Authentic Leadership Practices Research Articles

Influence of Authentic Leadership on Employee Innovation and Creativity in Technology Companies in Pakistan

Purpose: The aim of the study was to assess the influence of authentic leadership on employee innovation and creativity in technology companies in Pakistan.
 Methodology: This study adopted a desk methodology. A desk study research design is commonly known as secondary data collection. This is basically collecting data from existing resources preferably because of its low cost advantage as compared to a field research. Our current study looked into already published studies and reports as the data was easily accessed through online journals and libraries.
 Findings: The study explores the impact of authentic leadership on fostering innovation and creativity among employees within technology companies. Authentic leadership, characterized by transparency, ethical behavior, and genuine concern for employees, is found to significantly influence employee innovation and creativity. Leaders who exhibit authenticity create an environment of trust and psychological safety, encouraging employees to express new ideas and take risks without fear of retribution. Such leadership fosters a culture that values diverse perspectives and encourages experimentation, leading to increased innovation and creativity within the organization. Employees under authentic leaders feel empowered to think outside the box, collaborate effectively, and pursue novel solutions to complex problems. Consequently, technology companies benefit from enhanced adaptability, competitiveness, and long-term success as a result of nurturing authentic leadership practices within their organizational structure.
 Implications to Theory, Practice and Policy: Transformational leadership theory, social learning theory and self-determination theory may be use to anchor future studies on assessing the influence of authentic leadership on employee innovation and creativity in technology companies in Pakistan. Develop and implement leadership development programs that focus on cultivating authentic leadership qualities among managers and executives in technology companies. Advocate for the inclusion of authentic leadership principles in corporate governance guidelines and regulations.

Comparative Study of the Impact of Authentic Leadership on Organizational Commitment of Public and Private Secondary School Teachers

This comparative study was conducted to investigate the influence of authentic leadership on the organizational commitment of secondary school teachers. The study focuses on both public and private secondary schools, recognizing the distinct contextual factors that may shape the relationship between authentic leadership and organizational commitment in these two sectors. This study aimed to bridge the gap by exploring the potential impact of authentic leadership behaviors exhibited by school principals on the organizational commitment of teachers, while considering potential variations between the public and private school contexts. A mixed method was employed. Data collection involved surveys, interviews, and document analysis. The findings suggest that authentic leadership plays a crucial role in influencing teachers' affective and normative commitment levels in both public and private secondary schools in the KP region. The implications of these findings are significant for educational policymakers, school administrators, and leadership development programs. Strengthening authentic leadership behaviors among school principals could foster higher levels of organizational commitment among teachers, contributing to improved educational outcomes and teacher well-being. The study underscores the need for tailored approaches in enhancing authentic leadership practices based on the specific sector; thereby promoting a more committed and engaged teaching workforce in Khyber Pakhtunkhwa. Further research avenues and recommendations are discussed in light of the study's outcomes.

University Women Leadership and Institutional Performance-Team Effectiveness: The Moderating Effect of Authenticity in Leadership

This article aims to explore the lived experiences of six women leaders and their leadership practices for improving institutional performance at the university level. The article explains how authenticity in leadership attributes influences team effectiveness and institutional performance. The qualitative approach was adopted for this article. The population of the article was all university women leaders of Khyber Pakhtunkhwa. The Sample was chosen from HoDs at the University of Swat. Data were collected from 06 university women leaders through in-depth interviews. A purposive sampling technique was adopted to approach the participants. Obtained results prove that university women leaders significantly improve institutional performance through their authentic leadership practices. Moreover, findings suggest that authenticity plays an imperative role in the improvement of team effectiveness.

AMALAN KEPIMPINAN AUTENTIK GURU BESAR DAN PENGARUHNYA TERHADAP MOTIVASI KERJA DAN KOMITMEN GURU-GURU SEKOLAH RENDAH NEGERI PULAU PINANG

The purpose of this study was to examine the authentic leadership practices of headmasters and its influence on the work motivation and commitment of primary school teachers in Penang. Data were collected through a survey of 69 respondents consisting of headmasters representing the state of Penang. Data of 69 respondents were analyzed using multiple correlation and regression analysis. Based on the results of correlation analysis showed that all dimensions of headmaster leadership style have a significant relationship at p<.01 moderate level with organizational commitment while multiple regression analysis found that the main predictor of headmaster transformational leadership style is individual consideration dimension contributed 11.4% to organizational commitment in the regression model 1. The findings of the study show that the authentic leadership practices of headmasters have a relationship and influence on the commitment of primary school teachers in Penang

