The impact of leadership styles on employee empowerment

Hello, my name is Karina Jurkevičiūtė. You are invited to be part of a research study about leadership styles and employee empowerment. The researcher is a Master's student at Vilnius university in the programme of Global Business & Economics. Your participation will last about 10-15 minutes. Information you provide in this questionnaire is confidential and will be used for educational purposes only. Thank you in advance and if you have any futher questions about the research feel free to contact [email protected]. 

Rezultatai yra prieinami tik autoriui
Numatoma atsakymo trukmė

Are you male or female? ✪

What is your age? ✪

What is the highest degree you have obtained? ✪

Please choose your business area within the company you work at ✪

How long have you worked for the company? ✪

Next part will represent statements about empowerment. Please evaluate each statement and choose the option which best describes your thoughts towards your workplace ✪

Totally disagreeDisagreeNeither agree nor disagreeAgreeTotally agree
I am confident about my ability to do my job
The work that I do is important to me
I have significant autonomy in determining how I do my job
My impact on what happens in my department is large
My job activities are personally meaningful to me
I have a great deal of control over what happens in my department
I can decide on my own how to go about doing my own work
I really care about what I do in my job
My job is well within the scope of my abilities
I have considerable opportunity to freedom in how I do my job
I have mastered the skills necessary for my job
My opinion counts in departmental decision-making
The work I do is meaningful to me
I have significant influence over what happens in my department
I am self-assured about my capabilities to perform my work activities
I have a chance to use personal initiative in carrying out my personal work

The below statements are attributed to different leadership styles. Judge how frequently each statement fits your direct leader ✪

Not at allOnce in a whileSometimesFairly oftenFrequently, if not always
My manager provides others with assistance in exchange for their efforts
My manager re-examines critical assumptions to question whether they are appropriate
My manager fails to interfere until problems become serious
My manager focuses attention on irregularities, exceptions and deviations from standards
My manager avoids getting involved when important issues arise
My manager talks about his/her most important values and beliefs
My manager is absent when needed
My manager seeks different perspective when solving problems
My manager talks optimistically about the future
My manager instills pride in me for being associated with him/her
My manager discusses in specific terms who is responsible for achieving performance targets
My manager waits for things to go wrong before taking action
My manager talks enthusiastically about what needs to be accomplished
My manager specifies the importance of having a strong sense of purpose
My manager makes clear what one can expect to receive when performance goals are achieved
My manager shows that he/she is a firm believer in "If it is not broke, don't fix it"
The person I am rating goes beyond self-interest for the good of the group
My manager treats me as an individual rather than just a member of a group
My manager demonstrates that problems must become chronic before I take action
My manager acts in ways that build my respect
My manager concentrates his/her full attention on dealing with mistakes, complaints and failures
My manager considers the moral and ethical consequences of decisions
My manager keeps track of all mistakes
My manager displays a sense of power and confidence
My manager articulates a compelling vision of the future
My manager directs my attention towards failures to meet standards
My manager avoids making decisions
My manager considers me as having different needs, abilities and aspirations from others
My manager gets me to look at problems from many different angles
My manager helps me to develop my strengths
My manager suggests new ways of looking at how to complete assignments
My manager delays responding to urgent questions
My manager emphasizes the importance of having a collective sense of mission
My manager expresses satisfaction when I meet expectations
My manager expresses confidence that goals will be achieved
My manager is effective in meeting my job-related needs
My manager uses methods of leadership that are satisfying
My manager gets me to do more than I expected to do
My manager is effective in representing me to higher authority
My manager works with me in a satisfactory way
My managers heightens my desire to succeed
My manager is effective in meeting organisational requirements
My manager increases my willingness to try harder
My manager leads a group that is effective
My manager spends time teaching and coaching