Effect Of Authentic Leadership Research Articles

Authentic leadership and creativity

PurposeThe purpose of this paper is to develop and test a conceptual model which explains whether and how authentic leadership, through psychological meaningfulness, safety and work engagement, influences employee creativity. The authors delineate two pathways from authentic leadership to work engagement, which in turn foster creativity. The first pathway illuminates how authentic leadership generates psychological meaningfulness which enhances work engagement and creativity subsequently, while the second elucidates the indirect impact of authentic leadership on creativity via psychological safety and work engagement.Design/methodology/approachData were collected from 300 employees working in heavy engineering and automobile industry in India. Regression analysis was used to analyze data with the help of SPSS 24. Serial mediation effects were tested with the help of bootstrapping procedures using SPSS process macro (Hayes, 2013).FindingsPsychological meaningfulness and work engagement were found to mediate the relationship of authentic leadership with creativity both independently and in series. Psychological safety failed to transfer the effect of authentic leadership on both work engagement and creativity.Practical implicationsOrganizations may reap the benefits of a creative and engaged workforce by selecting, nurturing and developing authentic leaders.Originality/valueThe study contributes to theory building in the area of authentic leadership by enriching the understanding of the processes carrying the effect of authentic leadership on desirable workplace outcomes. In doing so, the study also explicates the less understood nature of relationship between leadership and creativity.

Authentic leadership, career self-efficacy and career success: a cross-sectional study

Purpose The purpose of this paper is to explore the effects of authentic leadership on employees’ objective (hierarchical status) and subjective (career satisfaction) career success. In addition, this paper attempts to examine the mediating role of career self-efficacy in these relationships. Design/methodology/approach The sample for this cross-sectional study comprised of 162 Pakistani employees drawn from a leading food and beverage company. Structural equation modelling and the bootstrapping procedure were used to test the research hypotheses. Findings Results showed that career self-efficacy fully mediated the relationship between authentic leadership and hierarchical status, while it partially mediated the effects of authentic leadership on career satisfaction. Practical implications The findings of this study indicate that authentic leadership behaviours can have a positive impact on employees’ career success. Thus, in order to ensure that employees accomplish their career goals and realise their full potential, it is vital that organisations devise strategies, which are geared towards promoting authentic leadership. Originality/value This paper provides a first examination of the relationship between authentic leadership and two indicators of career success: hierarchical status and career satisfaction. In addition, it identifies one possible pathway in the form of career self-efficacy through which authentic leadership relates to employees’ career success.

Cultivating employees' communal relationship and organizational citizenship behavior through authentic leadership: studying the influence of procedural justice.

BackgroundLeaders play vital role in organization to accomplish organizational goals and establish healthy working environment. This study addresses the effect of authentic leadership on employees’ communal relationship and organizational citizenship behavior (OCB). In addition, this research also examines how procedural justice augments the effect of authentic leadership on both aforementioned employees’ behavioral outcomes.Materials and methodsUsing a cross-sectional design, data were collected from 425 employees working in banking sector of Pakistan. It was hypothesized that authentic leadership would positively predict employees’ communal relationship and OCB. Furthermore, we also assumed that procedural justice will strengthen the relationship between authentic leadership, both behavioral outcomes, that is, employees’ communal relationship and OCB.ResultsAnalyses reveal that authentic leadership positively predicts employees’ communal relationship and OCB. In addition, procedural justice was found to positively moderate the effect of authentic leadership on employees’ communal relationship and OCB.ConclusionTo our knowledge, this is the first study to investigate the relationships among authentic leadership, procedural justice, communal relationship, and OCBs in the South Asian context. This is the first study to report the moderating role of procedural justice in the relationship between authentic leadership and communal relationship and OCB. The practical implications of study findings and direction for future research are discussed.

