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Classics of Organization Theory.

According to Polston-Murdoch (2013), leaders who use the participative style attain better employee performance than those who don’t. Investigation of literature also reveals that path-goal leadership styles can predict subordinates’ commitment and as a result lead to improved employee performance (Aboyassin & Abood, 2013). Dixon and Hart (2010) also found a significant positive correlation between path-goal leadership styles and workgroup effectiveness culminating into superior employee performance. According to Negron (2008), participative leadership style points to an increase in employee performance characterized by high profits. Szilagyi and Sims (2008) supported the path-goal theory’s propositions concerning the relationship between a leader initiating structure and subordinate satisfaction, but not leader initiating structure and subordinate performance, the same view is held by Dess & Robinson (2010). Malik (2013) showed that participative leader behavior is effective for attaining high employee performance because the leader consults with subordinates in setting, clarifying and achieving goals and also indicated that there is significant correlation between all the four path-goal leadership styles and employee performance