scholarly journals Authentic Leadership and Improved Individual Performance: Affective Commitment and Individual Creativity’s Sequential Mediation

2021 ◽  
Vol 12 ◽  
Author(s):  
Ana Patrícia Duarte ◽  
Neuza Ribeiro ◽  
Ana Suzete Semedo ◽  
Daniel Roque Gomes
Keyword(s):  
Authentic Leadership ◽  
Affective Commitment ◽  
Organizational Management ◽  
Individual Performance ◽  
Single Model ◽  
Workplace Performance ◽  
Proposed Model ◽  
The One ◽  
The Relationship ◽  
Business Sectors

Authentic leadership has become increasingly important in the literature, attracting the attention of many scholars in the last decade. This study adopted an employee-centered perspective to guide its examination of the relationship between authentic leadership and individual performance and investigation of the sequential mediation of employees’ affective commitment and individual creativity. An analysis was conducted of data collected from 214 employees working in different business sectors. The results reveal a statistically significant positive relationship between authentic leadership and employees’ workplace performance, which are both directly connected and indirectly linked through the two proposed psychosocial mechanisms. The findings thus indicate that authentic leadership reinforces workers’ emotional connection with their organizations, thereby increasing their individual creativity and, subsequently, promoting better on-the-job performance. This study presents new and significant results since, on the one hand, it relied on a sequential mediation analysis of variables and, on the other hand, integrated the four main constructs into a single model. The proposed model displays the chain of effects between authentic leadership, affective commitment, individual creativity, and employee workplace performance. Implications for organizational management are discussed.

Effects of authentic leadership, affective commitment and job resourcefulness on employees’ creativity and individual performance

2016 ◽  
Vol 37 (8) ◽  
pp. 1038-1055 ◽  
Author(s):  
Ana Suzete Dias Semedo ◽  
Arnaldo Fernandes Matos Coelho ◽  
Neuza Manuel Pereira Ribeiro
Keyword(s):  
Structural Equation ◽  
Authentic Leadership ◽  
Affective Commitment ◽  
Positive Impact ◽  
Individual Performance ◽  
Public And Private ◽  
Content Type ◽  
Training Activities ◽  
And Performance ◽  
The Relationship

Purpose The purpose of this paper is to report the findings of a study examining the relationship between authentic leadership (AL), attitudes and employees’ behaviours. More specifically, how AL influences affective commitment, job resourcefulness and creativity, which, in turn, influence individual performance. Design/methodology/approach Empirical research has analysed the data from a questionnaire administered to a sample of 543 employees belonging to various public and private organisations in Cape Verde. The model was tested using structural equation modelling. Findings The results reveal that AL influences employees’ attitudes (affective commitment and job resourcefulness) and their creativity, affective commitment and job resourcefulness predict the employees’ creativity, and job resourcefulness and creativity predict individual performance. Practical implications The results from this study can help managers to understand how to increase employees’ creativity and performance through AL, affective commitment and job resourcefulness. Indirectly, the study also suggests that organisations should focus on selecting leaders with authentic features and implement appropriate training activities, coaching and development that aim to increase AL since this may well result in a positive impact on employees’ attitudes and behaviours. Originality/value The originality of this study is that it focusses on the integration of the five concepts, AL, affective commitment, job resourcefulness, creativity and individual performance, in a single study, providing a model that depicts the chain of effects between AL, employees’ attitudes, employees’ creativity and individual performance.

scholarly journals Authentic leadership and performance: the mediating role of employees’ affective commitment

2018 ◽  
Vol 14 (1) ◽  
pp. 213-225 ◽  
Author(s):  
Neuza Ribeiro ◽  
Daniel Gomes ◽  
Shaji Kurian
Keyword(s):  
Authentic Leadership ◽  
Affective Commitment ◽  
Individual Performance ◽  
Linear Regression Method ◽  
Quantitative Methodology ◽  
Content Type ◽  
And Performance ◽  
Underlying Mechanisms ◽  
The Relationship ◽  
Practical Implications