Real leadership and its role in achieving the orientation of the entrepreneurial behavior of organizations An exploratory study of the opinions of a sample of managers in commercial banks

Purpose: The research sought to address the role of Authentic leadership in achieving the Entrepreneurial Orientation of Iraqi commercial banks by examining these two variables in the theoretical aspects and experimental statistical tests of the research. 
 Research design: The research included an analytical study on the researched problem by collecting data on it through a questionnaire prepared for this purpose, which was designed according to the research variables represented by Authentic leadership, an independent variable that included the sub dimensions (self-awareness, balanced treatment, transparent relationships, ethical perspective), and the dependent variable represented the Entrepreneurial Orientation to commercial banks that included the sub-dimensions (creative, proactive, acceptance of risk), the sample consisted of the intentional sample of the managers in the research banks and the number (98) manager, the research accreditation of the five-point Likert - Type in Define the paragraphs of scale based on the statistical package (Spss). Results: The research presented a number of results with regard to testing the research hypotheses and accepting its hypotheses, which are drawn in the hypothesis of the research and with statistically significant moral proportions. 
 Conclusions: The research reached several conclusions, including indicating the existence of Authentic leadership capable of achieving the Entrepreneurial Orientation of commercial banks through the presence of real and realistic practices that carry within them balanced treatments and transparent relationships in decision-making according to the ethical perspective. Contribution / value: The research seeks to achieve a substantive contribution to achieving the Entrepreneurial Orientation of commercial banks in light of Authentic leadership practices

Perceived Servant Leadership and Turnover Intentions Among Academic Staff: A Co-Relational Study in Ethiopian Public Universities

Employee’s turnover intentions may be either voluntary or involuntary. Leadership is the one of the most important aspects which influence turnover intentions of an employee. We examined the relationship between perceived servant leadership and turnover intention among academic staff in Ethiopian public universities. And also analyzed whether demographic variables (sex, age, experience, and academic status) significantly predict servant leadership, and turnover intention. Quantitative approach was employed with descriptive and co-relational designs. A sample of 150 faculty members was selected through proportionate stratified random sampling method from three different categories of Ethiopian public universities. Data were analyzed using both descriptive and inferential statistics. A significant and negative relationship was found between servant leadership and turnover intention (r = -.215, p = .000, two-tailed). The results indicated that the level of servant leadership was low while that of turnover intentions was found above average. It was also found that servant leadership significantly predicts turnover intention, while demographic variables do not. Thus, the universities were analyzed as not servant-oriented. We recommend that, to reduce the turnover intention of their talented and experienced staff, organizational leadership of the target Ethiopian public universities, together with concerned bodies; need to create a reliable academic environment. Moreover, need to exercise an organizational leadership practice that, values, and develops the academic staff, shares and provides leadership, and display authentic leadership practices, and; works to build an academic community. We also recommend that more detailed studies can be conducted in the future in different areas, country wide.

Investigating training effectiveness of public and private banks employees in this digital age: an empirical study

PurposeThe purpose of this study is to examine the pre-training and post-training variables influencing employee training effectiveness in the banking industry in this era of the digital age.Design/methodology/approachThis study adopted a cross-sectional research design and a structured questionnaire to survey the participants (i.e., bank employees) (n = 702) for data collection. The data gathered from the surveyed respondents were analyzed using the Partial Least Square to Structural Equation Modeling (PLS-SEM) approach to test the proposed hypotheses.FindingsThe research findings suggest a significant influence of pre-training (i.e., training environment, trainer quality) and post-training (i.e., trainee motivation, trainee self-efficacy, and authentic leadership practices) factors towards the bank's staff training effectiveness in this era of digital age.Originality/valueThe research is one of the pioneer attempts on training effectiveness that significantly open opportunity for financial institutions such as banks to meet the challenge of the fourth industrial revolution from a developing country perspective. The current study also contributes to the extension of the theoretical and managerial doctrine in terms of the relationship among the pre-and post-training factors to enhance training effectiveness under the scope of the financial sector's employees to manage human resources and their development in the digital age.

