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Non-Transactional Scale Non-Transactional (NTA) Laissez- Faire (LF)
Valid N Mean SD
60 60 60 60 60 60
60 60 60 60
60 60
2.81 2.88 2.89 3.08 2.49 2.59
2.41 3.09 2.70 1.39
2.39 0.90
0.79 0.88 0.94 0.85 0.84 0.96
0.48 0.82 0.84 0.76
0.59 0.84
All figures rounded off to two decimal places. Valid N = valid number of observations in the sample considered to construct the relevant descriptive statistics
Employee engagement
It is important to note that from Table 2, employee engagement (UWES dimensions) the number of cases considered in the analysis was 53, as seven respondents left 25% (12 questions) or more blank, and hence were removed from the analysis.
The second objective of this research was to determine the employee engagement levels in the selected dealerships. From Table 2 it is evident that employees experienced all three employee engagement dimensions (UWES dimensions). Vigour had a mean score of 5.01 (±0.84), dedication a mean of 5.36 (±0.93) and absorption a mean of 4.83 (±0.96) on the possible scale of 0 to 6.
TABLE 2: DESCRIPTIVE STATISTICS OF EMPLOYEE ENGAGEMENT (UWES DIMENSIONS)
UWES Dimensions Valid N Mean SD Vigour (VI)
Dedication (DE) Absorption (AB)
53 53
53
5.01 5.36
4.83
0.84 0.93
0.96
All figures rounded off to two decimal places. Valid N = valid number of observations in the sample considered to construct the relevant descriptive statistics
Cronbach's Alpha Coefficient Scores for Leadership Behaviour and Leadership Styles
The Cronbach's alpha coefficient scores were calculated for the leadership behaviour (MLQ sub- scales) and leadership styles (MLQ scales) of the dealerships. The Cronbach's alpha coefficient scores and the Cronbach's alpha rating as per Sekaran (2000: 312) for the 12 MLQ sub-scales,
THE RELATIONSHIP BETWEEN LEADERSHIP AND EMPLOYEE ENGAGEMENT IN A SOUTH AFRICAN AUTOMOTIVE DEALERSHIP NETWORK