Authentische Führung

2018 ◽  
Vol 62 (3) ◽  
pp. 142-160
Author(s):  
Luise Franke-Bartholdt ◽  
Dirk Frömmer ◽  
Jürgen Wegge ◽  
Anja Strobel
Keyword(s):  
Authentic Leadership ◽  
Leader Member Exchange ◽  
Member Exchange

Zusammenfassung. Zur Erfassung authentischer Führung fehlt im deutschen Sprachraum ein transparent validiertes Messverfahren. Der vorliegende Beitrag soll mit einer deutschen Adaption des Authentic Leadership Inventory von Neider und Schriesheim (2011) diese Lücke schließen. Nach der Übersetzung des Originals wurde das Deutsche Inventar Authentischer Führung (DIAF) in drei Stichproben (Ngesamt = 705) geprüft und modifiziert. In konfirmatorischen Faktorenanalysen konnte die theoretisch postulierte Binnenstruktur mit vier Komponenten bestätigt werden: Selbstbewusstheit, Transparenz in Beziehung zu anderen, verinnerlichte moralische Perspektive und ausgewogene Informationsverarbeitung. Die internen Konsistenzen der Gesamtskala (16 Items) und Einzelkomponenten lagen im guten bis sehr guten Bereich. Es wurden erwartungskonforme Zusammenhänge zu anderen Führungsskalen gefunden (positive Korrelationen zu ethischer Führung und Leader Member Exchange, negative Korrelationen zu destruktiver Führung). Das Instrument zeigte bedeutsame Zusammenhänge zu zentralen organisationalen Ergebniskriterien (Wohlbefinden, Arbeitsengagement, individuelle Leistung) und inkrementelle Validität über andere Führungsskalen hinaus. Insgesamt kann das DIAF als ökonomisches und valides Verfahren zur Erfassung authentischer Führung eingesetzt werden.

Authentic Leadership and Engaging Employees: A Moderated Mediation Model of Leader–Member Exchange and Power Distance

2021 ◽  
pp. 193896552110335
Author(s):  
Juan Du ◽  
Emily Ma ◽  
Xinyue Lin ◽  
Yao-Chin Wang
Keyword(s):  
Social Exchange ◽  
Work Engagement ◽  
Authentic Leadership ◽  
Power Distance ◽  
Moderated Mediation ◽  
Leader Member Exchange ◽  
Mediation Model ◽  
Hotel Employees ◽  
Moderated Mediation Model ◽  
Member Exchange

This study developed and tested a multilevel, moderated mediation model of whether, how, and when authentic leadership can affect employee work engagement in a hotel context, building on social exchange theory. A two-wave data collection process gathered 440 valid responses of hotel frontline employees from five-star hotels in China. The result supported a positive influence of authentic leadership on work engagement and the mediating role of leader–member exchange (LMX). Hotel employees’ perceived power distance orientation moderated the indirect relationship between authentic leadership and work engagement through LMX. In contrast to previous studies supporting the negative effect of power distance on employee behavior, the present findings suggest that power distance strengthens the relationship between authentic leadership and hotel employees’ work engagement. This study contributes to authentic leadership literature and provides insights into how interactions between personal and contextual factors affect authentic leadership’s influence on work engagement in hospitality organizations.

Leader–member exchange as a mediator of the relationship between authentic leadership and employee creativity

2021 ◽  
pp. 1-14
Author(s):  
İbrahim Yıkılmaz ◽  
Lütfi Sürücü
Keyword(s):  
Authentic Leadership ◽  
Self Report ◽  
Leader Member Exchange ◽  
Employee Creativity ◽  
Northern Cyprus ◽  
The Social ◽  
Member Exchange ◽  
Considerable Impact ◽  
Intermediary Role ◽  
The Relationship

Abstract The purpose of this study was to acquire meaningful insights on the determinants of creativity with a meticulous examination, and by dint of that, expand the concerned literature. To accomplish the same, a conceptual model that includes authentic leadership, employee creativity, and leader–member exchange (LMX) was methodically developed and evaluated. This research is a quantitative study incorporating a self-report survey. The data were amassed from hotel employees in Northern Cyprus. Data from 314 applicable surveys were analyzed using Statistical Package for the Social Sciences (SPSS)-22 and analysis of a moment structures (AMOS)-18 programs. Based on the findings, it can be deduced that authentic leadership has a considerable impact on employee creativity, while LMX plays an intermediary role in this relationship. The results of this study are useful and relevant for both researchers and policymakers.

scholarly journals The Mediated Moderating Role of Organizational Learning Culture in the Relationships among Authentic Leadership, Leader-Member Exchange, and Employees’ InnovativeBehavior

2021 ◽  
Vol 13 (19) ◽  
pp. 10802
Author(s):  
Ki Baek Jung ◽  
S.M. Ebrahim Ullah ◽  
Suk Bong Choi
Keyword(s):  
Organizational Learning ◽  
Authentic Leadership ◽  
Learning Culture ◽  
Mediating Effect ◽  
Future Research ◽  
Leader Member Exchange ◽  
Innovative Behavior ◽  
Organizational Learning Culture ◽  
Member Exchange ◽  
The Relationship

Previous studies have shown that enhancing employees’ innovative behavior can facilitate organizations’ sustainable competitiveness. This study investigated the relationship between authentic leadership and employees’ innovative behavior in Korean manufacturing and service companies. Moreover, the study examined the complex processes and conditions underlying this relationship. The results indicated that authentic leadership was significantly related to employees’ innovative behavior and that leader–member exchange mediated the relationship between authentic leadership and employees’ innovative behavior. Additionally, organizational learning culture moderated the relationship between leader–member exchange and employees’ innovative behavior. Finally, organizational learning culture moderated the mediating effect of authentic leadership on innovative behavior via leader–member exchange. We discuss the theoretical and practical implications of these findings as well as the study’s limitations for future research directions.

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