Purpose This study aims to examine the relationship between authentic leadership (AL), affective commitment and individual performance. More specifically, this study aims to understand how AL influences employees’ affective commitment, how AL influences individual performance, how affective commitment influences individual performance and how affective commitment mediates the relationship between AL and individual performance. Design/methodology/approach In total, 212 Portuguese employees participated in this study. A quantitative methodology was used. Baron and Kenny’s linear regression method and Sobel test were used to test the mediation relationship. Findings The results reveal that affective commitment mediates the relationship between AL and employees’ performance. In others words, leaders’ authenticity promotes employees’ affective commitment, which, in turn, increases their individual performance. Practical implications This research has practical implications for human resource management in organizations, particularly in selection processes and training of leaders and managers. Practitioners looking to increase employee commitment and performance can do so by augmenting the AL. Originality/value This study enriches the knowledge about the relevance of emerging areas such as AL theory and responds to the need to understand underlying mechanisms linking AL with workers’ commitment and performance (i.e. testing the construct’s nomological network).

scholarly journals How authentic leadership promotes individual performance

2018 ◽  
Vol 67 (9) ◽  
pp. 1585-1607 ◽  
Author(s):  
Neuza Ribeiro ◽  
Ana Patrícia Duarte ◽  
Rita Filipe
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Authentic Leadership ◽  
Positive Impact ◽  
Civic Virtue ◽  
Individual Performance ◽  
Citizenship Behavior ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship

Purpose The purpose of this paper is to provide a more comprehensive understanding of how authentic leadership (AL) can affect individual performance through creativity and organizational citizenship behavior (OCB)’s mediating roles. Design/methodology/approach The sample included 177 leader-follower dyads from 26 private and small and medium-sized organizations. Followers reported their perceptions of AL, and leaders assessed each follower’s level of creativity, individual performance and OCB. Findings The findings show that AL has a positive impact on OCB (i.e. altruism, sportsmanship, civic virtue, conscientiousness and courtesy), employee creativity, and individual performance. Creativity partially mediates the relationship between AL and individual performance. Some dimensions of OCB, namely, altruism, civic virtue and courtesy, also play a mediating role in this relationship. Research limitations/implications Additional studies with larger samples are needed to determine more clearly not only AL’s influence on individual performance but also other psychosocial variables affecting that relationship. Practical implications Organizations can increase employees’ creativity, OCB and individual performance by encouraging managers to adopt more AL styles. Originality/value This study is the first to integrate AL, creativity, OCB and individual performance into a single research model, thereby extending previous research. The study also used a double-source method to collect data (i.e. leader-follower dyads) to minimize the risk of introducing common-method variance.

Employee Trust in Supervisors and Affective Commitment

2016 ◽  
Vol 118 (3) ◽  
pp. 829-848 ◽  
Author(s):  
Kehan Xiong ◽  
Weipeng Lin ◽  
Jenny C. Li ◽  
Lei Wang
Keyword(s):  
Boundary Conditions ◽  
Authentic Leadership ◽  
Affective Commitment ◽  
Positive Relationship ◽  
Theory And Practice ◽  
Direct Effects ◽  
Cross Sectional ◽  
Employee Trust ◽  
Cross Sectional Design ◽  
The Relationship

Although previous research has examined the main/direct effects of subordinates’ trust in their supervisors on the levels of subordinates’ affective commitment towards the organizations, little attention has been paid to explore the boundary conditions of this relationship. Two studies were conducted to examine the moderating effect of authentic leadership on the relationship between subordinates’ trust in supervisor and their levels of affective commitment towards the organization. In line with the hypothesized model, both Study 1 (cross-sectional design, n = 138) and Study 2 (lagged design, n = 154) demonstrated that authentic leadership moderated the relationship between employees’ trust in supervisor and their levels of affective commitment towards their organizations. Specifically, the positive relationship was stronger for employees under higher levels of authentic leadership. The implications for theory and practice are discussed.

