Influence of Directive and Achievement Oriented Path-Goal Leadership Styles on Employee Performance of Coffee Trading Companies in Kenya

Abstract

The study sought to examine the extent to which directive and achievement-oriented path-goal leadership styles influence employee performance of coffee trading companies in Kenya. The positivism philosophy was adopted and the design used was a descriptive correlational research design. The population for the study was 180 senior managers of coffee trading companies in Kenya. Using stratified random sampling technique, a sample size of 139 was determined from the total population and structured questionnaires were administered to collect primary data. Out of 139 questionnaires administered, 117 questionnaires were successfully completed, representing a response rate of 84.2%.  Descriptive and inferential statistics were used to analyze the data. The descriptive statistics were mean and standard deviation while the inferential statistical analysis included correlational analysis, chi-square and multiple linear regression analysis.  The results of the multiple linear regression analysis revealed that directive leadership style negatively and significantly predicted employee performance, R²= 0.035, F(1, 114) = 4.141,  p≤ .05, β = -0.153, p≤ .05. Multiple linear regression analysis further revealed that achievement oriented leadership style positively and significantly predicted employee performance, R²= 0.161, F(1, 116) = 20.686, p ≤. .05, β = 0.391, p≤ .05.   The study provided a unique contribution to theory and practice of leadership by contributing to knowledge in the application of Path-goal leadership styles in coffee trading companies. The study findings led to the conclusion that the use of directive leadership style in coffee trading companies can adversely affect performance and leaders should avoid its use. On the other hand, achievement oriented leadership style positively and significantly affects employee performance of coffee trading companies. Leaders of coffee trading companies should engage in goal setting, give feedback to employees on the progress on their goals and reward employees for achieving their goals. These behaviors will motivate employees and enhance their performance. Recommendations for further research are that scholars should carry out similar studies for supervisory level managers to assess the influence of path goal leadership styles on employees at this level.

Keywords: key words, orkforce sizing, job-shop production, holonic model

DOI: 10.7176/JEP/10-19-04

Publication date:July 31^st 2019