Authentic leadership outcomes in detail-oriented occupations: Commitment, role-stress, and intentions to leave

2018 ◽  
Vol 26 (5) ◽  
pp. 832-849 ◽  
Author(s):  
Elad Kalay ◽  
Yael Brender-Ilan ◽  
Jeffrey Kantor
Keyword(s):  
Leadership Style ◽  
Structural Equation ◽  
Authentic Leadership ◽  
Ethical Climate ◽  
Affective Commitment ◽  
Intention To Leave ◽  
Role Stress ◽  
Equation Modeling ◽  
Public Accounting ◽  
Intentions To Leave

AbstractIn recent years there has been a growing scholarly interest in authentic leadership, a leadership style that fosters positive psychological capacities and a positive ethical climate. This study focuses on the Certified Public Accounting profession, which is known as a detail-oriented occupation. We examined if Certified Public Accounting managers exhibiting an authentic leadership style were capable of strengthening the commitment of their subordinates and, at the same time, reducing role-stress and intentions to leave. The hypotheses were tested on a sample of 512 Certified Public Accountings in Israel using structural equation modeling. Results revealed that perceived authentic leadership was negatively related to role-conflicts and role-ambiguity, directly and through the mediation of affective commitment. In addition, the negative correlation between authentic leadership and intention to leave was fully mediated by affective commitment. Limitation and applications for organizations are discussed.

Participatory HRM and firm performance

2019 ◽  
Vol 41 (5) ◽  
pp. 1098-1119 ◽  
Author(s):  
Neha Gahlawat ◽  
Subhash C. Kundu
Keyword(s):  
Firm Performance ◽  
Organizational Climate ◽  
Structural Equation ◽  
Affective Commitment ◽  
Intention To Leave ◽  
Employee Attitudes ◽  
Primary Data ◽  
Equation Modeling ◽  
Content Type ◽  
The Relationship

Purpose The purpose of this paper is to examine the relationship between participatory HRM and firm performance through a series of mediators. Design/methodology/approach Primary data were collected from 569 respondents belonging to 207 organizations operating in India. Structural equation modeling and bootstrapping via PROCESS were used to analyze the hypothesized relationships between participatory HRM and firm performance. Findings The study has highlighted that participatory HRM in the form of self-managed teams, flexible work arrangements and empowerment results in better organizational climate, heightened affective commitment, reduced intention to leave and enhanced firm performance. Furthermore, it has been established that organizational climate, affective commitment and intention to leave serially mediate the relationship between participatory HRM and firm performance. Practical implications The study gives strong indications that adopting bundle of participatory HRM practices is beneficial for generating positive organizational climate, enhanced employee attitudes and superior firm performance. Originality/value By establishing serial mediation through organizational climate, affective commitment and employees’ intention to leave, this study brings new insights into the interpretation of underlying mechanism existing between participatory HRM and firm performance, thus uniquely contributes to the HRM and OB literature.

Teacher Role Stress, Satisfaction, Commitment, and Intentions to Leave: A Structural Model

2009 ◽  
Vol 105 (3) ◽  
pp. 771-786 ◽  
Author(s):  
Sharon Conley ◽  
Sukkyung You
Keyword(s):  
Structural Equation Modeling ◽  
Structural Equation ◽  
Structural Model ◽  
Coastal Region ◽  
Role Stress ◽  
Equation Modeling ◽  
Role Overload ◽  
Intentions To Leave ◽  
Teachers Perceptions ◽  
Confirmatory Factor

Structural equation modeling was used to assess the plausibility of a conceptual model specifying hypothesized linkages among teachers' perceptions of the role stresses of role ambiguity, role conflict, and role overload and commitment, satisfaction, and intentions to leave their employing school. 178 teachers in four high schools in a southern coastal region of California responded to survey questions designed to capture the above constructs. Confirmatory factor analysis was used to assess whether the role-stress items fit hypothesized constructs. Structural equation modeling results indicated that satisfaction and commitment are two mediators in the role stresses–intentions to leave relationship.

