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INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS
JANURAY 2011
VOL 2, NO 9
managers from each company. Utilizing this sample size of 50 managers, generalized
scientific guidelines will be developed. By doing so, 50 questionnaires were distributed and
collected in completed form. This constitutes a sample of size 50 respondents, which was used
for establishing the relationship between the leadership and employees performance.
3.1 Data
Data are obtained from primary and secondary sources. Primary data refer to information
obtained first hand by the researcher on the variables of interest for the specific purpose of the
study. It may include individuals, focus groups, panels of respondents and some obtrusive
sources (Sekaran, 2003). In this study, individuals are the main source of primary data, since
questionnaires were distributed among the respondents of 5 pharmaceutical companies as
mentioned earlier. A questionnaire to this effect had been developed and given in the
Appendix-A).
Besides primary data, secondary data was also collected to reinforce the study, secondary data
refers to information gathered from already existing sources. It includes university records,
publications of the faculty members, websites, internet, journals, books etc. These sources
provide valuable information about the variables themselves and their relationships. This
information is also important since that helps to discuss and argue any particular result that
may or may not develop relationship among the variables.
3.2 Hypothesis
The hypothesis, being a testable statement of the relationship among the variables—
leadership and employees performance can be developed as a non-directional hypothesis in
the following format:
These hypotheses can be expressed statistically as:
H : There is no association between leadership and employees performance.
0
H : There is association between leadership and employees performance.
1
3.3 Measuring the Responses
Measurement of the responses is very important since it helps to determine appropriate results.
The portion of this instrument consisted of 25 Likert-styled items (e.g. 1= v.poor, 2=poor,
3=some problem, 4=good and 5=v.good)
It has long been recognized that the precision (reliability) and the accuracy (validity) of verbal
instruments are determined to a large degree by the design and construction of scales
(Thurstone, 1928). Likert himself in his original paper, did not consider the number of choices
to be an important issue (Likert 1932) stating only that ―if five alternatives are used, it is
necessary to assign values from one to five with the three assigned to be the undecided
position. ―It is implied that the actual number of choices may be left to the tastes of individual
researchers‖. In practices the researchers often do assign the number of choices arbitrarily
according to personal tastes or paste convention. (Schirmer et al., 2005) assessed the
communication competence of Physicians on a 5 point Likert scale while dealing with
disastrous patients and a study that has checked four habits of doctors having twenty two
content areas while dealing with affected patients.
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