Muhammad Nasir Chattha

Ph.D. Scholar
Superior University, Lahore
 Problem statement: Leadership crisis have always
been an issue in the banking sector of Pakistan.
Banking sector unable to solve this leadership
dilemma that how it may enhance the team
performance. Age and experience always been a
critical factor in order to accelerate the
productivity of employees especially in the
banking sector. So a study is needed to cater these
unanswered questions in this sector.
Background: Banking is a major services sector of
Pakistan. The number of scheduled banks
operating in Pakistan was 34 at end December,
2016.
Objective: The objective of the study to examine
the relationship of perceived leadership behavior
on team performance in the presence of age and
experience as moderating variables.
 Contribution in theory
Added in the existing literature of leadership by extending path goal theory implications.
Revamped the previous model by adding age and experience as moderating variables.
Contribution in Policy
Help the policy maker that how to build synergy in the banking sector.
Help Policy makers to build new reforms by keeping in view of leadership and performance
oriented approach.
Contribution in Practice
Better understandability of leader follower relationship
Help in to devise policies regarding Selection, training & development and team building.
 There are three classes of leadership behavior as described by Path-goal theory i.e.
directive, participative and supportive (Hasbullah, 2008).
Renwick et al. (2002) pointed out characteristics of directive leadership behavior like
stringent control over employees and non-participation in decision making.
Mehta et al. (2003) mentioned that supportive leaders provide facilitative task
environment with mutual trust and helpfulness.
A supportive leader attempts to reduce employee stress and frustration in the
workplace
A high-performance team can be defined as a group of people with specific roles and
complementary talents and skills, aligned with and committed to a common purpose,
who consistently show high levels of collaboration and innovation, that produce
superior results.
Positivism
Deductive
Survey
Cross Sectional
Self Administered Questionnaires (Lahore, Pakistan)
220 Valid Questionnaires
Non-Random Sampling
Model Fit Indices Measurement Threshold
Measurement Model Standardized Regression Estimate
Standardized Regression
GFI .875
Weights
>.80 Weights
Estimate
Loyalty Quality
CFI .860 >.80 TF DL .749

.749 TF PL .078
RMSEA .086 <.09
Satisfaction Quality TF SL .138
.693 Structural Model Moderators Variables P-value
Age TF DL .8923
Satisfaction .860
GFI Loyalty >.80 TF PL .1399
.264
TF SL .3048
CFI .875 >.80
Experience TF DL .6460
TF PL .1514
RMSEA .086 <.09
TF SL .1015
 Directive leadership is significantly related with team performance
Support leadership is significantly related with team performance
Participative leadership is insignificantly related with team performance
Age doesnt moderate the relationship between leadership behaviors and team
performance
Experience doesnt moderate the relationship between leadership behaviors and team
performance