커피 전문점 관리자의 진정성 리더십이 바리스타의 상사신뢰와 조직 신뢰, 그리고 소진에 미치는 영향

커피 전문점 관리자의 진정성 리더십이 바리스타의 상사신뢰와 조직 신뢰, 그리고 소진에 미치는 영향

A Study on the Effects of Authentic Leadership on Job Satisfaction and Organizational Citizenship Behavior: Focus on Military Organization Behavior

A Study on the Effects of Authentic Leadership on Job Satisfaction and Organizational Citizenship Behavior: Focus on Military Organization Behavior

Work–family spillover and crossover effects of authentic leadership in China

This study investigated the relationship between authentic leadership as perceived by employees and romantic love as rated by their spouses. It also focused on the mediating role of employee work‐to‐family positive spillover and the moderating role of employee work–home segmentation preference. Data from 200 employee–spouse couples collected in three waves in China indicated that work‐to‐family positive spillover mediated the relationship between authentic leadership and romantic love. In addition, work–home segmentation preference attenuated the relationships among authentic leadership, work‐to‐family positive spillover, and romantic love, as well as the indirect effect of work‐to‐family positive spillover on the relationship between authentic leadership and romantic love. Our findings make important theoretical contributions and contribute practical insight into the leadership and work–family literature.

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.

The Effects of Corporate Social Responsibility on Job Performance: Moderating Effects of Authentic Leadership and Meaningfulness of Work

The study aims to investigate methods for companies to contribute to not only social and national developments, but also on the promotion of individuals and companies by re-examining the various phenomena that define companies. The study examines the relationship between subordinate factors of social responsibility activities and job performances as well as the role of CEOs in showing authentic leadership and meaningfulness of work. A total of 312 valid questionnaires were obtained, and hypotheses were tested using regression analysis, hierarchical regression analysis, and 3-way interactions. The results suggest that corporate social responsibility activities not only enhanced the performance of the members, but also confirmed the importance of the authentic leadership of the CEO. Additionally, the role of the members in the company also showed to play a very significant role in a company’s developments. The results also show that the CEO and members need to make efforts to increase ethics as well as gain more competitiveness and improve their reputation by promoting their sense of calling and feeling of compassion in the workplace. In other words, the members of the high-ranking book and the members of the relatively low position will have different degrees of information transfer and evaluation of the company policy may be different.

The Effects of Authentic Leadership on Ethical Behavior: The Mediating Effect of Moral Courage

The Effects of Authentic Leadership on Ethical Behavior: The Mediating Effect of Moral Courage

The Effect of Authentic Leadership on Commitment to Organizational Change and Change-oriented Behavior: The Mediating Effect of Positive Psychological Capital

