Investigating the Relationship between Managers’ Leadership Styles (based on Likert theory) and Employees’ Job Satisfaction in Bank Maskan Branches in the Cities of Rasht and Lahijan

In today’s economy, the organization’s human capital has become more important and is considered as the most valuable capital since it plays a major role in the development of an organization and the society as whole. Although financing is the lifeblood of an organization, but proper management of these funds is dependent on its human resources. Therefore, every organization is interested in having the best human resources to achieve its goals but this can only be possible when the organization has a satisfied workforce since a satisfied workforce puts more effort and hard work into achieving organizational goals (Javed, Jaffari, Rahim, 2014).According to many experts in management science and organizational psychologists, job satisfaction plays an important role in developing and improving the organization, health and safety of the workforce and in this respect, job satisfaction is one of the fundamental issues in any organization (Gholizade, Fanei, Ahmadvand, 1389).Job satisfaction is an attitude regarding how people feel about their jobs in general or about the different job contexts. (Hosseini Nasab, Farnia, Molana, 1391).Job satisfaction is a combination of internal and external factors. It involves certain factors such as salary, allowances, incentives, working conditions, regulatory styles, organizational policies, reporting styles and self-sufficiency (Maqsood et al, 2013).Managers’ leadership style is among the factors affecting the job satisfaction (Fesharaki et al., 1392). In fact, the manager as the leader of the organization can choose different styles for guiding the manpower. The appropriate behavioral patterns of managers in any organization can create strong morale and motivation among the employees and increase their satisfaction in their professions and jobs. (Hosseini Nasab, et al., 1391 In general, managers’ leadership styles can provide the ways for employees to become mature. In fact, they can adopt an appropriate style to encourage the employees to take greater responsibilities. In this case, their attachment to the organizations increases and helps the organization to achieve its goals (Bakhshayesh and Azarniad, 1391).There is a relationship between leadership styles and job satisfaction, but leadership styles and job satisfaction dimensions can vary from person to person. In general, the increasing role of leadership can enable subordinates to be effective and increase their job satisfaction. In this way, members are able to do a better job and can contribute to the quality and performance of the organization (Khalid, Shamsher, Farooqi, 2015).It can be said that employees’ job satisfaction is one of the indicators of effective leadership and management and high job satisfaction indicates an organization with a good leadership. Thus, managers shall adopt and implement an appropriate and effective leadership style so that they can increase the job satisfaction of their employees. High job satisfaction also helps increasing the organizational commitment, creativity, efficiency and ultimately the quality level of services provided by employees (Atsalas & Greenwood, 2001