Absorptive Capacity as an Interaction Variable between Authentic Leadership and Sustainability of Safe Organizational Performance: an Analytical Study

The higher education sector in Iraq in general and the University of Qadisiyah in particular are among the sectors that most need to be adapted and competitive, especially in the field of academic performance and the provision of a safe working environment for the human resource, which is one of the most important assets that organizations can use to achieve their goals. The educational leaderships at the university in particular and international and international universities in general should work to take care of authentic leadership practices such as creating a positive organizational environment. In addition, it is necessary to focus on real and sustainable performance, to encourage ethics and authenticity in relationships, and to create and share knowledge in order to achieve sustainable organizational and safe performance at work. The current paper aims to test the interactive role between the Authentic leadership and absorptive capabilities in sustainability of the safe organizational performance of a sample of teaching staff at the University of Qadisiyah, amounting to (240) teaching staff. The research is based on a hypothetical model that reflects the nature of its hypotheses stemming from its main variables, which are the Authentic leadership (self-awareness, relational transparency, Internalized Moral Perspective, Balanced Processing) interacting with the absorptive capabilities of (knowledge acquisition, knowledge absorption, Knowledge Transfer, knowledge exploitation) and the vulnerability of the sustainability of the safe performance depends To increase interest in its dimensions of (safety policy, safety planning, Safety procedures). The questionnaire was used as a main tool for data collection, and a number of statistical methods were used to test the research hypotheses such as mean, standard deviation, simple correlation coefficient, structural equation modelling and regression analysis. The results show the validity of most of the research hypotheses, which resulted in a set of recommendations, the most important of which was the need to pay attention to enhancing the absorptive capabilities of knowledge at the level of Al-Qadisiyah University and its faculty s, and to promote Authentic leadership practices in a way that reflects the sustainability of the safe performance.

On the motivational nature of authentic leadership practices: a latent profile analysis based on self-determination theory

PurposeAlthough one of the central premises of authentic leadership theory is that authentic leaders mobilize their followers, the underlying motivational mechanisms of this process remain poorly understood. Drawing on self-determination theory, this study aims to fill that gap by examining authentic leadership practices (ALP) as theoretical antecedents of employees' motivation profiles.Design/methodology/approachLatent profile analyses conducted on a sample of 501 employees revealed four profiles: self-determined, unmotivated, highly motivated and moderately motivated.FindingsALP were associated with a higher likelihood of membership into the most adaptive motivation profiles. Employees in these profiles displayed more optimal job functioning: higher organizational commitment and performance, and lower intentions to leave their organization.Originality/valueThese findings underscore the predictive power of autonomous motivation for employee functioning and provide new insights into how ALP can improve work motivation, and hence job functioning. Our results account not only for how ALP affects the complete range of behavioral regulations at work but also the different patterns in which these regulations combine within employees.

Dimensions of authentic leadership and patient care quality

PurposeThe purpose of this study is to investigate the causal relationships between the dimensions of authentic leadership and patient care quality in the nursing profession of Ghana.Design/methodology/approachThe study used explanatory and cross-sectional survey designs. The data were obtained from 400 respondents, consisting of 200 nurses and 200 patients in selected general hospitals. The analysis was done using descriptive statistics, correlation and multi-linear regression techniques.FindingsThe study found that all four dimensions of authentic leadership, namely, self-awareness, internalized moral perspective, balanced processing and relational transparency positively correlated with patient care quality, however, only internalized moral perspective and self-awareness have positive significant association with patient care quality and internalized moral perspective being the highest predictor. Thus, the results suggest that authentic leadership can positively predict patient care quality.Practical implicationsThe study contributes to the understanding of how dimensions of authentic leadership practices affect patient care quality. This understanding is relevant to academics in general and Ghanaian policymakers in particular.Originality/valueThe research makes a significant contribution to the existing authentic leadership literature by establishing that the dimensions of authentic leadership predict patient care quality with an internalized moral perspective being the highest predictor followed by self-awareness. Furthermore, the authors anticipate that the outcomes of this research, which so far is the first study in the Ghanaian context, can significantly shape nursing leadership discourse, practices and policies in Ghana and in other developing countries to improve patient care quality.

Authentic leadership practices in the university setting: the theory of tomorrow

The study is an assessment of the level of authentic leadership among a random sample of 124 faculty members from one state university in Jordan. The instrument of the study is the Authentic Leadership Inventory (ALI), a valid measure with four components. The results of the study showed that authentic leadership is highly practiced in the university setting based on the perceptions of faculty members. Two components (self-awareness and relational transparency) exhibited high levels of practice while internalised moral perspective and balanced processing exhibited moderate level of practice. Further, results indicated that gender and experience had no impact on the level of authentic leadership, faculty members from science colleges had higher levels of relational transparency, and professors had higher levels of internal moral standards than did associate professors. The study provided a number of recommendations for theory and practice.