오늘날과 같은 급변하는 경영환경에서 조직이 생존하기 위해서는 끊임없이 새로운 환경변화에 적응하고 대응하는 노력이 필요하다. 조직변화를 성공적으로 수행하기 위해서는 구성원들이 변화에 대한 부정적인 인식에서 벗어나 조직변화를 긍정적으로 받아들이고 적극적으로 실행하기 위한 변화몰입과 변화행동이 필수적일 것이다. 특히 조직 내 개별구성원들이 스스로 변화를 주도하고 자신의 업무를 능동적으로 수행하도록 동기부여하고 촉진하는 리더의 역할이 무엇보다 증대되고 있다.BR 이러한 문제의식에서, 본 연구는 진정성리더십이 변화에 대한 개인의 태도와 행동에 미치는 영향과 심리지향적 영향변인인 긍정심리자본의 매개역할을 규명하는데 그 목적이 있다. 본 연구의 실증분석을 위해 제조업 종업원 255명을 대상으로 설문조사를 실시하여 수집한 자료를 활용하였고, 구조방정식모형을 사용하여 가설검증을 실시하였다. 본 연구의 실증분석 결과는 다음과 같다. 첫째, 진정성리더십은 기존 선행연구와 마찬가지로 긍정심리자본과 조직변화몰입에 유의한 정(+)의 영향을 미치는 것으로 나타났다. 둘째, 진정성리더십은 변화지향행동에 유의한 영향을 미치지 않는 것으로 확인되었다. 셋째, 긍정심리자본은 진정성리더십과 조직변화몰입, 그리고 변화지향행동과의 관계를 긍정적으로 매개하는 것으로 확인되었다.BR 본 연구는 지금까지 연구가 미흡했던 진정성리더십과 변화에 필요한 개인의 태도와 행동측면에서 변화지향행동을 결과변수로 선택하여 검증함으로써 진정성리더십 효과에 대한 연구영역을 확장하였다. 또한 진정성리더십과 변화지향행동에 대한 가능한 매개변수를 찾아 새로운 경로모델을 제시하여 이에 대한 심리적 치환과정을 확인함으로써 진정성리더십, 긍정심리자본과 변화지향행동간 직 · 간접적 영향관계를 보다 심도 있게 분석하였다는 점에서 의의가 있다. 또한 실무적으로, 조직차원의 정서적 조직변화몰입을 유도하기 위해서는 진정성리더십과 긍정심리자본의 영향요소를 동시에 촉진하여 조직의 변화몰입을 유도하고. 반면에 변화지향행동을 제고하기 위해서는 결과변수에 직접적으로 영향을 미치지 않는 진정성리더십을 통한 접근방법보다는 긍정심리자본의 매개효과를 적극적으로 활용해서 변화지향행동을 이끌어내는 것이 보다 효과적인 방법임을 제시하였다.

Perceived supervisor support and turnover intention: moderating effect of authentic leadership

PurposeThe purpose of this paper is to investigate the moderating role of authentic leadership (AL) on the relationship between seasonal employee’s perception of supervisor support and turnover intention (TI) in the hospitality industry.Design/methodology/approachThe data on perceived supervisor support (PSS), AL and TI were gathered from 305 seasonal employees of five-star hotels in Antalya, Turkey with a time lag of one month. Hierarchical linear regression and hierarchical linear modeling were performed to test the multi-level data.FindingsThe findings revealed direct significant effects of both supervisor support and AL on TI. In addition, AL moderated the negative influence of PSS on TI.Research limitations/implicationsThis multi-level research highlights the significance of AL for comprehending the link between seasonal hotel employees’ PSS and their TI. Directions for future research include a cross-cultural study examining the validity of the conceptual framework. Confirmatory factor analysis was performed to check the common method variance.Practical implicationsAL through strengthening PSS works as a catalyst for keeping seasonal employees in the organization for the next season. Thus, practitioners should develop supervisors’ AL skills and they should encourage supervisors to be more efficient in improving themselves as a main source of support.Originality/valueThe research investigates the little-researched area of AL at the group level in relation to PSS and TI.

Authentic leadership and employee job behaviors: The mediating role of relational and organizational identification and the moderating role of LMX

The current paper aims to explore the effect of authentic leadership on employee job behaviors (e.g. voice and innovation behaviors) through the lens of identification. Specifically, based on data collected from a sample of 201 employees at two points in time and drawing from research on authentic leadership and social identity theory, this study examined how authentic leadership affected employee voice and innovation behavior. We found that relational and organizational identification played a significant chain-mediating role in the relationship between authentic leadership and employee innovation behavior, but not in the relationship between authentic leadership and employee voice. We also found that leader-member exchange (LMX) positively moderated the relationship between authentic leadership and employee relational identification. These findings contribute to research on authentic leadership and identification. The limitations of this study and future directions are also discussed.

