scholarly journals The Role of Authenticity in Developing Successful Leadership Practices: A Review of Literature

2021 ◽  
Author(s):  
Bethuel Masimane
Keyword(s):  
Authentic Leadership ◽  
Human Condition ◽  
Self Awareness ◽  
Leadership Practice ◽  
Four Component Model ◽  
Moral Perspective ◽  
Successful Leadership ◽  
The Status ◽  
Practical Implications

Authentic leadership in the postmodern world is a necessary concept for organizations. It is a new kind of leadership grounded in the understandings and memories gained in human lives. Organizations need a leadership that is able to critique the shortcomings and myths that support the status quo. It is a leadership grounded in new anthropology and in understanding of the human condition as both feminine, masculine and multicultural, as embedded in nature. This paper reviews literature on the realities associated with authentic leadership in an attempt to answer the question of whether authenticity is significant in developing successful leadership practice. It also evaluates effects of authenticity to leadership practice today. For a better perspective of authentic leadership, a four-component model of authentic leadership consisting of self-awareness, balanced processing, internalized moral perspective and relational transparency is analyzed. The article analyzes the implications of the model to the leader today and identifies practical steps for developing authentic leaders. Authentic leaders help organizations to sustain competitive advantage. Extant literature focuses on studies with practical implications for authentic leadership. The paper generally conceptualizes authentic leadership and authenticity in leadership.

scholarly journals The Role of Authenticity in Developing Successful Leadership Practices: A Review of Literature

2021 ◽  
Author(s):  
Bethuel Masimane
Keyword(s):  
Authentic Leadership ◽  
Human Condition ◽  
Self Awareness ◽  
Leadership Practice ◽  
Four Component Model ◽  
Moral Perspective ◽  
Successful Leadership ◽  
The Status ◽  
Practical Implications

Authentic leadership in the postmodern world is a necessary concept for organizations. It is a new kind of leadership grounded in the understandings and memories gained in human lives. Organizations need a leadership that is able to critique the shortcomings and myths that support the status quo. It is a leadership grounded in new anthropology and in understanding of the human condition as both feminine, masculine and multicultural, as embedded in nature. This paper reviews literature on the realities associated with authentic leadership in an attempt to answer the question of whether authenticity is significant in developing successful leadership practice. It also evaluates effects of authenticity to leadership practice today. For a better perspective of authentic leadership, a four-component model of authentic leadership consisting of self-awareness, balanced processing, internalized moral perspective and relational transparency is analyzed. The article analyzes the implications of the model to the leader today and identifies practical steps for developing authentic leaders. Authentic leaders help organizations to sustain competitive advantage. Extant literature focuses on studies with practical implications for authentic leadership. The paper generally conceptualizes authentic leadership and authenticity in leadership.

scholarly journals Pengaruh Kepemimpinan Otentik Terhadap Perilaku Kewargaan Organisasional

2018 ◽  
Vol 3 (3) ◽  
pp. 99-110
Author(s):  
Rizkita Cahya Henviana ◽  
Mamun Sutisna
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Authentic Leadership ◽  
Descriptive Statistics ◽  
Citizenship Behavior ◽  
Self Awareness ◽  
Moral Perspective ◽  
Relationship Of ◽  
The Relationship

This study aims to determine the role of Authentic Leadership (AL) and Organizational Citizenship Behavior (OCB) also to analyze the relationship of these variables in Hypermart Bandung. This study consists of 4 dimension of AL (self awareness, relational transparency, internalized moral perspective, and balance processing) and 5 dimensions of OCB (altruism, civic virtue, conscientiousness, courtesy and sportsmanship). Research using linear regression and descriptive statistics. Data collection used questionnaire given to 150 employees of Hypermart Bandung. The results of this study indicate that the role of AL of the leader in Hypermart resulted in good category. Similarly, OCB on employees resulted in good category. It is also known that AL has a positive and significant effect on OCB. The level of AL influence on OCB is 23.7%, while 76.3% is influenced by other factors not explained in this research.

scholarly journals Pengaruh Kepemimpinan Otentik Terhadap Perilaku Kewargaan Organisasional

2018 ◽  
Vol 3 (3) ◽  
pp. 99
Author(s):  
Rizkita Cahya Henviana ◽  
Mamun Sutisna
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Authentic Leadership ◽  
Descriptive Statistics ◽  
Citizenship Behavior ◽  
Self Awareness ◽  
Moral Perspective ◽  
Relationship Of ◽  
The Relationship

