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Kindly complete the following questions by choosing from the range from 1 to 7 (1 = Strongly Disagree 2 = Disagree 3 = Slightly Disagree 4 = Neutral 5 = Slightly Agree 6 = Agree 7 = Strongly Agree) PART 1: SUPERVISOR-SUBORDINATE RELATIONSHIP: The following questions focus on your relationship with your staff 1. Do you usually know how satisfied he/she is with what you do? 2. How well do you understand this staff member’s job problems and needs? 3. How well do you recognize this staff member’s potential? 4. Regardless of how much formal authority you have built into your position, what are the chances that you would use your power to help this Staff solve problems in his work? 5. Again, regardless of the amount of formal authority you have, what are the chances that you would “bail out this staff member” at your expense? 6. Does this staff member have enough confidence in you that he/she would defend and justify your decision if you were not present to do so? 7. My overall working relationship with this staff is excellent. PART 2: DEMOGRAPHIC QUESTIONS: Kindly answer the following demographic questions that briefly describe you. 1.Your date of birth: (e.g.: March / 1990) 2. Please select your gender: a) Male b) Female Strongly Strongly Disagree Agree 1 2 3 4 5 6 7 1 2 3 4 5 6 7 1 2 3 4 5 6 7 1 2 3 4 5 6 7 1 2 3 4 5 6 7 1 2 3 4 5 6 7 1 2 3 4 5 6 7 3. How many years have you been in this organisation? ( ) years 4. How many years have you been in the hospitality industry? ( ) years 5. How many years have you been a supervisor? ( ) years 6. Did you receive any education in the hospitality? (a) Not at all (b) High School (c) Short-term professional programmes (Certificate Courses) (d) Diploma / Graduate (e) Master / Post-Graduate ( f) others ( ) 7. Kindly mention your job title: ( e.g. Manager, Supervisor, Asst Manager, etc) 8. What is the department you work for? 9. What is your education level? (a)Intermediates (b) High School (c) Short-term professional programmes (Certificate Courses) (d) Diploma / Graduate (e) Master/Post-Graduate (f) Others ( ) 127
Appendix 3: Participant Information Sheet – Subordinate Participant Information Sheet Date Information Sheet Produced: 13 th September, 2011 Project Title An examination of the relationship between Leader Member Exchange (LMX) Agreement and the work attitudes of the hotel employees. An Invitation My name is Amrit Chandrasekaran Sankaran, a Master’s student at AUT University. I invite you to participate in a study of the people working in the hospitality industry. Your participation in this project is voluntary, and if you wish, you can withdraw from this research at any stage with no adverse consequences to you. What is the purpose of this research? I am interested in examining the relationship between the congruence in the supervisors and the subordinates’ perspective of Leader-Member-Exchange and the subordinates’ work outcomes such as organisational commitment and turnover intent. This study aims at deriving the results required for completing my Masters in International Hospitality Management. The information I collect is likely to be used to develop further studies. How was I identified and why am I being invited to participate in this research? After obtaining permission from your senior management for conducting my project in your organisation, I am inviting you for explaining about this project. I had approached you directly and your senior management does not know about your participation. Though your immediate supervisor would come to know your name, I can assure you that your responses would be kept confidential and would never be exposed to him/her. I am inviting you to participate in this project because you are a staff of an 128
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An examination of the relationship
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3.2 Research Paradigms ............
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LIST OF TABLES Table 1: Measures of
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LIST OF FIGURES Figure 1: Conceptua
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ACKNOWLEDGEMENTS I take this opport
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employees and help human resource d
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Several leadership theories can be
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1.2 Research Objective This study d
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1.5 Definitions of Key Terms Leader
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2.2 Characteristics of the Hospital
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satisfaction, as employees have a v
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The theories that focus on follower
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Colquitt, Lepine and Wesson (2011)
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elationships with the organisation.
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In particular, Grestner and Day (19
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Martin, 2004; Kenney, Blascovich, &
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2.5.1.5 Egocentric bias Egocentric
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The foregoing sections reviewed the
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(1993)analysed the relationship bet
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etter organisational commitment whe
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Turnover is a topic of intense rese
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poor working conditions and unsatis
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group, they will regard themselves
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3.1 Introduction CHAPTER 3 - METHOD
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present study is consistent with a
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hospitality literature have been co
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Table 1: Measures of Subordinate LM
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Table 3: Measures of Turnover Inten
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English (Manjunath & Kurian, 2009).
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and a Participant Information Sheet
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3.8.1.2 Support for the Difference
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dependent or independent (Székely
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CHAPTER 4 - RESULTS The research in
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1. Gender: Lodging: All of the 161
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are marginally more experienced wit
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Table 9: Industry Experience of Sub
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Table 10: Job Function of Subordina
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Table 11: Hospitality Education of
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4.1.2 Supervisors The supervisors w
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3. Tenure: All supervisors from bot
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Table 16: Industrial Experience of
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experience among the supervisors in
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among these supervisors ranged from
Page 87 and 88: This hypothetical supervisor will h
Page 89 and 90: Figure 2: Scree Plot 78
Page 91 and 92: supervisor LMX score of each partic
Page 93 and 94: On the other hand, supervisor LMX i
Page 95 and 96: Table 26: Correlation Results when
Page 97 and 98: Table 29: Subordinate Tenure Fewer
Page 99 and 100: a moderate correlation (.322) betwe
Page 101 and 102: Table 33: Supervisor Industry Exper
Page 103 and 104: From the results presented in Table
Page 105 and 106: 5.1 Introduction CHAPTER 5 - DISCUS
Page 107 and 108: findings suggest that behaviours re
Page 109 and 110: agreement with the organisational c
Page 111 and 112: In addition, the research used two
Page 113 and 114: commitment. It is evident that comm
Page 115 and 116: science study, where perceptions of
Page 117 and 118: REFERENCES Adler-Milstein, J., Sing
Page 119 and 120: BLS. (2011). Job openings and labor
Page 121 and 122: De Matos, C. A., Henrique, J. L., &
Page 123 and 124: Harris, M. M., & Schaubroeck, J. (1
Page 125 and 126: Kara, D. (2012). Organisational com
Page 127 and 128: Lord, R. G., & Emrich, C. G. (2001)
Page 129 and 130: Pellegrini, E. K., Scandura, T. A.,
Page 131 and 132: Sin, H. P., Nahrgang, J. D., & Morg
Page 133 and 134: Vecchio, R. P. (1998). Leader-membe
Page 135 and 136: Kindly complete the following quest
Page 137: Appendix 2: Supervisor Questionnair
Page 141 and 142: The only cost to you is your time:
Page 143 and 144: Appendix 5: Participant Information
Page 145 and 146: How do I agree to participate in th
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