The Effect of Authentic Leadership for the Manager of Food Service Enterprise on the Job Stress, the Job Engagement and the Change Commitment

The Effect of Authentic Leadership for the Manager of Food Service Enterprise on the Job Stress, the Job Engagement and the Change Commitment

The Impact of Authentic Leadership on Knowledge Sharing Behavior with the Moderating role of Islamic Work Ethics

This paper aims to explore the effects of authentic leadership on knowledge-sharing behavior and moderating role of Islamic work ethics. There is limited research devoted to the authentic leadership and knowledge-sharing behaviour within the Telecom sectors of Pakistan. The objective of this study is to analyze the impact of authentic leadership on knowledge sharing behavior with moderating role of Islamic work ethics. This is a quantitative research study. Convenience sample method was used as a sampling technique for this research. The data was collected from different two organizations (Mobilink and Ufone) and questionnaire was distributed to 220 employees, working in various multinational organizations of Islamabad (Pakistan). The data was analyzed using SPSS. The result showed that authentic leadership at Telecom organizations was developed positive behavior through knowledge-sharing. Therefore, the association between authentic leadership, Islamic work ethics and knowledge-sharing behavior is positive. The contribution of this study is Islamic work ethics using first time between authentic leadership and knowledge sharing behavior which not used so far.

The Impact of Authentic Leadership on Organizational Citizenship Behaviours and the Mediating Role of Corporate Social Responsibility in the Banking Sector of Pakistan

This study was designed to examine the effect of authentic leadership on organizational citizenship behaviour (OCB), as well as to examine the mediating mechanism of corporate social responsibility (CSR) on the aforementioned relationship. Using the cross-sectional design method, the data were collected from 395 employees working in the banking sector of Pakistan. Drawing on social exchange theory, it was hypothesized that authentic leadership would positively predict organizational citizenship behaviour. Furthermore, it was hypothesized that CSR would positively mediate the relationship between authentic leadership and OCB. The results of the study indicate that authentic leadership positively predicts OCB. Importantly, CSR was found to positively mediate the effect of authentic leadership on OCB. Theoretical implications of the study and future research directions are also discussed.

“Black Box” between Authentic Leadership and Follower Commitment

The aims of present study was to test the theoritical linking model of authentic leadership with personal identification, social identification, trust to leader, and organizational commitment in higher education institution. The quantitative methodology used in this study incorporates cross-sectional survey method. Analysis was conducted on the sample of 150 academic and administrative staff from one of private business school in Yogyakarta special region. The direct effect between variables analyzed using path analysis and mediating mechanism using procedure from Baron and Kenny (1986) and Sobel test. Results reveal positive and significant direct effect of authentic leadership to personal identification, social identification, trust to leader and organizational commitment. Folower’s personal identification mediate the effect of authentic leadership to follower’s trust and commitment. Follower’s trust to leader mediate the relationship between authentic leadership and follower’s commitment. Meanwhile, social identification does not mediate the effect of authentic leadership to follower’s commitment and trust to leader. Implication for management theory and practice are discussed.

Influence of Authentic Leadership and Coworker Support on the Psychological Well-being of Staff Nurses

Purpose: This descriptive study investigated the effects of authentic leadership and coworker support on psychological well-being of staff nurses. Methods: The participants were 166 staff nurse working in university hospital located in D city. Data were collected from July 1 2017 to 31, 2017. Data analysis was performed using descriptive statistics, t-test, ANOVA, Pearson’s correlation coefficient, and hierarchical regression. Results: The regression model that included demographics and coworker support explained about 40.0% of psychological well-being. Marital status, nurse satisfaction, turnover experience, and coworker support were the predictors of psychological well-being in staff nurses. Conclusion: Coworker support was an important predictor of the psychological well-being of staff nurse. Therefore, strategics to improve coworker support are needed to increase psychological well-being in the clinical field.