This study aims to determine the role of Authentic Leadership (AL) and Organizational Citizenship Behavior (OCB) also to analyze the relationship of these variables in Hypermart Bandung. This study consists of 4 dimension of AL (self awareness, relational transparency, internalized moral perspective, and balance processing) and 5 dimensions of OCB (altruism, civic virtue, conscientiousness, courtesy and sportsmanship). Research using linear regression and descriptive statistics. Data collection used questionnaire given to 150 employees of Hypermart Bandung. The results of this study indicate that the role of AL of the leader in Hypermart resulted in good category. Similarly, OCB on employees resulted in good category. It is also known that AL has a positive and significant effect on OCB. The level of AL influence on OCB is 23.7%, while 76.3% is influenced by other factors not explained in this research. Penelitian ini bertujuan untuk mengetahui peran Authentic Leadership (AL) dan Organizational Citizenship Behavior Behavior (OCB) juga untuk menganalisis pengaruh variabel-variabel ini di Hypermart Bandung. Penelitian ini terdiri dari 4 dimensi AL (kesadaran diri, transparansi relasional, perspektif moral yang diinternalisasi, dan pemrosesan keseimbangan) dan 5 dimensi OCB (altruisme, kebajikan kewarganegaraan, perhatian, sopan santun dan sportivitas). Penelitian menggunakan regresi linier dan statistik deskriptif. Pengumpulan data menggunakan kuesioner yang diberikan kepada 150 karyawan Hypermart Bandung. Hasil penelitian ini menunjukkan bahwa peran AL pimpinan Hypermart termasuk dalam kategori baik. Demikian pula, OCB pada karyawan termasuk dalam kategori baik. Juga diketahui bahwa AL memiliki pengaruh positif dan signifikan terhadap OCB. Tingkat pengaruh AL terhadap OCB adalah 23,7%, sedangkan 76,3% dipengaruhi oleh faktor lain yang tidak dijelaskan dalam penelitian ini.

Employee's lying behavior and the role of self-awareness

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Kirk Chang ◽  
Sylvain Max ◽  
Jérémy Celse
Keyword(s):  
Design Methodology ◽  
Deductive Reasoning ◽  
Research Approach ◽  
Self Awareness ◽  
Laboratory Setting ◽  
Content Type ◽  
Quasi Experimental ◽  
Research Findings ◽  
Practical Implications

Purpose Employee’s lying behavior has become ubiquitous at work, and managers are keen to know what can be done to curb such behavior. Managers often apply anti-lying strategies in their management and, in particular, the role of self-awareness on lying intervention has drawn academic attention recently. Drawing on multi-disciplinary literature, this study aims to investigate the efficacy of self-awareness in reducing lying behavior. Design/methodology/approach Following the perspectives of positivism and deductive reasoning, a quasi-experimental research approach was adopted. Employees from Dijon, France were recruited as research participants. Based on the literature, different conditions (scenario manipulation) were designed and implemented in the laboratory, in which participants were exposed to pre-set lying opportunities and their responses were analyzed accordingly. Findings Unlike prior studies which praised the merits of self-awareness, the authors found that self-awareness did not decrease lying behavior, not encouraging the confession of lying either. Employees actually lied more when they believed other employees were lying. Practical implications This study suggests managers not to rely on employee’s self-awareness; rather, the concept of self-awareness should be incorporated into the work ethics, and managers should schedule regular workshops to keep employees informed of the importance of ethics. When employees are regularly reminded of the ethics and appreciate its importance, their intention of lying is more likely to decrease. Originality/value To the best of the atuhors’ knowledge, the current research is the first in its kind to investigate lying intervention of employees in the laboratory setting. Research findings have brought new insights into the lying intervention literature, which has important implication on the implementation of anti-lying strategies.

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.

scholarly journals “Coach Really Knew What I Needed and Understood Me Well as a Person”: Effective Communication Acts in Coach–Athlete Interactions among Korean Olympic Archers

2020 ◽  
Vol 17 (9) ◽  
pp. 3101 ◽  
Author(s):  
Youngsook Kim ◽  
Inchon Park
Keyword(s):  
Thematic Analysis ◽  
Critical Role ◽  
Structured Interview ◽  
Communication Process ◽  
Self Awareness ◽  
Sports Performance ◽  
Self Confidence ◽  
Communicative Actions ◽  
Practical Implications

The purpose of this study is to qualitatively explore situations in which athletes perceived communication with their coach to be important and determine the effect of this communication on the athletes. Literature on the communication process in sports emphasizes the distinct characteristics of each sports and its setting. However, previous research has not studied various settings in detail, and archery is yet to be explored. The qualitative process included an in-depth, semi-structured interview with eight Olympic archers. Thematic analysis was used to interpret the data. Athletes perceived communication with coaches to be important during their performance, while dealing with psychological crises, and during their training. Our analysis suggests that, depending on the communicative actions, a coach may positively or negatively impact an athlete’s self-awareness, self-confidence, anxiety, autonomy, and motivation. A noteworthy finding of this study is that archers perceive communication with coaches about the selection and management of equipment as important. This study emphasizes the critical role of an athlete’s communication with the coach in various situations and discusses the theoretical and practical implications in the context of sports performance.

