I need 16 more pages added to Chapter 2
Dissertation of Preparation
The Role of Leadership Styles on Employee Performance, Motivation, and Job Satisfaction in a Remote Setting
Chapter 2: Literature Review
The advent of remote work, accelerated by the COVID-19 pandemic, has brought a new dimension to leadership research. Leaders in remote settings face a unique challenge in ensuring that employees remain motivated, productive, and satisfied. Notably, remote work settings are unique because they lack face-to-face communication, which can lead to a lack of trust, communication, and collaboration (Kirkman, Rosen, Gibson, Tesluk, & McPherson, 2002). In a remote work setting, leaders need to create a sense of community and maintain open communication channels to ensure employee engagement and productivity.
Various authors argue that leadership style is an essential factor that can influence employee behavior, performance, motivation, and job satisfaction in a remote setting (Chen, Liu, & Zhang, 2020; Goleman, 2000). According to Goleman (2000), there are six leadership styles: coercive, authoritative, affiliative, democratic, pacesetting, and coaching. Each style has a different impact on employee behavior and can be effective in different situations. For instance, a study by Wang and Huang (2020) found that affiliative leadership style positively affected employee job satisfaction in a remote work setting. Similarly, Chen et al. (2020) found that democratic leadership style positively affected employee job satisfaction and motivation in a remote work setting. For the purpose of this research, five leadership styles will be considered, including structural, participative, servant, freedom-thinking, and transformational.
According to Robbins and Judge (2017), Structural leadership is a leadership style that emphasizes strict adherence to rules and regulations. Structural leaders are generally known for their expertise in organizing and developing efficient and effective systems and structures within the organization. Such structures are typically characterized by clear lines of authority, precise job descriptions, and formalized procedures. Research has shown that the structural leadership style has both positive and negative effects on employee performance, motivation, and job satisfaction. On the one hand, the structural leadership style can lead to improved organizational efficiency and productivity. O’Reilly and Chatman (1996) establish that structural leaders often have a clear understanding of the organization’s goals, which allows them to develop processes that enable employees to work more efficiently.
However, on the other hand, structural leaders
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