• Title, Summary, Keyword: Authentic Leadership

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Effect of Authentic Leadership on Organizational Citizenship Behaviors through Mediating Roles of Followers' Self-awareness and Psychological Ownership

  • Oh, Hyo-Sung;Tak, Jin-Kook
    • Journal of Distribution Science
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    • v.14 no.3
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    • pp.11-22
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    • 2016
  • Purpose - This study empirically validates the theoretical argument of the effect of authentic leadership on organizational citizenship behavior, and the mediating roles of followers' self-awareness and psychological ownership between authentic leadership and followers' organizational citizenship behavior. Research design, data, and methodology - A total of 380 office workers in Korea were surveyed through on-line, and the result was analyzed using confirmatory factor analysis and structural equational modeling. Results - The authentic leadership was shown to be related positively to followers' self-awareness and psychological ownership, both of which were associated positively with their organizational citizenship behavior. The complete mediating effects of followers' self-awareness and psychological ownership were verified between authentic leadership and follower's organizational citizenship behavior. Conclusions - While followers' self-awareness was rarely studied in the authentic leadership study to date, it was found to play a role in the authentic leadership process into organizational outcome. It is argued that the followers' self-awareness as a mediating role between authentic leadership and organizational outcome seems to be more appropriate than the leader' s identification of previous thesis in explaining the authentic leadership effect.

Authentic Leadership and Construction Superintendent Effectiveness

  • Broughton, Benjamin;Lee, Soon-Jae;Ryu, Jay Sang;Talley, Kimberly
    • Journal of Construction Engineering and Project Management
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    • v.6 no.4
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    • pp.15-23
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    • 2016
  • The construction industry suffers from declining productivity and lack of trust between stakeholders and among the public. Increasing technical, regulatory, environmental and ethical challenges face the sector and necessitate a new type of leader. Authentic leadership is a relatively new construct that focuses on a leader demonstrating self-awareness, relational transparency, an internalized ethical and moral perspective and balanced processing. This study uses the Authentic Leadership Questionnaire to measure construction superintendent's levels of authentic leadership and compares them to effectiveness ratings. There is a correlation between higher authentic leadership scores and effectiveness and this study concludes that authentic leaders are more effective superintendents.

Influence of Nurse Managers' Authentic Leadership on Nurses' Organizational Commitment and Job Satisfaction: Focused on the Mediating Effects of Empowerment (간호사가 인식한 간호관리자의 진정성 리더십이 조직몰입 및 직무만족에 미치는 영향: 임파워먼트의 매개효과를 중심으로)

  • Choi, Han-Gyo;Ahn, Sung Hee
    • Journal of Korean Academy of Nursing
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    • v.46 no.1
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    • pp.100-108
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    • 2016
  • Purpose: The aim of this study was to examine the mediating effect of empowerment in the relationship of nurse managers' authentic leadership, with nurses' organizational commitment and job satisfaction. Methods: The participants in this study were 273 registered nurses working in five University hospitals located in Seoul and Gyeonggi Province. The measurements included the Authentic Leadership Questionnaire, Condition of Work Effectiveness Questionnaire-II, Organizational Commitment Questionnaire and Korea-Minnesota Satisfaction Questionnaire. Data were analyzed using t-test, ANOVA, $Scheff{\acute{e}}$ test, Pearson correlation coefficients, simple and multiple regression techniques with the SPSS 18.0 program. Mediation analysis was performed according to the Baron and Kenny method and Sobel test. Results: There were significant correlations among authentic leadership, empowerment, organizational commitment and job satisfaction. Empowerment showed perfect mediating effects in the relationship between authentic leadership and organizational commitment. It had partial mediating effects in the relationship between authentic leadership and job satisfaction. Conclusion: In this study, nurse managers' authentic leadership had significant influences on nurses organizational commitment and job satisfaction via empowerment. Therefore, to enhance nurses' organizational commitment and job satisfaction, it is necessary to build effective strategies to enhance nurse manager's authentic leadership and to develop empowering education programs for nurses.

