Behaviorally-based management training: linking behaviors to employee satisfaction

摘要

Purpose - The purpose of this paper is to identify behaviorally-based training for management trainees with a foundation in employees' beliefs about effective managerial behaviors, and the relationship of these behaviors to employees' satisfaction with supervision, company as employer, and job assignments. Design/methodology/approach - Manufacturing organization and social services agency employees (N = 134) were surveyed by questionnaire and asked "How important do you think it is that managers exhibit the following behaviors?" and "How well does your manager exhibit the following behaviors?" Factor analysis produced three factors: Connection with employees, Vision, Autonomy. Employee satisfaction questions were included. Findings - Vision and Autonomy scales for "How well does your manager exhibit the following behaviors?" showed significant, positive correlations for satisfaction with quality of supervision, and with company/agency as an employer. Connection with employees scale for "How important do you think it is that managers exhibit the following behaviors?" showed significant, positive correlations for employees' satisfaction with job assignments. Research limitations/implications - Future research should include employees' perceptions of what constitutes effective managerial behaviors. Study should be replicated in larger, multicultural organizations to assess the universality of these managerial behaviors. Practical implications - Specific recommendations for behaviorally-based manager training of management trainees, based on employee-identified behaviors, are provided. Originality/value - The paper is creative in its inclusion of employees in data collection of definition of effective managerial behaviors and is valuable to those interested in management trainee programs linking behaviorally-based development to employee satisfaction outcomes.