Leadership styles of University Managers toward job satisfaction, work commitment and behavioral outcome

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LEADERSHIP STYLES OF UNIVERSITY MANAGERS TOWARD

JOB SATISFACTION, WORK COMMITMENT

AND BEHAVIORAL OUTCOME

___________________________

A DISSERTATION

Presented to the Faculty of the Graduate School

Southern Luzon State University, Lucban, Quezon, Philippines

in Collaboration with

Thai Nguyen University, Socialist Republic of Vietnam

___________________________

In Partial Fulfillment

of the Requirements for the Degree

Doctor of Philosophy in Educational Management

___________________________

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By

PHI DINH KHUONG (NADAL)

October 2014

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CERTIFICATE OF ORIGINALITY

This is to certify that the research work / dissertation entitled LEADERSHIP

STYLES OF UNIVERSITY MANAGERS TOWARD JOB SATISFACTION, WORK

COMMITMENT AND BEHAVIORAL OUTCOME, orally defended/ presented under the

Doctor of Philosophy in Educational Management Program jointly offered by Southern

Luzon State University of the Republic of the Philippines and Thai Nguyen University

of the Socialist Republic of Vietnam, embodies the result of original and scholarly work

carried out by the undersigned.

This dissertation does not contain words or ideas taken from published

sources or written works by other persons which have been accepted as basis

for the award of any degree from other higher education institutions, except

where proper referencing and acknowledgement were made.

PHÍ ĐÌNH KHƯƠNG

Researcher

Date Orally Defended: June, 27,2014

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ACKNOWLEDGMENT

The researcher wishes to express his heartfelt appreciation and

gratitude to:

Dr. Cecilia N. Gascon, President of the Southern Luzon State

University, Republic of the Philippines for permission of training for Doctor of

Philosophy in Educational Management in International Training Center, Thai

Nguyen University;

Dr. Dang Kim Vui, President of Thai Nguyen University for allowing

him to enrol for Doctor of Philosophy in Educational Management in

International Training Center, Thai Nguyen University;

Dr. Bella R. Muello, his research adviser, who from the very

preparation of the study had always been there to give valuable suggestions

and ideas for the completion of this study;

Dr. Apolonia A. Espinosa, for sharing her statistical skills in

evaluating this study and for her suggestions;

Dr. Tran Thanh Van, head of postgraduate, Thai Nguyen University

and Dr. Nguyen The Hung, director of International Training Center for their

kind support throughout the course of this study;

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Leaders of Universities and Colleges in Thai Nguyen for providing

respondents and for their untiring support to pursue this study;

Dr. Cecilia N. Gascon, Dr. Walberto A. Macaraan, Dr. Teresita V.

de la Cruz, Dr. Apolonia A. Espinosa and Dr. Leonisa O. Bernardo,

members of the panel, for their precious suggestions and supports for the

completion of this study;

ITC staff, for providing the necessary research materials;

His beloved mother and wife for the encouragement, help and moral

support as his sources of strength and inspiration;

The teacher – respondents of the study, for their active involvement

and cooperation; and

To all who have contributed to make this study a success.

Phi Dinh Khuong

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DEDICATION

To My Friends & Family

Thank you for ALL the Support

Phi Dinh Khuong

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TABLE OF CONTENTS

PAGE

TITLE PAGE ……………………………………………………………….. i

APPROVAL SHEET ………………………………………………………. ii

CERTIFICATE OF ORIGINALITY ……………………………………….. iii

ACKNOWLEDGEMENT ………………………………………………….. iv

DEDICATION ……………………………………………………………… vi

TABLE OF CONTENTS ………………………………………………….. vii

LIST OF TABLES …………………………………………………………. ix

LIST OF FIGURES ………………………………………………………... x

LIST OF APPENDICES …………………………………………………... xi

ABSTRACT ………………………………………………………………… xii

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CHAPTER

I INTRODUCTION

Introduction

………………………………………………….

1

Background of the Study

…………………………………..

2

Objectives of the Study

…………………………………….

4

Hypothesis of the Study

……………………………………

5

Significance of the Study

…………………………………..

5

Scope and Limitation of the Study

………………………..

6

Definition of Terms

………………………………………….