Fostering learning organisation in transitional economy – the role of authentic leadership and employee affective commitment

2017 ◽  
Vol 9 (3/4) ◽  
pp. 441-455 ◽  
Author(s):  
Milan Delić ◽  
Terje Slåtten ◽  
Bojana Milić ◽  
Uglješa Marjanović ◽  
Srđan Vulanović
Keyword(s):  
Structural Equation ◽  
Authentic Leadership ◽  
Affective Commitment ◽  
Employee Commitment ◽  
Transitional Economy ◽  
Equation Modeling ◽  
Learning Organisation ◽  
Market Conditions ◽  
Content Type

Purpose The aim of this study is to examine how and in what way authentic leadership and affective employee commitment foster the learning organisation in the context of transitional market conditions. Acting as role factors, their relationships with the learning organisation were examined simultaneously, at leadership and employee level. Design/methodology/approach The study was conducted on a sample of 500 employees from various industries of Serbian transitional economy. For the research purposes, structural equation modeling (SEM) methodology was used. Findings The findings reveal that authentic leadership and employee commitment both play an important role. Specifically, authentic leadership directly and indirectly affects the learning organisation. The indirect effect is partially mediated by the employee affective commitment. Research limitations/implications The focus of this study is limited to the role of authentic leadership in fostering the learning organisation. Apart from leadership and employee commitment, it might be assumed that other variables have the potential to play a role in fostering the learning organisation as well. Originality value To the best of the authors’ knowledge, no previous study has focused on authentic leadership and employee commitment as an “enabling-mechanism” in fostering learning organisations in the context of transitional economies. Consequently, this paper provides theoretical and practical implications on how and in what way they impact a learning organisation by empirically studying them in the context of transitional market conditions.

scholarly journals FAKTOR YANG MEMENGARUHI JOB PERFORMANCE PEGAWAI GENERASI MILENIAL

2021 ◽  
Vol 5 (2) ◽  
pp. 165-186
Author(s):  
Novryansyah Novryansyah ◽  
Dita Oki Berliyanti ◽  
Ida Ariyani
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Leadership Style ◽  
Ethical Leadership ◽  
Millennial Generation ◽  
Structural Equation ◽  
Authentic Leadership ◽  
Equation Modeling ◽  
Cross Sectional ◽  
Purposive Sampling

Job performance of employees from the millennial generation is starting to be studied a lot because the proportion is starting to increase. Leadership style and job satisfaction are factors that are suspected to affect job performance. This study aims to examine the effect of ethical leadership, authentic leadership on job performance mediated by job satisfaction. This study was a cross-sectional design involving 350 millennial generation employees at the Tanjung Priok Customs and Excise Main Service Office, which were selected by purposive sampling. Data were analyzed using Structural Equation Modeling (SEM) with AMOS 26 software. The results of this study indicate that ethical leadership has a positive effect on job satisfaction and negative effect on job performance, but not significant. Meanwhile, authentic leadership has a positive and significant effect on job satisfaction, but not significantly on job performance. In addition, this study also finds that job satisfaction has a positive and significant effect on job performance and acts as a mediator in the influence of authentic leadership and ethical leadership on job performance. These results build and enrich models of the influence of ethical leadership, authentic leadership, job satisfaction on job performance in existing. In addition, this study recommends that superiors have a personality that is liked by their subordinates, so that it has an impact Keywords: ethical leadership, authentic leadership, job satisfaction, job performance, millennial generation employees. Job performance pegawai dari generasi milenial menjadi hal yang mulai banyak diteliti karena proporsinya mulai meningkat. Gaya kepemimpinan dan kepuasan kerja merupakan faktor yang ditengarai memengaruhi job performance. Penelitian ini bertujuan menguji pengaruh ethical leadership, authentic leadership terhadap job performance yang dimediasi job satisfaction. Penelitian ini berdesain crosssectional yang melibatkan 350 pegawai generasi milenial Kantor Pelayanan Utama Tipe A Bea dan Cukai Tanjung Priok yang dipilih secara purposive sampling. Data dianalisis menggunakan Structural Equation Modelling (SEM) dengan perangkat lunak AMOS 26. Hasil penelitian ini menunjukkan bahwa ethical leadership berpengaruh positif terhadap job satisfaction dan negatif terhadap job performance, tetapi tidak signifikan. Sementara itu, authentic leadership berpengaruh positif dan signifikan terhadap job satisfaction, tetapi tidak signifikan terhadap job performance Selain itu, penelitian ini juga mendapatkan bahwa job satisfaction berpengaruh positif dan signifikan terhadap job performance dan berperan sebagai mediator dalam pengaruh authentic leadership  dan ethical leadership terhadap job performance. Hasil ini membangun dan memperkaya model pengaruh ethical leadership, authentic leadership, job satisfaction terhadap job performance yang sudah ada. Selain itu, penelitian ini merekomendasikan  agar atasan memiliki kepribadian yang disenangi bawahan, sehingga berdampak pada job satisfaction dan job performance bawahan. Kata Kunci: ethical leadership, authentic leadership, job satisfaction, job performance, pegawai generasi milenial.

