When asked if their employer recognized employee contributions, the split was 63 percent versus 52 percent. When asked if they had sufficient opportunities for internal advancement, the split was 55 percent to 41 percent.

But the real kicker came when the two groups were asked if they had sufficient opportunities for involvement in decision making. In that case, 78 percent of senior leaders said they did, versus 48 percent of workers.

The difference between feeling valued and feeling like you don't count to those in the C-Suite can have a major impact on company performance, the report said.

"For example, 94 percent of employees who feel valued by their employer say they are motivated to do their very best, compared to just 37 percent of those who do not feel valued. Similarly, 9 out of 10 working Americans who trust their employer and feel they are treated fairly say they are motivated to do their best work, compared to less than half (48 percent) of those who do not trust their employer and less than a third (31 percent) of employees who feel treated unfairly."

The same gap appeared throughout the survey. Here's what the report had to say about opportunities for managers versus workers:

"Similarly, about 7 in 10 senior leaders said they regularly participate in training activities (68 percent), take part in activities designed to involve employees (71 percent) and use flexible work practices (69 percent), compared to half or less of front-line workers (49 percent, 38 percent and 39 percent, respectively). Approximately half of working Americans in senior-level positions (49 percent) also say they regularly participate in their employer's health and wellness programs, compared to less than a third (32 percent) of those with front-line jobs. With senior leaders benefitting disproportionately from available workplace programs and policies, it is no surprise that 70 percent say they feel valued by their employer, compared to just over half of front-line workers (51 percent)."

Ironically, the report noted that the results from this latest survey showed an overall improvement in the sentiments of managers and workers toward their employers. It thus offered further proof that employee engagement in the U.S. workplace is and will continue to be a key differentiator between successful and unsuccessful companies.

"Business leaders need to consider that their perceptions of the organization and experiences at work may be very different from those of their employees," says David W. Ballard, PsyD, MBA, head of APA's Center for Organizational Excellence. "This highlights the critical importance of effective communication and involving employees in decision making."