrite your title for the Research Proposal. All be more specific in your
Purpose and Methodology.