scholarly journals Reframing commitment in authentic leadership: Untangling relationship–outcome processes

2019 ◽  
pp. 1-19 ◽  
Author(s):  
Andrei A. Lux ◽  
Steven L. Grover ◽  
Stephen T. T. Teo
Keyword(s):  
Organizational Commitment ◽  
Authentic Leadership ◽  
Leadership Behavior ◽  
Personal Identification ◽  
Mediation Model ◽  
Affective Organizational Commitment ◽  
Leadership Efficacy ◽  
Mediating Mechanisms ◽  
Relationship Outcome

Abstract Affective organizational commitment is theorized and empirically tested as a key mediator between authentic leadership and desirable employee outcomes. The results of a two-wave survey of 830 business people in Australia support a serial mediation model of authentic leadership efficacy. Followers' perceptions of authentic leadership behavior influence their personal identification and affect-based trust in the leader, which in turn are mediated by affective organizational commitment to positively influence their work engagement and job satisfaction. These findings reinforce previous work that positions personal identification and affect-based trust as the two primary mediating mechanisms of authentic leadership. This paper extends prior research by demonstrating the important role of followers' affective bonds with their organization in the operation of authentic leadership, moving beyond the dyad in our understanding of follower outcomes.

scholarly journals Authentic leadership and behavioral integrity as drivers of staff nurses' commitment and work engagement

2021 ◽  
Vol 11 (6) ◽  
pp. 26
Author(s):  
Amal Refaat Gab Allah ◽  
Rehab Abd Allah Nassar
Keyword(s):  
Organizational Commitment ◽  
Work Engagement ◽  
Authentic Leadership ◽  
Significant Positive Correlation ◽  
Staff Nurses ◽  
University Hospital ◽  
Binary Logistic Regression Analysis ◽  
Affective Organizational Commitment ◽  
Behavioral Integrity ◽  
Positive Correlation

Background and aim: Authentic leadership is relatively a new paradigm that emphasizes leaders' credibility. It can serve the healthcare organization to build an organizational culture that reinforces the healthcare worker in being committed and engaged in work. This study aimed to examine the effect of authentic leadership on staff nurses' affective organizational commitment and work engagement through examining the mediating role of behavioral integrity.Methods: Study design: A descriptive correlational design was used in conducting this study. Setting: The study was conducted at two different hospitals, namely Menoufia University Hospital, and National Liver Institution, Egypt. Sampling: A Convenience sampling of two groups were selected; 64 front-line nurse managers and 320 staff nurses. Tools: Four instruments were used for collecting data; authentic leadership questionnaire, behavioral integrity scale, affective organizational commitment questionnaire, and Utrecht work engagement scale. Spearman correlation (r) and binary logistic regression analysis were used to achieve the study aim.Results: Total behavioral integrity (BI) score was significantly correlated with total authentic leadership (AL) and two of its subscales (internalized moral perspective and balanced processing). Moreover, a significant positive correlation was revealed between the enactment of espoused values at one hand and total authentic leadership and its subscales except for self-awareness. Correlation analysis between BI and organizational commitment revealed a significant positive correlation between the two variables. A significant positive correlation was also found between the BI total and its subscales with work engagement total and its subscales.Conclusions: This study supported the proposition that the relationship between authentic leadership and positive nurses’ outcomes including affective commitment and work engagement is mediated by behavioral integrity.

The relationship between workgroup identification and organizational identification: The moderating role of perceived similarities between targets

2014 ◽  
Vol 20 (4) ◽  
pp. 485-507 ◽  
Author(s):  
Géraldine Marique ◽  
Florence Stinglhamber ◽  
Donatienne Desmette ◽  
Edwine Goldoni
Keyword(s):  
Organizational Commitment ◽  
Organizational Identification ◽  
Value Congruence ◽  
Affective Organizational Commitment ◽  
Global Measure ◽  
The Relationship ◽  
Moderating Role

AbstractThe present research aims to examine the role played by perceived similarities between the workgroup and the organization in the relationships between workgroup identification, organizational identification, and affective organizational commitment. Using two different samples, we found that when perceived similarities were high, workgroup identification was more strongly related to organizational identification and that this relationship carried over to affective organizational commitment. These results were obtained with both a global measure of perceived similarities (Study 1) and a more narrow measure operationalizing perceived similarities in terms of value congruence (Study 2), confirming the generalizability of our results.