Authentic Leadership Fostering Creativity in Start-ups: Mediating Role of Work Engagement and Employee Task Proactivity

2020 ◽  
pp. 227853372096429
Author(s):  
Santoshi Sengupta ◽  
Swati Sharma ◽  
Aishwarya Singh
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Authentic Leadership ◽  
Sense Of Self ◽  
Self Awareness ◽  
Positive Leadership ◽  
Mediating Role ◽  
Start Up ◽  
Start Ups

This study investigates the effect of authentic leadership (AL) on employee creativity and the mediating role of work engagement (WE) and employee task proactivity (ETP) in the context of start-ups. Data collected from 300 leaders and 300 employees of Indian start-ups were analysed using structural equation modelling. The findings suggest that AL has direct and significant effects on creativity and the same is mediated by WE and ETP. For a start-up, it is essential that employees perceive their founders or leaders to have high moral perspective, clear sense of self-awareness and exhibit transparency in their behaviours with their followers. Such behaviours motivate the followers to invest soulfully in their work and do things in a proactive manner, which then leads to creativity. For any start-up to succeed, both a strong form of positive leadership and high levels of creativity from employees are required.

scholarly journals Learning through reflection: the critical role of reflection in work-based learning (WBL)

2015 ◽  
Vol 7 (1) ◽  
pp. 15-27 ◽  
Author(s):  
Ruth Helyer
Keyword(s):  
Identity Formation ◽  
Learning Outcomes ◽  
Professional Learning ◽  
Design Methodology ◽  
Critical Role ◽  
Self Awareness ◽  
Content Type ◽  
The Past ◽  
Practical Implications

Purpose The purpose of this paper is to analyse the critical role reflection plays in work-based learning (WBL). Design/methodology/approach This paper presents an contextualist examination of reflection in the WBL environment. Findings People consciously reflect in order to understand events in their lives and as a consequence hopefully add and enhance meaning. Research limitations/implications Reflection is associated therefore with “looking back” and examining the past in order to learn from what happened and perhaps not repeat mistakes. However, it is also increasingly associated with reflecting on action (Schon, 1983) and encourages an exploring of thoughts and feelings; looking for insights; and maximizing on self-awareness which all tie the process closely to identity formation (Lacan, 1977). Practical implications If used effectively and purposefully reflection facilitates ongoing personal and professional learning, and creates and develops practitioners capable of demonstrating their progression towards learning outcomes and required standards. Reflection can also provide a structure in which to make sense of learning, so that concepts and theories become embedded in practice, and constant thought and innovation are simultaneously fostered. Social implications By actively considering the thoughts and actions one becomes aware of the power of reflective thinking as a tool for continuous improvement, and one that has implications beyond the personal. Originality/value This paper represents the first study which examines the role reflection plays in WBL.

scholarly journals KEPEMIMPINAN OTENTIK DALAM ORGANISASI

2019 ◽  
Vol 10 (1) ◽  
pp. 71-78
Author(s):  
Winbaktianur Winbaktianur ◽  
Sutono Sutono
Keyword(s):  
Information Processing ◽  
Authentic Leadership ◽  
Ethical Climate ◽  
Leader Behavior ◽  
Self Awareness ◽  
Psychological Capacity ◽  
Moral Perspective ◽  
Self Development ◽  
Balanced Information

The purpose of this study is to explain the concept of authentic leadership. Authentic leadership includes something that has growing rapidly in the last two decades, and it is interesting to discuss. Authentic leadership as a pattern of leader behavior that utilizes and enhances positive psychological capacity and a positive ethical climate, to foster greater self-awareness, internalized moral perspective, balanced information processing, and relational transparency from leaders who work with followers, encourage positive self-development. In its implementation authentic leadership is a leader who is able to be honest with himself and followers. Authentic leaders must be aware of themselves and be able to foster self-awareness of their employees to work optimally in the organization.

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