The Effects of Authentic Leadership on Leader Trust, Self Efficacy and Creative Behavior (진성 리더십이 상사 신뢰, 자기 효능감 및 창의적 행동에 미치는 영향)

  • Song, Jung-Su
    • Journal of the Korea Safety Management & Science
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    • v.18 no.3
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    • pp.99-107
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    • 2016
  • The purpose of this study includes: Firstly, to examine the effects of authentic leadership on leader trust, self efficacy, and creative behavior. Secondly, to examine the mediating effect of the leader trust, self efficacy on the relationship between authentic leadership and creative behavior. In order to verify the relationships and mediating effect, data were collected from convenient sample of 323 employees at small and medium enterprises in Busan, Ulsan, Gyeongju city to test theoretical model and its hypotheses. All data collected from the survey were analyzed using with SPSS 18.0 and AMOS 18.0. This study reports findings as followed: first, the relationship between the authentic leadership and the leader trust is positively related. Second, there was also a positive correlation between the authentic leadership and the self efficacy. Third, there was also a positive correlation between the authentic leadership and the creative behavior. Fourth, the relationship between the leader trust and the self efficacy is positively related. Fifth, there was also a positive correlation between the leader trust and the creative behavior. Sixth, there was also a positive correlation between the self efficacy and the creative behavior. Finally, the leader trust and self efficacy played as a partial mediator on the relationship between authentic leadership and creative behavior. Based on these findings, the limitations of the study and some directions for future studies were presented.

Effects of authentic leadership on organizational commitment for employees (진성리더십이 종업원의 직무만족 및 조직몰입에 미치는 영향)

  • Lee, Hong-Ki
    • Journal of Digital Convergence
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    • v.12 no.5
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    • pp.181-190
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    • 2014
  • Authentic leadership emphasizes not only increases of production and profits but also establishment of morals and authentic in organizational management. In modern management theories, traditional so-called pseudo-leadership, which focuses on maximizing financial profits, are gradually diminishing as the importance of authentic leadership are widely accepted in various organizations. However, a few researches have focused on organizational outcome produced by authentic leadership. In this research, the relationship between authentic leadership and organizational commitment is examined in an endeavor to present the direction of leadership-related researches. Results include: first, the reliabilities of survey tools for authentic leadership, job commitment and organizational commitment were excellent using Cronbach's alpha; second, relationships between authentic leadership, job commitment and organizational commitment indicated positive correlations showing statistical significance in job commitment and organizational commitment; and finally, the relationship between job commitment and organizational commitment were positive by regression analysis.

Leader's Authentic Leadership and Follower's Project Performance (진성리더십이 구성원의 프로젝트 성과에 미치는 영향)

  • Tak, Jingyu;Seo, Jeongeun;Roh, Taewoo
    • Journal of Digital Convergence
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    • v.17 no.6
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    • pp.105-112
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    • 2019
  • In addition to the recent business field, the importance of leadership in universities is becoming an increasingly important issue. Purpose of our study is to recommend the significance of authentic leadership by analyzing the effect of leader 's authentic leadership on follower' s project work climate and project performance. As a result of the previous studies that authentic leadership among university students as a quasi-social worker mitigates the role of leader and the tension between the members in the team, this study tries to examine the moderation effect of work climate on the relationship between the follower's authentic leadership and project performance. Therefore, a survey was conducted for students enrolled in some universities. A total of 175 questionnaires were used for the structural equation using STATA 14.0. The results of this study is summarized in three points. Our finding is as follow. The authentic leadership of the leader has a positive influence on the follower' s authentic leadership while the followers' authentic leadership had a positive effect on the project performance.

The analysis of structural relationships among authentic leadership, trust for leaders, psychological well-being, and knowledge sharing (진성 리더십, 상사 신뢰, 심리적 웰빙, 지식공유 간의 구조적 관계 분석)

  • Kwon, Sang-Jib;Chung, Jee Yong
    • Knowledge Management Research
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    • v.17 no.4
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    • pp.1-25
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    • 2016
  • The main purpose of this study is to examine relations among authentic leadership, trust for leaders, psychological well-being, and knowledge sharing. Authentic leadership proposes positive and interactional approach between leaders and subordinates. Authentic leaders are aware of their values and belief, and they keep their personal goals and support their followers. Such behaviors boost psychological well-being, knowledge sharing, and trust for leaders. To analyze the framework proposed, survey data was collected from 164 employees of three companies. In particular, this study designed a robust research method by assessing model fit and avoiding common method bias issues. The empirical results of this study are as follows. Authentic leadership positively influences trust for leaders and psychological well-being. Trust for leaders is shown to have positive impacts on psychological well-being and knowledge sharing. In addition, followers' psychological well-being positively influences knowledge sharing activities. This study contributes to the comprehension of the structural relationships among authentic leadership, trust for leaders, psychological well-being, and knowledge sharing. The results suggest that authentic leadership and trust for leaders were key success factors of building positive mindset and capability of employees in the forms of psychological well-being and knowledge sharing activities.

