Mutambara, EmmanuelSibiya, Vusumuzi Innocent2024-03-132024-03-132023https://hdl.handle.net/10321/5208Submitted in fulfilment of the requirements of the degree of Doctor of Philosophy in management sciences specialising in Business Administration, Durban University of Technology, Durban, South Africa, 2023.The aim of this dissertation is to determine the role and influence that integrative leadership approaches have on employee engagement within the uMkhanyakude District Municipality in KwaZulu-Natal. Previous studies have investigated the causes and impacts of employee disengagement however, very few have attempted to investigate, in detail, whether disengagement is attributable to the leadership of an organisation. Therefore, the purpose of this study was to investigate the possible leadership consequences or outcomes across multiple leadership theories in terms of employee engagement (or disengagement) in uMkhanyakude District Municipality. The mixed method research methodology was used to investigate the phenomena as it increases the validity of the research findings due to the complementarity between the quantitative and qualitative research methods. The findings from both the quantitative and qualitative approaches converged in that most employees were of the view that while leadership and administration are correlated and share a common view, issues such as lack of education, favouritism and other negative elements led to lack of employee engagement or disengagement within the district. Ultimately, leadership, dominant leadership styles and leadership style consequences were identified as having a direct impact on employee engagement and affected employee satisfaction in the municipality. Based on the findings, the study recommends that qualified personnel whose academic prowess and knowledge be deployed in the appropriate positions to mitigate employee disengagement. Furthermore, it recommends that employees be made aware of recruitment processes so that the right talent is matched to the appropriate positions. Dispute resolution processes must be created to deal with issues of conflict at the top management level as this has contributed to the employee dissatisfaction. Ultimately, each employee needs to feel safe and uninhibited from carrying out their duties. The study recommends further areas of research that can enhance this subject such as why some leaders are more effective than others, whether there is a connection between integrative leadership and productivity and whether it is possible to determine a universally accepted “predictor” of effective leadership.194 penEffective leadershipIntegrative leadershipuMkhanyakude District MunicipalityLeadershipEmployee motivationAchievement motivationThesishttps://doi.org/10.51415/10321/5208