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.

scholarly journals How transformational leadership predicts employees’ affective commitment and performance

2018 ◽  
Vol 67 (9) ◽  
pp. 1901-1917 ◽  
Author(s):  
Neuza Ribeiro ◽  
İlhami Yücel ◽  
Daniel Gomes
Keyword(s):  
Transformational Leadership ◽  
Affective Commitment ◽  
Individual Performance ◽  
Mediation Effect ◽  
Equation Modeling ◽  
Mediation Effects ◽  
Content Type ◽  
And Performance ◽  
The Impact ◽  
The Relationship

PurposeThe purpose of this paper is to examine the impact of transformational leadership (TL) on employees’ individual performance (IP) through the mediating role of affective commitment (AC). More specifically, it aims to understand how TL relates to employees’ AC, TL relates to employees’ IP, employees’ AC relates to IP and employees’ AC mediates the relationship between TL and employees’ IP.Design/methodology/approachA total of 476 Turkish healthcare professionals participated in this study. The mediation effect of AC in the relationship between TL and employees’ IP was tested by structural equation modeling.FindingsThe results indicate that AC mediates the relationship between TL and employees’ IP. In others words, transformational leaders promote employees’ AC which, in turn, increases their IP.Practical implicationsThis study suggests that organizations should select, develop and invest in leaders who adopt a TL style because they build a climate of admiration, loyalty, respect, participation and involvement for employees which will in turn enhance their commitment and performance.Originality/valueThis study responds to calls for research studies to explore the mediating mechanism in the TL process (Judgeet al., 2006), as the mediation effects explain the conditions in which TL is related to the favorable outcomes.

scholarly journals Trust as the basis of Partnership between small Enterprises and banks

2021 ◽  
Vol 25 (2) ◽  
pp. 96-113
Author(s):  
D. A. Zhdanov
Keyword(s):  
Small Business ◽  
Small Businesses ◽  
Business Environment ◽  
Integral Approach ◽  
Small Enterprises ◽  
Russian Economy ◽  
Interfirm Trust ◽  
Proposed Model ◽  
The One ◽  
The Relationship

The presented study touches upon two groups of problems that significantly affect the development of the Russian economy. The first of them is the creation of conditions for the expansion and formation of small business, which, in particular, is a priority area of one of the national projects. The second problem is the establishment of relations of interfirm trust in the domestic business environment, which is in demand in various sectors of the economy and has become, for example, the dominant topic of the St. Petersburg International Economic Forum. Hence, the paper aims to form, on the basis of trust relations, a model of interaction between small enterprises and banks, which makes it easier to obtain loans. The object of the paper is intercorporate (B2B) trust, and the subject is the improvement of relationships between small businesses and banks on the basis of trust. The methodological basis of the study is an integral approach that combines both institutional and sociological views on the phenomenon of trust, and the traditional economic analysis of the relationship between banks and their clients, small enterprises. The analysis showed, on the one hand, the complexity of the relationship between banks and small enterprises, and on the other hand, the prospects of these clients for banks. There was also demonstrated the role of the B2B trust as a tool for establishing steady mutually beneficial contacts of the subjects under consideration. The author concluded that the model of partnership between small enterprises and banks, based on the establishment of relations of trust between the parties, will stimulate investment processes in small business and support its development. The study presents the organizational solutions for the establishment of the proposed model.

scholarly journals How Authentic Leadership Promotes Individual Creativity: The Mediating Role of Affective Commitment

2019 ◽  
Vol 27 (2) ◽  
pp. 189-202 ◽  
Author(s):  
Neuza Ribeiro ◽  
Ana Patrícia Duarte ◽  
Rita Filipe ◽  
Rui Torres de Oliveira
Keyword(s):  
Leadership Styles ◽  
Authentic Leadership ◽  
Affective Commitment ◽  
Positive Impact ◽  
Comprehensive Understanding ◽  
Mediating Role ◽  
Personal Variables ◽  
The Relationship