The Study on the Effects of Leadership Types in Hospital Organization on Organization Effectiveness: Focused on Medical and Non-Medical, Middle manager and operator (병원 조직의 상사리더십 유형이 조직 유효성에 미치는 영향에 관한 연구: 직종 및 직급 수준에 따른 차이를 중심으로)

  • Lee, Yeon Sook
    • Journal of Korean Society of Occupational and Environmental Hygiene
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    • v.29 no.1
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    • pp.82-97
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    • 2019
  • Objective: In this study, in order to investigate the relationship between leadership type and job satisfaction, the types of leadership in medical institutions are divided into transformational leadership, servant leadership and authentic leadership. In addition medical staff and non-medical staff are classified according to their job characteristics, and middle managers and operators are classified according to position. Methods: For this purpose, 589 questionnaires were applied to the medical institutions in Seoul and Gyunggi-do, and empirically analyzed with multiple regression. Results: The results of this study are first, among gender, medical or non-medical staff, position and career experience, men, non-medical staffs, and middle managers showed higher leadership, job engagement, and job satisfaction. Second, servant leadership and authentic leadership have significant positive relationships with job engagement. In the case of medical staff, only servant leadership has a positive effect on job engagement, while in the case of non-medical staff, both servant leadership and authentic leadership have significant influence on job engagement. Job satisfaction was found to have a statistically significant effect of servant leadership and authentic leadership in medical staff and non-medical staff. Third, in the case of middle managers, servant leadership showed a statistically significant effect only on job satisfaction, while servant leadership and authentic leadership had statistically significant effects on job engagement and job satisfaction of operators. Conclusions: This study suggests the possibility and applicability of authentic leadership in addition to transformational leadership and servant leadership in hospital organizations. Also, by identifying differences in the effects on organizational effectiveness, it is also suggested the need for research on identifying leadership factors that reflect strictly distinctive job characteristics.

Roles of Authentic Leadership, Psychological Empowerment and Intrinsic Motivation on Workers' Creativity in e-business

  • Hahm, Sang-Woo
    • Journal of Internet Computing and Services
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    • v.19 no.1
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    • pp.113-122
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    • 2018
  • In today's rapidly changing environment, companies need to have proper strategies in place to meet the challenges that constant change presents. Being flexible, responding and adapting to changes can be valuable. However, they are essentially passive ways of dealing with situations. Creating new values and innovation are more active and effective strategies fora constantly changing environment. As such, most companies in e-business should focus on developing creativity across the board. Employees' creativity has become a critical factor in e-business. This paper explains how to increase workers' creativity through authentic leadership and psychological empowerment. As it is not machines or computers, but people, that are ultimately still responsible for creating novel outcomes, this study emphasizes the overriding importance of members' ability and leader's roles, which greatly influence followers' levels of motivation. Authentic leadership encourages members to reach and display their potential, and enhances their intrinsic motivation. Moreover, members' psychological empowerment is directly associated with both intrinsic motivation and autonomy, preconditions for creativity. Hence, these two dimensions- leadership and an individual's psychological state- will increase workers' creativity, which works to increase performance and create more opportunities not only at the individual level, but also at the team or organization level. The purpose of this paper is to explain the effects of authentic leadership on creativity and the moderating effects of psychological empowerment between authentic leadership and creativity in the e-business environment.

Predictive Factors of Turnover Intention among Intensive Care Unit Nurses (중환자실 간호사의 이직의도 예측요인)

  • Lee, Jung Hoon;Song, Yeoungsuk
    • Journal of Korean Clinical Nursing Research
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    • v.24 no.3
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    • pp.347-355
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    • 2018
  • Purpose: The purpose of this study was to understand morality identity, occupational stress and authentic leadership and identify factors contributing to turnover intention among intensive care unit (ICU) nurses. Methods: Data were collected from 230 nurses at the university hospitals in Daegu, Ulsan and Busan between February 15 and March 23, 2017. Instruments measuring turnover intention, moral identity, occupational stress, and authentic leadership were utilized. Statistical analysis included t-test, ANOVA, Pearson correlational analysis, and hierarchical regression analysis. Results: A total of 207 nurses in ICU participated in this study. The power of explanation with age and dependents on turnover intention was 4.1%. With inclusion of occupational stress, moral identity, and authentic leadership factors put into the model, further 20.4% was explained. The explanatory power of the turnover intention in the final model was 23.6% (F=11.63 p<.001), and occupational stress was the key factor explaining turnover intention (${\beta}=.28$, p<.001). Predictive factors contributing to turnover intention were age, occupational stress, moral identity, and authentic leadership in final model. Conclusion: These findings demonstrated occupational stress, moral identity and authentic leadership as critical factors contributing turnover intention of ICU nurses. It is necessary to promote nursing manager's authentic leadership, and to encourage moral identity in ICU nurses. In addition, providing intervention programs to reduce occupational stress for ICU nurses is necessary.