• Journal of Distribution Science
• /
• v.14 no.3
• /
• pp.11-22
• /
• 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.

• Journal of the Korea Safety Management & Science
• /
• v.24 no.1
• /
• pp.39-48
• /
• 2022

Considering that previous works on safety behavior relatively have not paid adequate attention to the influence of various leadership styles on safety behavior. The current paper investigates the impact of authentic leadership on safety behavior and its intermediating mechanisms. In specific, this paper delves into the mediating effect of job stress, as well as the moderating effect of perspective taking ability of employees in the association between authentic leadership and job stress. The results demonstrated that that authentic leadership has a negative (-) influence on job stress, which has a negative (-) influence on safety behavior. Moreover, job stress mediated the association between authentic leadership and safety behavior. Furthermore, perspective taking moderated the authentic leadership-safety behavior link.

• Journal of Korea Society of Digital Industry and Information Management
• /
• v.19 no.1
• /
• pp.43-55
• /
• 2023

The purpose of this study is to examine the effects of authentic leadership on employee job satisfaction as well as the mediating role of motivation in the relationship between these two variables. Prior literature on authentic leadership have repeatedly argued that authentic leadership is not simply the ethically "right" thing to do, but also can effectively boost firm performance by increasing employees' job satisfaction and motivation. This study investigates whether the proposition is supported by empirical evidence in the context of Korean companies. Survey data were collected from 230 employees from several companies in South Korea. The results show that authentic leadership has a positive effect on employees' job satisfaction. As to the effects of authentic leadership and work motivation, authentic leadership turns out to have a positive effect on both extrinsic and intrinsic work motivation. The study also confirmed partial mediating effect of job satisfaction in the relationship between authentic leadership and job satisfaction.

• Journal of Construction Engineering and Project Management
• /
• v.6 no.4
• /
• pp.15-23
• /
• 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.

• International Journal of Advanced Culture Technology
• /
• v.9 no.4
• /
• pp.135-144
• /
• 2021

In an environment that places a priority on morality, authentic leadership is becoming increasingly important. Chinese enterprises are putting a lot of effort into improving their employees' psychological safety and positive psychological capital (PsyCap). This study examines the influence of authentic leadership on positive PsyCap and psychological safety, as well as the influence of positive PsyCap on psychological safety in China. It also examines whether positive PsyCap plays a mediating role. Authentic leadership has a positive effect on both positive PsyCap and psychological safety. Positive PsyCap also has a positive effect on psychological safety. Moreover, positive PsyCap had a mediation effect on the relationship between authentic leadership and psychological safety. This result means that an authentic leadership style can stimulate employees' psychological capital, make the staff more confident and promote optimistic attitudes, hopeful minds, and plenty of other positive psychological states. At the same time, it promotes the psychological safety of employees in Chinese art enterprises. The significance of this study is that it investigates the effects and processes of authentic leadership on psychological safety and positive PsyCap in Chinese art enterprises. The implications of this research bridge a theoretical gap in the field, and provide feasible suggestions and guidance for development in the discipline. Enterprises should attach importance to the selection, cultivation, and appointment of authentic leaders. They must also pay attention to trends in employee psychological safety and positive PsyCap.

• Journal of Korean Academy of Nursing
• /
• v.46 no.1
• /
• pp.100-108
• /
• 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.

• International Journal of Advanced Culture Technology
• /
• v.9 no.3
• /
• pp.202-211
• /
• 2021

Teachers play a key role in influencing students' school lives, but many researchers have tried to improve school satisfaction in various aspects. And counselors are a special type of Chinese university teachers, and not only have the characteristics of university teachers, but also have daily administrative management functions related to students' school life. In this paper, we demonstrated the effect of college counselors' ethical leadership and authentic leadership on school satisfaction among Chinese university students. In addition, it also verified the mediating effect of organizational identification in this process. As a result of empirical analysis, ethical leadership have both positive effect on organizational identification and school satisfaction. Similarly, authentic leadership also have positive impact on organizational identity and school satisfaction. In addition, organizational Identification has a positive effect on school satisfaction. Furthermore, organizational identification has also been proven to mediate the relationship between both two types of leadership and school satisfaction. Finally, we found that authentic leadership was more influential than ethical leadership in increasing school satisfaction levels.

• Journal of the Korea Safety Management & Science
• /
• v.18 no.3
• /
• pp.99-107
• /
• 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.

• International Journal of Internet, Broadcasting and Communication
• /
• v.13 no.1
• /
• pp.123-133
• /
• 2021

We study confirmed the factors influencing the organizational culture(collective culture, development culture, rational culture, hierarchical culture) perceived by members of the organization and the manager's authentic leadership(self-awareness, balanced information processing, relational transparency, internalized moral perspective) on job crafting. In addition, the relationship between organizational culture and authentic leadership was empirically analyzed. In order to verify the hypothesis of the research model, the survey results of 269 parts were verified as follows using the statistical program of SPSS 24.0. First, the organizational cultures perceived by members of the organization, development culture and rational culture, showed positive (+) influence on job crafting. In other words, Hypothesis 1 established by the research model was partially adopted. Second, the group culture, development culture, and rational culture of organizational culture were statistically significant in the relationship between the hypothesis 2 organizational culture and authentic leadership. In other words, Hypothesis 2 was partially adopted. Third, the three hypotheses of authentic leadership (self-awareness, balanced information processing, relational transparency, and an internalized moral perspective) all showed positive (+) effects on job crafting. As a result of this study, it was possible to confirm the importance of the organizational culture that improves the job-crafting of the members of the organization and the strategic activation plan for authentic leadership. Therefore, the necessity of strategic human resource development for the development and application of programs to revitalize organizational culture and improve the manager's authentic leadership has emerged.

• Journal of Digital Convergence
• /
• v.12 no.5
• /
• pp.181-190
• /
• 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.