Authentic leadership practices in the university setting: the theory of tomorrow

Authentic leadership practices in the university setting: the theory of tomorrow

Organizational culture, authentic leadership and quality improvement in Canadian healthcare facilities.

To investigate relationships among flexible and hierarchical organizational cultures, quality improvement domains, and authentic leadership competencies in Canadian healthcare facilities. Observational cross-sectional study conducted in Alberta, Canada. Nurse managers (n=226) completed a survey including validated measures of organizational culture, quality improvement and authentic leadership. Data were analyzed using descriptive statistics, Spearman's correlation coefficient and Chi-squared test (p<0.05). Quality improvement through accreditation is related to organizational culture and authentic leadership. We saw a propensity for participants who reported working in a more flexible culture also reported greater quality improvement implementation and authentic leadership practices. This study assessed and reported the relationships between flexible organizational cultures, quality improvement through the accreditation process, and authentic leadership practices of healthcare managers. Flexible organizational cultures influence the adoption of authentic leadership, participatory management model and also improves quality.

Exploring the Influence of a Principal’s Internalized Moral Perspective towards Teacher Commitment in Malaysian Secondary Schools

Authentic leadership principals are an alternative to leadership styles within an organisation intended to create more effective administration in maintaining the trust of subordinates, meeting job expectations, and being able to implement change despite facing challenges. However, authentic leadership capabilities of school-style leadership adaptations are still relatively new and unfamiliar. This study aimed to identify the authentic leadership practices applied by school principals and their relationship to the commitment of national secondary school teachers in the district of Pendang in a northern state of Peninsular Malaysia. The research method used was a quantitative survey using a standardised questionnaire. The study respondents consisted of 254 teachers randomly selected from ten national secondary schools under the leadership of principals. The instrument used was adapted from the Authentic Leadership Questionnaire (ALQ -version 1) to measure the dimensions of authentic leadership. Furthermore, the questionaire of organizational commitment was used to measure the level of teachers’ commitment to the organisation. Data processing was performed using SEM-PLS 3.0. Results showed that the internalised moral perspective dimension of authentic leadership significantly influenced teacher commitment. The leaders with these attributes should combine their principles and behaviours in keeping with internal moral standards. This approach should affect the attitudes of teachers and create a changing environment.

Leading when the mouth and heart are in unison: a case study of authentic school leadership in Thailand

ABSTRACT In many developing societies, education systems have not traditionally emphasized the development of leadership capacities among school principals. This is the case in Thailand, where principals have been criticized both for corruption and for being a ‘weak link’ in education reform. This study examined “authentic leadership” practices of school principals in Thailand and sought to link these with teachers’ academic optimism and work engagement. Using qualitative data drawn from a larger mixed methods study, this report presents a case study which describes the authentic leadership practices of one principal in the Thai context. Qualitative data were collected from semi-structured interviews with the principal and teachers as well as from information contained in school web sites and reports. The findings show how a principal who models behaviors associated with the dimensions of authentic leadership can shape the attitudes of teachers and create a climate that is conducive to change. The study highlights the importance of values as a critical basis for developing leadership capacities for change. The findings from this contextualized description of authentic school leadership in Thailand contribute to a growing of studies designed to build a more diverse knowledge base in educational leadership.

Relationship between authentic leadership and nurses' intent to leave: The mediating role of work environment and burnout

The aim of this study was to explore the mediating effects of work environment and burnout on the relationship between authentic leadership and the intention of nurses to leave their job. Authentic leadership can contribute to a good work environment. Burnout is a critical factor that affects nurses‧ intent to leave. The mediating roles of work environment and burnout on the relationship between authentic leadership and intent to leave is unclear. A cross-sectional design was used, and 946 nurses from three different levels of hospital (medical center, regional, and district), defined in terms of the number of beds and type of medical care provided, responded to four self-report questionnaires. Work environment and burnout mediated the effect of authentic leadership on intent to leave among nurses. The mediating effects of burnout on authentic leadership was present both for junior (β=0.073) and senior (β=0.081) nurses. Authentic leadership can affect nurses‧ intent to leave but the work environment and burnout are important mediators of this influence. Administrators should adopt authentic leadership practices and make efforts to improve the work environment and decrease burnout in order to decrease nurses‧ intent to leave.

