How Does Authentic Leadership Influence Employee–Organization Relationship? The Mediating Role of Symmetrical Internal Communication

2021 ◽  
pp. 315-336
Author(s):  
Mai Dong Tran ◽  
Thi Kim Quy Hoang ◽  
Phong Nguyen Nguyen
Keyword(s):  
Authentic Leadership ◽  
Internal Communication ◽  
Mediating Role ◽  
Leadership Influence

The Relationship between Internal Communication and Intention to Turnover, Examining the Mediating Role of Engagement

2014 ◽  
Author(s):  
Nagwan Mohamed Maged Ezz ◽  
Osama Mohamed Zedan Abd-Allah ◽  
Bassma Mohamed Elsayed Taranh ◽  
Doaa Mohamed Helmy ◽  
Wael Salah Zahran ◽  
...  
Keyword(s):  
Internal Communication ◽  
Mediating Role ◽  
The Relationship

scholarly journals Authentic Leadership and Openness to Change in Pakistani Service Industry: The Mediating Role of Trust and Transparent Communication

2020 ◽  
Vol 10 (3) ◽  
pp. 291
Author(s):  
Abdul Basit ◽  
Danish Ahmed Siddiqui
Keyword(s):  
Authentic Leadership ◽  
Service Industry ◽  
Strategic Change ◽  
Equation Modeling ◽  
Self Awareness ◽  
Change Initiatives ◽  
Openness To Change ◽  
Mediating Role ◽  
Indirect Relationship

Organizations to engage in strategic change initiatives to remain competitive. Leadership is the top determinant of successful change. This study investigated the factor affecting the employee’s openness to change during process of change and how leadership affects that. We proposed a theoretical framework, modifying (Yue, Men, & Ferguson, 2019) by incorporating Authentic in place of transformational Leadership. We hypothesized that authentic leadership affect organisational trust during change both directly, as well as by inducing transparent communication. Trust would in turn positively affect openness to change. Authentic leadership included 1. Self-Awareness, 2. Relational Transparency, 3. Balanced Processing, and 4. Internalized Moral Perspective, dimensions. Whereas, transparent communication consisted of 1. Participation, 2. Substantiality, 3. Accountability, Factors. Empirical validity was established by conducting a survey using close ended questionnaire. Data was collected from 310 employees working across different service industry in Karachi, and analyzed using confirmatory factor analysis and structured equation modeling. The finding revealed that transparent communication and authentic leadership have significance direct and indirect relationship with employees’ openness to change. Organizational trust has significant relationship with employees’ openness to change during change process. However Authentic leader has weak direct relation with transparent communication and there is no significance relationship between authentic leadership and trust with mediating role of transparent communication. However, trust significantly mediate all the factors of authentic leadership except Self-Awareness, and Openness to Change. Similarly, trust also mediated Substantiality, and Accountability factors of communication, and openness. Lastly, substantiality also offered a partial mediatory role between authentic leadership and trust.

The effect of nepotism on tolerance to workplace incivility: mediating role of psychological contract violation and moderating role of authentic leadership

2020 ◽  
Vol 41 (4) ◽  
pp. 597-613 ◽  
Author(s):  
Hasan Evrim arici ◽  
Huseyin Arasli ◽  
Nagihan Cakmakoglu Arici
Keyword(s):  
Psychological Contract ◽  
Authentic Leadership ◽  
Family Members ◽  
Workplace Incivility ◽  
Content Type ◽  
Mediating Role ◽  
Psychological Contract Violation ◽  
Moderating Role ◽  
Contract Violation

PurposeThis multilevel study investigates the effect of employees' perception of nepotism on tolerance to workplace incivility through the mediating role of psychological contract violation and the moderating role of authentic leadership in organizations.Design/methodology/approachUsing time-lagged data from 547 frontline employees working in four- and five-star hotels, this study's hypotheses were analyzed by conducting hierarchical regression analysis and hierarchical linear modelling.FindingsThe findings indicate that non-family members' perception of nepotism triggered perceived tolerance to the uncivil behavior of family members by the management and that this relationship between nepotism perception and tolerance to workplace incivility was mediated by psychological contract violation. In line with expectations, authentic leadership moderated the effect of nepotism perception on tolerance to workplace incivility.Originality/valueThis study is among the first to examine the effects of nepotism perception on tolerance to workplace incivility by focusing on the mediator role of psychological contract violation at the individual level and the moderator role of authentic leadership at the group level.

scholarly journals How Authentic Leadership Influences Team Performance: The Mediating Role of Team Reflexivity

2015 ◽  
Vol 141 (1) ◽  
pp. 59-70 ◽  
Author(s):  
Joanne Lyubovnikova ◽  
Alison Legood ◽  
Nicola Turner ◽  
Argyro Mamakouka
Keyword(s):  
Team Performance ◽  
Authentic Leadership ◽  
Mediating Role

Authentic leadership, nurse‐assessed adverse patient events, and quality of care: the mediating role of nurses' safety actions

2021 ◽  
Author(s):  
Leodoro J. Labrague ◽  
Sulaiman Al Sabei ◽  
Raeda AbuAlRub ◽  
Ikram Burney ◽  
Omar Al Rawajfah
Keyword(s):  
Quality Of Care ◽  
Authentic Leadership ◽  
Mediating Role

Authentic leadership and its impact on extra role behaviour of nurses

2017 ◽  
Vol 46 (2) ◽  
pp. 277-296 ◽  
Author(s):  
Nishtha Malik ◽  
Rajib Lochan Dhar
Keyword(s):  
Nursing Staff ◽  
Authentic Leadership ◽  
Mediating Effect ◽  
Content Type ◽  
Hospital Administrators ◽  
Mediating Role ◽  
Relevant Variables ◽  
Service Oriented ◽  
The Relationship

Purpose The purpose of this paper is to examine the relationship between authentic leadership (AL) and employee extra role behaviour (ERB) while determining the mediating effect of psychological capital (PC) and moderating effect of autonomy on that relationship. Design/methodology/approach Data were collected from 42 small- and medium-sized hospitals in the state of Uttarakhand, India. The sample for the study included 520 nurses and their 163 supervisors. Process macro (Hayes) was used to examine the mediating role of PC and the moderating role of autonomy in the relationship between AL and ERB. Findings Results indicate that AL is positively linked to ERB of followers. Further, PC was found to mediate the relationship between AL and ERB while autonomy acted as a moderator between PC and ERB. Practical implications Findings of the study would help hospital managements understand the importance of technical and behavioural training of nursing staff and supervisors. The paper draws the attention of hospital administrators towards the need for formulating policies that are less restrictive and allow for greater autonomy to the nursing staff. Further, this study highlights the importance of an effective leadership approach like AL in service-oriented organizations such as healthcare institutions. Originality/value This study contributes to existing research on AL and ERB by showing that PC and autonomy are important and relevant variables that affect the degree of influence that AL has on employee ERB.

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