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Table 12: Education Qualification of Subordinates Lodging: Intermediate school High school Short-term Professional Programme Diploma or bachelor’s degree Master’s degree Others No Response # of Subordinates Percentage (%) 83 51.6 35 21.7 35 21.7 5 3.1 1 0.6 2 1.2 0 Total 161 100 Dining: Intermediate school 18 11.8 High school 60 39.5 Short-term Professional Programmes 15 9.9 Diploma or bachelor’s degree 56 36.8 Master’s degree 0 Others 03 2.0 No Response 2 Total 154 100 All responses: Intermediate school 101 32.3 High school 95 30.4 Short-term Professional Programmes 50 16.0 Diploma or bachelor’s degree 61 19.5 Master’s degree 1 .3 Others 5 1.6 No Response 2 Total 315 100 65
4.1.2 Supervisors The supervisors were also grouped according to their organisations as lodging group and dining group. There were a total of 43 supervisors who participated in this study. Out of the 43 supervisors, 32 were from the lodging group and the remaining from the dining group. 1. Gender: As is evident in Indian organisations (Chhokar, 2007), the organisations in both the groups were male dominated. While 100 % of the supervisors in the dining group were males, 87.5 % of the supervisors in the lodging group were males (See Table 13). Table 13: Gender of Supervisors Lodging: # of Supervisors Percentage (%) Male 28 87.5 Female 4 12.5 Total 32 100 Dining: Male 11 100 Female 0 0 Total 11 100 All Responses: Male 39 90.7 Female 4 9.3 Total 43 100 2. Age: Lodging: All of the 32 supervisors from the lodging group who participated in this study specified their age. The range of the supervisor’s age in the lodging group was 66
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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
Page 25 and 26: Colquitt, Lepine and Wesson (2011)
Page 27 and 28: elationships with the organisation.
Page 29 and 30: In particular, Grestner and Day (19
Page 31 and 32: Martin, 2004; Kenney, Blascovich, &
Page 33 and 34: 2.5.1.5 Egocentric bias Egocentric
Page 35 and 36: The foregoing sections reviewed the
Page 37 and 38: (1993)analysed the relationship bet
Page 39 and 40: etter organisational commitment whe
Page 41 and 42: Turnover is a topic of intense rese
Page 43 and 44: poor working conditions and unsatis
Page 45 and 46: group, they will regard themselves
Page 47 and 48: 3.1 Introduction CHAPTER 3 - METHOD
Page 49 and 50: present study is consistent with a
Page 51 and 52: hospitality literature have been co
Page 53 and 54: Table 1: Measures of Subordinate LM
Page 55 and 56: Table 3: Measures of Turnover Inten
Page 57 and 58: English (Manjunath & Kurian, 2009).
Page 59 and 60: and a Participant Information Sheet
Page 61 and 62: 3.8.1.2 Support for the Difference
Page 63 and 64: dependent or independent (Székely
Page 65 and 66: CHAPTER 4 - RESULTS The research in
Page 67 and 68: 1. Gender: Lodging: All of the 161
Page 69 and 70: are marginally more experienced wit
Page 71 and 72: Table 9: Industry Experience of Sub
Page 73 and 74: Table 10: Job Function of Subordina
Page 75: Table 11: Hospitality Education of
Page 79 and 80: 3. Tenure: All supervisors from bot
Page 81 and 82: Table 16: Industrial Experience of
Page 83 and 84: experience among the supervisors in
Page 85 and 86: 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
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Vecchio, R. P. (1998). Leader-membe
Page 135 and 136:
Kindly complete the following quest
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Appendix 2: Supervisor Questionnair
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Appendix 3: Participant Information
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The only cost to you is your time:
Page 143 and 144:
Appendix 5: Participant Information
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How do I agree to participate in th
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