The relationship between authentic leaders and employees’ creativity

2018 ◽  
Vol 11 (2) ◽  
pp. 58-73 ◽  
Author(s):  
Ana Suzete Semedo ◽  
Arnaldo Coelho ◽  
Neuza Ribeiro
Keyword(s):  
Structural Equation ◽  
Design Methodology ◽  
Authentic Leadership ◽  
Affective Commitment ◽  
Equation Modeling ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship ◽  
Practical Implications

Purpose The purpose of this paper is to investigate how authentic leadership (AL) predicts creativity both directly and through the mediating role of affective commitment (AC) and job resourcefulness (JR). Design/methodology/approach Data collected from a questionnaire administered to a sample of 543 employees have been analyzed. The model was tested using structural equation modeling. Findings The findings show that AL predicts AC, JR and creativity. The findings also show that AC and JR predict creativity. In other words, leaders’ authenticity increases employees’ creative spirit and, thus, employees’ ability to overcome obstacles and meet challenges at work and their emotional bond play an important role (mediators) in this relationship. Practical implications The results of this study are conclusive and contribute to a better understanding of AL and its implication for employees’ emotional bond, their ability to overcome obstacles and their ability to introduce new and useful ideas. This study provides evidence that organizations should focus on training leaders with authentic characteristics. Originality/value This study considers both AC and JR as mediators of the relationship between AL and creativity. Therefore, the originality of this study lies in the integration of these four concepts in a single study to provide a model that depicts the chain of effects between AL, AC, JR and an employee’s creativity.

Transformational leadership and trust in leadership impacts on employee commitment

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Yue Yuan ◽  
Haiyan Kong ◽  
Tom Baum ◽  
Yining Liu ◽  
Chao Liu ◽  
...  
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Leadership Style ◽  
Structural Equation ◽  
Affective Commitment ◽  
Equation Modeling ◽  
Positive Contribution ◽  
Content Type ◽  
Trust In Leadership ◽  
The Relationship

Purpose This paper aims to explore the effects of leadership style and trust in leadership on employees’ affective commitment under the epidemic situation. Design/methodology/approach A total of 580 valid questionnaires were collected online targeting the hospitality and tourism employees working from home during the particular period of the COVID-19 Coronavirus crisis. Structural equation modeling was used to analyze the data with AMOS software. Findings The findings indicated that perceived transformational leadership was a positive predictor of trust in leadership and affective commitment. In addition to the positive contribution to commitment, trust in leadership also mediated the relationship between transformational leadership and organizational commitment. Originality/value The current study contributes to the literature on leadership and organizational commitment. The results of this study may provide a valuable guide to organizations, leaders and young employees.

scholarly journals Authentic leadership, happiness at work and affective commitment

2019 ◽  
Vol 31 (3) ◽  
pp. 337-351 ◽  
Author(s):  
Ana Suzete Semedo ◽  
Arnaldo Coelho ◽  
Neuza Ribeiro
Keyword(s):  
Structural Equation ◽  
Authentic Leadership ◽  
Affective Commitment ◽  
Cape Verde ◽  
Mediating Effect ◽  
Working Environment ◽  
Equation Modeling ◽  
Public And Private ◽  
Content Type ◽  
Private Organizations

Purpose This study aims to investigate the relationship between perceptions of authentic leadership (AL) and affective commitment (AC) both directly and indirectly through the mediating effect of happiness at work. Design/methodology/approach Empirical research has analyzed the data from a questionnaire administered to a sample of 543 employees belonging to various public and private organizations in Cape Verde. Structural equation modeling was used to test the model. Findings It was found that the perceptions of AL explain employees’ happiness at work. Perceptions of AL also predict AC both directly and through the mediating effect of happiness at work. Practical implications The findings suggest that AL predicts happiness at work, which, in turn, explain employees` emotional bond to the organization. These results provide evidence that the quality of working environment created by leaders plays an important role in the extent to which employees develop a better emotional bond at work. So, the organizations, particularly in Cape Verde, should focus on training leaders with authentic characteristics. Originality/value In addition to verifying the direct relationship between AL and AC, this study introduced the mediating effect of the happiness, providing a model that depicts the chain effect between AL, AC and happiness, integrating these concepts in a single study.