Authentic leadership and teachers’ voice behaviour: The mediating role of psychological empowerment and moderating role of interpersonal trust

2020 ◽  
pp. 174114322091592 ◽  
Author(s):  
Sen Zhang ◽  
Alex J Bowers ◽  
Yaqing Mao
Keyword(s):  
Primary Schools ◽  
Authentic Leadership ◽  
Psychological Empowerment ◽  
Interpersonal Trust ◽  
Critical Role ◽  
Mainland China ◽  
Mediation Model ◽  
Moderated Mediation Model ◽  
The Impact

Teachers’ voice behaviour plays a critical role in school reform by providing constructive suggestions to promote teaching, students’ learning and school management. This study investigates how and under what conditions principals’ authentic leadership contributes to teachers’ voice behaviour. Data collected from 982 teachers in 38 primary schools in mainland China were analysed using regression analysis and bootstrapping tests. The research tested a moderated mediation model of authentic leadership effects on teachers’ voice behaviour in which teacher psychological empowerment was included as the mediator and interpersonal trust as the moderator. The results affirmed the partial mediation model, finding significant direct and indirect effects of principals’ authentic leadership on teachers’ voice behaviour. Moreover, interpersonal trust positively moderated the relationship between psychological empowerment and teachers’ voice behaviour, and also strengthened the whole mediating mechanism. When teachers perceived a higher level of interpersonal trust, the effects of principals’ authentic leadership on teachers’ voice behaviour were stronger than for counterparts who perceived a low level of interpersonal trust. Our discussion highlights the benefits of understanding the impact of authentic leadership on teachers’ voice behaviour in relation to interpersonal trust and their psychological empowerment and indicates how teachers can play a role in implementing the perceived situation practically.

scholarly journals TURNOVER INTENTION AMONG LECTURERS IN PRIVATE HIGHER EDUCATION: THE DIRECT IMPACT OF FINANCIAL REWARDS AND MEDIATION OF JOB SATISFACTION AND EFFECTIVE ORGANIZATIONAL COMMITMENT

2021 ◽  
Vol 19 (2) ◽  
pp. 282-295
Author(s):  
Farida Titik Kristanti ◽  
◽  
Arif Partono Prasetio ◽  
Dian Indiyati ◽  
Putu Nina Madiawati ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Private Higher Education ◽  
Affective Organizational Commitment ◽  
Online Questionnaire ◽  
The Government ◽  
The Relationship

Lecturer responsibilities in presenting learning materials and building students’ character is considered very important in preparing future workers/entrepreneur. However, those responsibilities still have not received proper attention in certain institutions and even from the government. If this goes on continuously, it is feared that they will lose wellperformed individuals. This study aimed to investigate the level of turnover intention from the lecturer in six private universities in Bandung. And the role of financial rewards, job satisfaction, and affective organizational commitment as antecedents. Data collected using an online questionnaire. The numbers of total lecturers in those universities were around 3000. This study used a non-probability sample and distributed 500 questionnaires through the human resources office. And after two months, there are 288 participants which willing to complete the questionnaire. After the more detailed screening, we have 121 responses that met our requirements and can be used in this study. The study found that financial rewards were significantly affected job satisfaction and affective organizational commitment. But it was not significantly affected turnover intention. Partially, job satisfaction and affective commitment have not mediated the relationship between financial rewards and turnover intention. But, simultaneously, both variables have significantly mediated the relationship. These results give new understanding to the managers in the educational organization regarding maintaining the turnover level of their lecturers. In the future, studies can be conducted to cover lecturers from other cities in Indonesia.

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