This study investigates the impact transformational leadership has on Hispanic immigrant workers within a low paid, low skilled manufacturing environment. In addition, the study examined the differences between Hispanic and Non-Hispanic views of effective leadership styles. The pressure of global economy and the increasing diversity of the workforce has caused organizations to search for innovative ways to manage their human capital with effective leadership. Current research suggests that by 2010, 59% of the labor force will consist of Hispanic immigrant labor. This dissertation's main focus was to investigate and identify key factors understanding leadership impact and style on Hispanic immigrant workers' motivation and effectiveness compared to non-Hispanic immigrant workers and to identify similarities and differences. The study used the Multifactor Leadership Questionnaire to measure differences between transformational and transactional leadership characteristics, with particular interest in transformational variables that consist of idealized influence (attributed and influence), inspirational motivation, intellectual stimulation and individualized consideration. The differences between transformation and transactional leadership styles were associated with independent variables that included age, sex, time in the U.S., pay and education. The sample population was composed of 265 plant workers who completed the Multifactor Leadership Questionnaire (MLQ). 204 completed surveys were returned, of which 50% were completed by Hispanic immigrants, 30% were completed by Caucasians, 20% by Hispanic Americans and 2% by African Americans. The findings suggested that the preferred leadership style among Hispanic immigrants is transformational leadership. Job satisfaction with transformational leadership style is acceptable. Differences existed between Hispanic immigrants relative to age, education, years in the United States and gender. Hispanic immigrant job satisfaction was positively predicted with transformational style of leadership while transactional leadership style adversely effected employee commitment, motivation and overall job satisfaction. The findings suggest that values and attitudes differ between the Hispanic immigrant and non-Hispanic immigrant workers, but transformational leadership correlates with the differences in cultures and is viewed as appropriate by Hispanic immigrant workers, leading to job satisfaction, motivation and participation with transformational leadership.
|Subjects||Management; Labor relations; Hispanic American studies|
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