This study sought to provide a more comprehensive understanding of how authentic leadership can affect employees’ individual creativity through affective commitment’s mediating role. The sample included 177 leader–follower dyads from 26 private, small- and medium-sized enterprises. Followers reported their levels of affective commitment and perceptions of authentic leadership, and leaders assessed each follower’s level of creativity. The results show that authentic leadership has a positive impact on affective commitment and creativity. Moreover, affective commitment fully mediates the relationship between perceived authentic leadership and individual creativity. Organizations can thus increase employees’ affective commitment and creativity by encouraging their managers to adopt more authentic leadership styles. Additional studies with larger samples are needed to determine more clearly not only authentic leadership’s influence on individual creativity but also other psychosocial and personal variables’ effects on that relationship.

scholarly journals Effect of Authentic Leadership on Work outcomes: Mediating role of psychological empowerment in telecommunication sector operating in Peshawar

2016 ◽  
pp. 106-133
Author(s):  
Muhammad Junaid Et al.,
Keyword(s):  
Significant Relationship ◽  
Authentic Leadership ◽  
Affective Commitment ◽  
Psychological Empowerment ◽  
Work Outcomes ◽  
Telecommunication Sector ◽  
Mediating Role ◽  
Telecom Sector ◽  
The Relationship

The purpose of the study was to find out the relationship between authentic leadership and employee work outcomes i.e. employee’s creativity, affective commitment, innovation and the main contribution in this was to introduce the mediating mechanism (psychological empowerment) through which authentic leadership is related to different outcomes. A quantitative approach was used to test the hypothesis and data was collected through standardized questionnaires from different employees of the telecom sector in Peshawar. A total number of respondents in this study was 186. This study shows a significant relationship between authentic leadership and creativity and the insignificant relationship between authentic leadership with affective commitment and innovation, thus hypotheses 1 supported and hypotheses 2 and 3 was not supported. This study aims that authentic leadership has a strong and significant correlation with employee’s creativity but the insignificant correlation with affective commitment and innovation. Psychological empowerment has also a strong positive and significant correlation with creativity, affective commitment, and innovation. The present study also reveals that there is a strong and significant relationship between authentic leadership and psychological empowerment. The study found that psychological empowerment significantly mediates the relationship between authentic leadership, creativity, and innovation. Psychological empowerment partially mediates the relationship between authentic leadership with creativity while fully mediates the relationship between authentic leadership and innovation. Psychological empowerment does not mediate the relationship between authentic leadership and affective commitment. Thus hypotheses 6, and hypotheses 8 consider it was supported that psychological empowerment significantly mediates the relationship between authentic leadership and creativity, innovation.

scholarly journals How managerial coaching promotes employees' affective commitment and individual performance

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Neuza Ribeiro ◽  
Tam Nguyen ◽  
Ana Patrícia Duarte ◽  
Rui Torres de Oliveira ◽  
Catarina Faustino
Keyword(s):  
Affective Commitment ◽  
Online Survey ◽  
Positive Impact ◽  
Individual Performance ◽  
Content Type ◽  
Mediating Role ◽  
Coaching Skills ◽  
The Impact ◽  
The Relationship

PurposeThis study sought to provide a more comprehensive understanding of how managers' coaching skills can affect individual performance through the mediating role of affective commitment.Design/methodology/approachThe sample included 198 employees from diverse organizations. Based on an online survey, respondents assessed their managers' coaching skills and reported their own individual performance and affective commitment to their organization.FindingsThe findings show that managers' coaching skills have a positive impact on individual performance and affective commitment, with the latter mediating the relationship between the first two variables.Research limitations/implicationsAdditional studies with larger samples are needed to understand more fully not only the impact of managers' coaching skills on individual performance but also other psychosocial variables affecting that relationship.Practical implicationsOrganizations can increase employees' affective commitment and individual performance by encouraging managers to integrate more coaching skills into their leadership styles.Originality/valueThis study is the first to integrate managers' coaching skills, affective commitment and individual performance into a single research model, thereby extending previous research on this topic.

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