Finding the niche to reposition leadership in Africa’s developing economies for the global highway: review of literature on leadership development programmes – methods and techniques*

ABSTRACTAfrica’s developing economies remain in critical need for leadership. This paper asserts that Africa’s new growth opportunities rest with leadership that could champion organizational performance, innovativeness, and good ethics among others. A review of extant literature on leadership development programmes (LDPs) was done to examine possible initiatives that leadership developers can use to influence leadership practices in Africa. This paper proposes that in Africa, LDPs can be used to inculcate authentic leadership practices and enhance networking and acquisition of innovative skills among others. Furthermore, LDPs could target the youth considering them as an investment into tomorrow’s leadership talent pool. The paper suggests that Africa’s niche for the global highway rests in contextualization of LDPs from other regions to Africa’s unique environment.

Authentic leadership practices informed by a rural hospital study

The purpose of this study was to explore perceptions of work environment characteristics across employee groups in a rural hospital to determine if authentic leadership and management practices were perceived to be actualized in the organization. Creating a healthy work environment through authentic leadership practices is critical to sustaining care quality improvements (QIs) and patient safety. In light of fewer financial and educational resources, an academic-practice partnership provides evidencebased support for administrators in rural hospitals. This mixed methods study involved the following measures: 1) Descriptive cross-sectional survey of hospital employees regarding work environment characteristics (N = 139/188; 74% response rate), yielding statistical power of .95, and 2) multiple qualitative focus groups with employees (N = 37) to explore contextual factors potentially influencing perceptions of work environment. There were statistically significant differences among perceived levels of vitality for hospital administrative staff compared to clinical and ancillary staff (p &lt; .000 – p &lt; .026). Thematic content of qualitative data revealed issues regarding a perceived lack of authentic leadership and management behaviors. Adopting best practices related to QIs may first require a paradigm shift by hospital leadership and management through conscious promotion of mutual trust and healthy work behaviors. An academic-practice partnership can provide data-based insights into work environment characteristics that may need attention so that the hospital administrator may empower staff-driven, collaborative QIs from an evidence-based stance.

Authentic Leadership, Organizational Culture, and Healthy Work Environments

The purpose of this article is to showcase the relationship among authentic leadership, organizational culture, and healthy work environments using a stress and coping lens. A qualitative descriptive study was conducted to determine what situations contribute to nurse manager stress, what coping strategies they utilize, what health outcomes they report, and what decision-making processes they follow to address stressful situations in their roles. A purposive sample of 21 nurse managers employed at 3 US acute care hospitals completed a demographic questionnaire and 14-question interview incorporating components of the Critical Decision Method. A secondary analysis of the data was conducted to identify differences in nurse manager narratives based upon differences in the organizational cultures where the managers worked. Of the 21 nurse managers studied, differences were evident in the organizational cultures reported. Nurse managers working in the positive organizational cultures (n = 12) generally worked in healthy work environments and engaged in more authentic leadership behaviors. Conversely, nurse managers working in the negative organizational cultures (n = 9) worked in unhealthy work environments and reported less optimism and more challenges engaging in authentic leadership practices. Organizational culture and leadership matter in creating and sustaining healthy work environments. Nurse managers play a pivotal role in creating these environments, yet they need supportive structures and resources to more effectively execute their roles.

Effects of Structured Self-reflection on the Development of Authentic Leadership Practices among Queensland Primary School Principals

This article reports on research that explored the concept of authentic leadership with seven principals of Catholic primary schools in Brisbane, Australia. Recent developments in leadership theory have promoted the concept of authentic leadership for addressing the leadership demands associated with our seemingly ever-changing and unpredictable, if not chaotic, world. In particular, authentic leaders are said to act in accordance with their personal values and convictions thereby building essential credibility, respect and trust. This suggests that the development of authentic leadership is contingent upon the leader having explicit knowledge of their values so that they can readily act in accordance with these values. Hence, this research sought to determine whether or not it is possible to develop authentic leadership practices by increasing the leader's explicit knowledge of their personal values. A deeply structured process of self-reflection was used as the means for increasing this explicit self-knowledge. In the light of this research, it is proposed that there is more to authentic leadership than knowing one's values. Arguably, truly authentic leadership might only be possible for those leaders who have the commitment and courage to come to know and understand the full extent of the influential power of their whole inner Self.