Correlational study of leadership style and teacher job satisfaction in two Head Start programs

The purpose of this study was to examine the relationship between leadership style and teacher job satisfaction. The population sample consisted of teachers within two preschool programs. The research study sought to understand the leadership styles of preschool program directors while examining concerns related to preschool teachers' job satisfaction. The Leader Behavior Description Questionnaire provided data that identified the leadership style of preschool program directors. The Teacher Job Satisfaction Questionnaire was used to determine teachers' job satisfaction within the preschool program. A demographical questionnaire provided data about the teacher's age, teaching experience, gender, and number of years teaching within their preschool program.;Results indicated that there was no relationship between either of the two leadership style scales and the nine teacher job satisfaction scales, regardless of the preschool program. Therefore based on the results of this study, no relationship between a preschool program director's leadership style and his/her teachers' job satisfaction was established. It is hoped that the findings of this study provide an enhanced understanding of relationships between preschool program directors' leadership styles and teachers' job satisfaction. This knowledge is of use to the administrators in the U.S. Department of Health and Human Services, the research department within the National Head Start Association, and other directors of preschool programs. This study helped to contribute knowledge about connections between a preschool program director's leadership styles and how the preschool program is perceived by teachers. Effective leadership requires the input of all stakeholders within the program. This is particularly true of teachers, who are instrumental in delivering the program's educational service which is the foundation for the children's growth and development. Teachers are more apt to remain in a work environment where their opinions and input are valued.