Articlehybrid2019

Reframing commitment in authentic leadership: Untangling relationship–outcome processes

Andrei Alexander Lux · Steven Lee Grover · Stephen Teo

42 citations0/0 files storedJournal of Management & Organization

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Job Satisfaction and Organizational Behavior Employee Performance and Management Employee Performance and Leadership

Abstract

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.

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References

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Cited by

2021Leader–member exchange as a mediator of the relationship between authentic leadership and employee creativity 2024A Systematic Literature Review of Authentic Leadership in Tourism and Hospitality: A Call for Future Research 2022Examining antecedents of repatriates’ job engagement and its influence on turnover intention

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