The Structutal Relationship among Authentic Leadership, Trust in Supervisor, Innovative Behavior and Organizational Citizenship Behavior

Abstract

Background/Objectives: This study examines structural relationships among authentic leadership, trust in supervisor, innovative behavior and organizational citizenship behavior and it also aims to provide the effective implication for human resource management. Methods/Statistical Analysis: A convenience sample of 210 respondents was surveyed and a total of 195 usable questionnaires were analyzed. Since this study is a research on leadership perceived by subordinates, leaders such as people above pursers and managers were excluded from the survey. The analysis of research model used SPSS 21.0 and AMOS 22.0 to analyze the frequency of the data and conducted examination on research hypotheses through structural equation modeling. Findings: Through theoretical review, the study drew 3 hypotheses and collected data targeted at the flight attendants and ground service employees in the airlines. The results of the analysis are as follows. First hypothesis 1 suggesting that authentic leadership will have significant impact on trust in supervisor is adopted. Specifically, hypothesis 1 is showing .177(t value=2.905) of path coefficient and is adopted as t value meets a significant level (t value≧±1.96). Second, hypothesis 2 indicating trust in supervisor will have significant impact on innovative behavior is adopted, showing .457(t value=5.521) of path coefficient with significant t value (t value≧±1.96). Also, hypothesis 3 indicating trust in supervisor will have significant impact on organizational citizenship behavior is also adopted, showing .251(t value=3.012) of path coefficient with significant t value (t value≧±1.96). Consequently, in this study all hypotheses are adopted at a significant level of 0.05. Application/Improvements: Authentic leadership is an exemplary leadership that induces internalization of organization members through showing a good example.