The effects of authentic leadership and organizational commitment on turnover intention

2016 ◽  
Vol 37 (2) ◽  
pp. 181-199 ◽  
Author(s):  
Anthony Gatling ◽  
Hee Jung Annette Kang ◽  
Jungsun Sunny Kim
Keyword(s):  
Organizational Commitment ◽  
Leadership Style ◽  
Turnover Intention ◽  
Structural Equation ◽  
Authentic Leadership ◽  
Leadership Behavior ◽  
Equation Modeling ◽  
Self Awareness ◽  
Content Type ◽  
The Impact

Purpose – The purpose of this paper is to explore whether authentic leadership in hospitality is composed of four distinctive but related substantive components (i.e. self-awareness, relational transparency, balanced processing, and internalized moral); the impact of authentic leadership on employees’ organizational commitment (OC); the impact of employees’ OC on their turnover intention (TI); and the indirect effect of authentic leadership on employees’ TI via OC. Design/methodology/approach – The authors tested a sample of 236 students working as employees in hospitality in the USA, on the idea that authentic leadership increases OC which in turn decreases TI. The participants were asked to rate the manager’s leadership style and the frequency of their leadership behavior. Findings – Results of structural equation modeling provide support for the positive effect of authentic leadership on OC in the hospitality industry, and suggest that OC mediates reduced TI. Practical implications – The findings in the present study are extremely useful to managers, human resource managers, and organizations as a whole. Practitioners looking to increase employee OC and decrease TI can do so by augmenting the authentic leadership qualities of managers. Originality/value – The results of this study suggests a variety of significant theoretical contributions as well as critical leadership and organizational implications. The effects of authentic leadership were empirically tested on employees’ OC and the effects of that OC on TI.

scholarly journals Fostering Workplace Innovation through CSR and Authentic Leadership: Evidence from SME Sector

2021 ◽  
Vol 13 (10) ◽  
pp. 5388
Author(s):  
Wei Gao ◽  
Lin Wang ◽  
Jingdong Yan ◽  
Yanxiong Wu ◽  
Sadik Yusuf Musse
Keyword(s):  
Leadership Style ◽  
Structural Equation ◽  
Authentic Leadership ◽  
Life Cycles ◽  
Mediating Effect ◽  
Work Behavior ◽  
Equation Modeling ◽  
Innovative Work Behavior ◽  
Current Survey ◽  
Corporate Social

The cut-throat situation of competitiveness in almost every business sector, followed by globalization, shortened product life cycles, and rapid technological changes have raised the importance of innovation to overrun the rivals. Scholars have established that appropriate leadership style is a key enabler for organizational success. However, it is not clear in existing literature how the concept of authentic leadership is related to innovative work behavior (IWB). Likewise, the role of corporate social responsibility (CSR) to induce IWB is also vague in current literature. Thus, the basic purpose of the current study was to test the relationship of CSR and IWB with the mediating effect of authentic leadership. The proposed model was tested in the small and medium-sized enterprises (SMEs) sector of China. The data were collected through a questionnaire that was distributed among different respondents of the current survey. The data were obtained from a dyad of supervisor and subordinate serving in different SMEs in Wuhan city of China. The study used the structural equation modeling (SEM) technique to validate different hypotheses. The empirical results confirm that CSR positively relates to IWB while authentic leadership partially mediates this relationship. The findings of the current survey will be helpful for policymakers to recognize employees as a source of innovation through CSR and authentic leadership.

scholarly journals Improving Auditor Performance Through A Spirituality Workplace Based on Tri Hita Karana, Hardiness Personality and Role Stress

2020 ◽  
Vol 4 (3) ◽  
pp. 444
Author(s):  
Mertyani Sari Dewi ◽  
Made Dwi Ferayani ◽  
Gusti Putu Eka Kusuma
Keyword(s):  
Empirical Evidence ◽  
Role Conflict ◽  
Structural Equation ◽  
Role Ambiguity ◽  
Audit Quality ◽  
Workplace Spirituality ◽  
Role Stress ◽  
Equation Modeling ◽  
Role Overload ◽  
Public Accounting

This research is motivated by the importance of auditor performance in determining the performance of quality public accounting firm (KAP). The ability of auditors in a professional manner in using audit techniques and procedures to improve audit quality has an effect on the resulting performance. The study was conducted to provide empirical evidence regarding efforts to improve auditor performance through Tri Hita Karana-based workplace spirituality, hardiness personality and role stress in Public Accounting Firms (KAP) throughout Bali Province. The population in this study were all KAP auditors in Bali Province who were listed in the Directory published by the Indonesian Institute of Certified Public Accountants (IAPI) in 2020. The sampling technique was purposive sampling with the criteria used by the sample, including the auditors working in KAP throughout Bali Province. is still actively operating and has a minimum of 1 year of service or audit experience. This research was tested using a variance based structural equation model (Structural Equation Modeling-SEM) or Component based SEM with the SmartPLS 3.0 analysis tool. The test results show empirical evidence that Tri Hita Karana-based workplace spirituality weakens the effect of role conflict on auditors' performance, but Tri Hita Karana-based workplace spirituality does not moderate the effect of role ambiguity and role overload on auditor performance, while hardiness  personality cannot moderate the effect of role conflict on performance. auditors, but hardiness personality weakens role ambiguity and role overload on auditor performance.

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