Job satisfaction affected by boss competency
Harvard Business Review article highlights Cass research.
Dr Amanda Goodall, Cass Business School, and colleagues from the Universities of Warwick and Wisconsin recently wrote an article in the Harvard Business Review commenting on their research which found that boss competency can have a powerful effect on employee job satisfaction.
Read an extract below and you can also read the full article here.
“People don’t quit bad jobs, they quit bad bosses,” according to an old saw. Our research suggests there’s truth behind this saying: bosses matter far more for employee job satisfaction than any other factor we measured. But what makes someone a great boss?
Studies of leaders often focus on their style or charisma, but we wanted to look at how workers are affected by their boss’s technical competence. That is, is the boss is a real expert in the core business of the organization? How much expertise does he or she have? Boss competence is, admittedly, a multifaceted concept. Hence we measured it in three different ways:
- Whether the supervisor could, if necessary, do the employee’s job.
- Whether the supervisor worked his or her way up inside the company.
- The supervisor’s level of technical competence as assessed by a worker.
Employees are happier when led by those with expertise
Using these three measures of supervisor competence, we found that employees are far happier when they are led by people with deep expertise in the core activity of the business. This suggests that received wisdom about what makes a good boss may need some rethinking. It’s not uncommon to hear people assert that it’s a bad idea to promote an engineer to lead other engineers, or an editor to lead other editors. A good manager doesn’t need technical expertise, this argument goes, but rather, a mix of qualities like charisma, organizational skills, and emotional intelligence. Those qualities do matter, but what our research suggests is that the oft-overlooked quality of having technical expertise also matters enormously.
Read the full article in the Harvard Business Review here.