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Dissertation

Empirical analysis

"The Impact of Transformational & Transactional Leadership Styles on Employee Performance in the Retail Industry of Liverpool ONE and The BID Area"

My empirical data analysis is split into two 'levels' of operationalising a construct:

1. 1st Level of Operationalisation – (steps 1-3) aggregates responses per workplace
2. 2nd Level of Operationalisation – (steps 4-5) aggregates responses overall

Steps

1. Workplace mean of part A responses = ( sum of employee part A responses + manager part A response × 1.5 ) ÷ ( number of employee part A responses + 1.5 )
2. Mean deviation proxied as response reliability, A.K.A. Z-score = 1 – ( | individual part A response – workplace mean of part A responses | ÷ 5 )
3. Workplace aggregate of part B responses = ( ( employee 1's part B response × employee 1's Z-score ) + ( employee 2's part B response × employee 2's Z-score ) + ( employee 3's...etc. ) + ( manager part B response × 1.5 × manager's Z-score ) ) ÷ ( sum of employee Z-scores + 1.5 × manager's Z-score )
4. Mean from step 1 proxied as aggregate reliability, A.K.A. pseudo Z-score = | workplace mean of part A responses – 1 | ÷ 5
5. Overall aggregate of workplace aggregates = ( ( workplace A's aggregate of part B responses × pseudo Z-score ) + ( workplace B's...etc.) ) ÷ sum of pseudo Z-scores