7

II REVIEW OF LITERATURE

Related Literature

….....…………………….………………

9

Conceptual Framework

……………………………………

41

Research Paradigm

……………………………...…………

43

III METHODOLOGY

Locale of the Study

…………………………………………

44

Research Design

……………………………………………

44

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Population and Sampling

…………………………………..

45

Instrumentation

………………………………………….….

47

Validation of the Instrument

………………........…….……

48

Data Gathering Procedure

……………………………..….

48

Statistical Treatment

…….………………………………….

48

IV RESULTS AND DISCUSSIONS

………………………….

50

V SUMMARY OF FINDINGS, CONCLUSIONS AND

RECOMMENDATIONS

Summary of Findings

………………………………………

68

Conclusions

…………………………………………………

69

Recommendations

…………………………………………

70

REFERENCES

……………………………………………………………..

71

APPENDICES

……………………………………………………………...

78

CURRICULUM VITAE

…………………………………………………….

115

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LIST OF TABLES

TABLE PAGE

1 Frequency, Percentage and Distribution of the

Respondents …………………………………………………... 46

2 Weighted Mean Distribution on Ethical Leadership among

the Ten Colleges in TNU……………………………………… 51

3 Weighted Mean Distribution on Charismatic Leadership

among the Ten Colleges in TNU……………………………... 53

4 Weighted Mean Distribution on Transformational

Leadership among the Ten Colleges in TNU ………………. 56

5 Weighted Mean Distribution on Transactional Leadership

among the Ten Colleges in TNU …………………………….. 59

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6 Mean and Rank Distribution on the Different Leadership

Styles …………………………………………………………… 61

7 Mean Distribution of the Responses as to Level of Job

Satisfaction …………………………………………………….. 62

8 Mean Distribution of the Responses on Commitment to

Work ……………………………………………………………. 63

9 Mean Distribution of the Responses on Behavioral

Outcomes ………………………………………………………. 65

10 Correlation Between the Dominant Leadership Style with

Job Satisfaction, Commitment to Work and Behavioral

Outcomes ………………………………………………………. 66

LIST OF FIGURES

FIGURE PAGE

1 Dominant Leadership Style Toward Job Satisfaction, Work

Commitment and Behavioral Outcomes of the Respondents 43

2 Location of Respondent Colleges in TNU, Thai Nguyen City,

Thai Nguyen Province, Viet Nam 45

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LIST OF APPENDICES

APPENDIX PAGE

A Communication Letters ……………………………………... 79

B Questionnaire ………………………………………………... 80

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C Frequency Distribution on Charismatic Leadership ……... 83

D Frequency Distribution on Ethical Leadership …………… 88

E Frequency Distribution on Transformational Leadership... 93

F Frequency Distribution on Transactional Leadership …… 98

G Frequency Distribution on Job Satisfaction ………………. 103

H Frequency Distribution on Commitment to Work ………… 107

I Frequency Distribution on Behavioral Outcomes ………... 111

`

ABSTRACT

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Title of Research : LEADERSHIP STYLES OF UNIVERSITY

MANAGERS TOWARD JOB SATISFACTION,

WORK COMMITMENT AND BEHAVIORAL

OUTCOME

Researcher : PHI DINH KHUONG (NADAL)

Degree Conferred : DOCTOR OF PHILOSOPHY IN EDUCATIONAL

MANAGEMENT

Name and Address

of Institution

: Southern Luzon State University Lucban, Quezon,

Philippines and Thai Nguyen University, Socialist

Republic of Vietnam

Adviser : Dr. Bella R. Muello

Year Written : 2013 - 2014

______________________________________________________________

This research determined to find out the most dominant leadership style

and to correlate it with job satisfaction, work commitment and behavioral

outcome. It answered the following objectives: 1. Identify the different

leadership styles of principals in 10 universities as to 1.1 ethical, 1.2

charismatic, 1.3 transformational and 1.4 transactional; 2. Determine the most

dominant leadership style; 3. Ascertain the level of job satisfaction of the

respondents; 4. Find out the degree of work commitment; 5. Find out the

behavioral outcome of the subjects; and 6. Correlate the most dominant

leadership styles with the three variables. It used the descriptive correlation

type of research where 300 respondents from Thai Nguyen University were

utilized. Random sampling was used. The gathered data were computed using

weighted mean, rank, and chi-square. Based from the interpreted data the

following findings were drawn: 1. The different leadership styles have the