Data Analyses and Interpretation

Data Analyses Based on Research Question

Research Question: What is the impact of autocratic leadership style on job performance of subordinates?

Table 1: Impact of Autocratic Leadership Style on Job Performance of Subordinates(N=74)

S/N  
Items Statement Categories Total Score xxx Mean(\( \bar x \)) (Total Score÷74) Remarks
      SA (4)
 SA (3) SA (2) SA (1)
      
1 It breeds counter forces of antagonism and restriction of output Freq. 10 11 34 19 160 2.16 Negative
 Score 40  33  68  19
2 Frequently results in hostile attitudes to work  Freq. 11
 16 28 19 167 2.26 Negative
 Score 44 48 56 19
3 Tends to develop dependent and uncreative employees who  war  afraid  to  seek responsibility  Freq. 22
 15 20 17 190 2.57 Positive
 Score 88 45 40 17
4 Leads  to distorted  and guarded communication  Freq. 10 12 26 26 158 2.14 Negative
 Score 44 36 52 26
5 Subordinates are preoccupied with  rules and procedures  Freq. 21 24 17 12 202 2.73 Positive
 Score 84 72 34 12

Researchers' Field work 2017; Criterion Score = 2.50

Table 1 presents data from responses by respondents on impact of autocratic leadership style on the job performance of subordinates. Items 1-5 are the different statements pertaining to the variable; autocratic leadership style under the four categories of Strongly Agree (SA), Agree (A), Disagree (D), and Strongly Disagree (SD). Analysis in Table1 indicated that items 1 (It breeds counter forces of antagonism and restriction of output), 2 (frequently results in hostile attitudes to work and 4 (leads to distorted and guarded communication) were rated negative as the impact of autocratic leadership style on job performance of subordinates. This is because their mean scores of 2.16, 2.26 and 2.14 respectively were not up to the cut off mean of 2.50. However, items 3 (tends to develop dependent and uncreative employees who was afraid to seek responsibility) and 5 (subordinates are preoccupied with rules and procedures) were rated positive with mean scores of 2.57 and 2.73 respectively.

on the subordinates in that it tends to develop dependent and uncreative employees who are afraid to seek responsibility and subordinates being preoccupied with rules and procedures. This implies that subordinates do not make inputs but act only based on instructions given by the leader. This limits the creativity and initiative of the subordinates. In support of this Ajibade  opines that this style is used when leaders inform their employees what they want done and how they want it attained, without being advised by their followers. Excessive use of authority will decrease productivity in the long-term in the academic library. People either get fed up and leave of fall into malice without creativity and innovation. This style got work done through fear, and this style of leadership tells workers what to do and how to do it. John opines that power and decision making reside in the autocratic leader who directs the group members on the way things should be done and does not delegate authority or permit subordinates to participate in policy making.

The results show that autocratic leadership has a negative significant impact on employee performance. This supports Jayasingam & Cheng who stated that autocratic leaders dominate all actions and decisions all the while restricting the innovativeness and creativity of employees.

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