Effect to Increase the Performance: the Informal Relationship Between Leader and Subordinate - Research Proposal Example

Operational Definitions of the Variables
Informal Leader-Subordinate Relationship:
Trust:
Trust is defined as “an expectancy held by an individual or a group that the word, promise, verbal or written statement of another individual or group can be relied upon” (Shaub, 1996).

Nooteboom’s framework of trust suggests that trust has two dimensions i.e. competence and goodwill trust. The former refers to the trust in the individual’s abilities to perform his/her duties and the latter, goodwill trust, is the trust in the individual’s intentions to perform his/her duties (Kerler and Killough, 2009).

Employee Performance:
Employee job performance generally refers to the employee behaviors that affect the overall organizational goals. It inculcates three basic components; task, counterproductive, and citizenship performance. Task performance is defined as doing what is expected by the organization given the job or role. Citizenship and counterproductive behaviors are not formally related to the job. Citizenship behavior is not explicitly a part of the employee job description but adds to organizational effectiveness. It is mostly referred to as altruism and courtesy towards other employees. While counterproductive performance refers to absenteeism and vandalism (Halldorsson, 2008).

The suggestion of the Theories That can be Employed
• Leader-member exchange theory
• Social Exchange Theory
• Relational leadership theory

Suggestions
It would be better if you mold your topic a bit and make it more precise with the help of your supervisor. Further, I would recommend you to take employee job performance as your dependent variable and I have identified the sub-variables within it. Now, you can easily deduce your hypothesis, problem statement from the framework and start working on the methodology by reviewing the literature.