The Mediating Effect between Authentic Leadership and Social Loafing : Focusing on the Serial Multiple Mediation of Psychological Empowerment and Psychological Contract Breach

본 연구는 조직 내 사회적 태만에 영향을 미치는 관계지향적 차원의 리더십과의 영향요인과 개인의 심리적 차원의 심리적 임파워먼트와 심리적 계약위반의 작용효과를 실증하여, 사회적 태만현상의 이해와 예방이 필요한 조직에 실질적인 이론적 실무적 시사점을 제안하기 위한 목적으로 실시되었다. 이를 위해 본 연구는 진성리더십과 사회적 태만 간 매개효과를 분석하기 위해 심리적 임파워먼트와 심리적 계약위반을 순차적으로 경유하는 순차적 직렬매개효과를 검증하고자 하였다. 연구결과 첫째, 심리적 임파워먼트(M1)는 진성리더십과 사회적 태만(Y)에 부(-)적인 매개효과가 있는 것으로 나타났다. 둘째, 심리적 계약위반(M2)은 진성리더십과 사회적 태만에 부(-)적인 매개효과가 있는 것으로 나타났다. 셋째, 진성리더십(X)이 심리적 임파워먼트(M1)와 심리적 계약위반(M2)을 순차적으로 직렬매개하여 사회적 태만에 부(-)적인 영향이 있다는 매개효과를 확인하였다. 이 과정에서 진성리더십은 구성원의 심리적 임파워먼트를 증가시키고 심리적 계약위반은 감소시켜 사회적 태만을 낮추는 것으로 확인되었다. 요약하면, 조직에서 리더가 진성리더십을 높게 발휘할수록 구성원의 심리적 임파워먼트는 증가되고 심리적 계약위반은 감소되어 사회적 태만은 낮아진다. 특히 심리적 임파워먼트와 심리적 계약위반 간의 순차적 직렬매개효과를 실증 분석하여 진성리더십과 사회적 태만 간에 관계에서 심리적 임파워먼트와 심리적 계약위반의 역할과 효과성에 대한 새로운 시사점과 향후 연구과제에 대해 제언하였다.This study aims to identify the mediating effect between authentic leadership and social loafing, our study looks into the serial multiple mediation in the order of psychological empowerment and psychological contract breach. Our results show that authentic leadership (X) affects social loafing (Y) indirectly through psychological empowerment (M), which negatively affected the relationship, and psychological contract breach had a positive causal relationship with social loafing. Thus, the serial multiple mediation (authentic leadership => psychological empowerment => psychological contract breach => social loafing) was causally associated negatively. Through our systemic exploration of the mediating variables that enable authentic leadership to lower members perceived social loafing, we empirically verified that the leader s authentic leadership can strengthen the psychological empowerment and lower psychological contract breach of members, thereby decreasing their perception of social loafing. In particular, by quantitatively demonstrating the serial multiple mediation of psychological empowerment and psychological contract breach between authentic leadership and social loafing, our study presents new possibilities for in-depth research on the effectiveness of authentic leadership. The implications and limitations of our research and suggestions for future studies are discussed.

진정성 리더십이 조직시민행동에 미치는 영향 : 자기효능감의 매개효과와 체면의식의 조절효과 검증

진정성 리더십이 조직시민행동에 미치는 영향 : 자기효능감의 매개효과와 체면의식의 조절효과 검증

The Effect of Authentic Leadership on School Culture: A Structural Equation Model

In the study, the effect of school principals’ authentic leadership behaviors on teachers’ perceptions of school culture was tested with the structural equation model. The study was carried out with the correlation research design. Authentic leadership behavior was taken as the independent variable, and school culture was taken as the dependent variable. The participants in the study were 256 teachers from 15 elementary schools. In the study, the research data were collected with the Authentic Leadership Scale (Walumbwa, Avolio, Gardner, Wernsing & Peterson, 2008) and the Organizational Culture Scale (Karada?, 2009). The Authentic Leadership Scale included the factors of (i) self-awareness, (ii) transparency in relations, (iii) balanced processing and (iv) internalized ethical viewpoint; as for the Organizational Culture Scale, it was made of such factors as (i) managerial and (ii) aim. In the study, in order to test the structural equation model formed theoretically, path analysis was conducted to investigate the appropriate models and to combine the measurement error in both latent and observed variables. The findings obtained demonstrated that the school principals’ authentic leadership behaviors had positive effect on teachers’ perceptions of school culture.