Authentic leadership and organizational commitment: The mediating role of positive psychological capital

Rego, Paulo; Lopes, Miguel Pereira; Nascimento, José Luís

doi:10.3926/jiem.1540

Cited by 66 publications

(73 citation statements)

References 37 publications

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“…It is characterized by the following elements: continuance commitment, normative commitment, and affective commitment. Authentic leadership produces impact on individuals' affective commitment to an organization [72,73].…”

Section: Work Engagement and Unethical Pro-organizational Behaviormentioning

confidence: 99%

Influence of Authentic Leadership on Unethical Pro-Organizational Behavior: The Intermediate Role of Work Engagement

Gigol

2020

Sustainability

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Business ethics are an important part of corporate sustainability. Sustainability concerns not only the environment but also the well-being of employees, which includes work engagement. Authentic leadership has an impact on the work engagement and well-being of subordinates. The aim of the current research is to present the interdependencies between leadership, work engagement, and unethical pro-organizational behavior. A group of 623 employees from various organizations working in various positions in Central and Eastern Poland was surveyed. The relationships between the variables were analyzed using CB-SEM structural modeling methods. The estimation was completed on the basis of the highest probability method. The CB-SEM model was applied in order to verify the hypotheses that had been formulated. The current paper presents an intermediate role of work engagement between supervisors’ leadership and the unethical pro-organizational behavior of subordinates. The survey shows that authentic leadership induces subordinates to engage in unethical pro-organizational behavior. Practical implications were formulated, including company board greater integration of ethics into the core values of organizations and emphasis on learning business ethics in universities and MBA studies.

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Section: Work Engagement and Unethical Pro-organizational Behaviormentioning

confidence: 99%

Influence of Authentic Leadership on Unethical Pro-Organizational Behavior: The Intermediate Role of Work Engagement

Gigol

2020

Sustainability

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“…Thus, authentic leadership can enhance employees' sense of control. Secondly, research has shown that authentic leadership can increase employees' psychological capital (i.e., self-efficacy, optimism, hope and resilience) (Rego et al 2012(Rego et al , 2016 and can also increase their positive emotions (Hsiung 2012;Zhou et al 2014). According to the conservation of resources theory, adequate psychological resources are essential for people to control their emotions; thus, it is reasonable to argue that authentic leadership can increase people's emotional stability.…”

Section: The Mediating Role Of Core Self-evaluationsmentioning

confidence: 99%

How authentic leadership influences employee proactivity: the sequential mediating effects of psychological empowerment and core self-evaluations and the moderating role of employee political skill

Zhang

Song

Wang

et al. 2018

Front. Bus. Res. China

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This study aims to examine the relationship between authentic leadership and employee proactive behavior. Based on self-determination theory, we argue that such a relationship is sequentially mediated by psychological empowerment and core self-evaluations. In addition, political skill plays a moderating role in the third stage. These hypotheses are validated by a sample of 65 leaders and 275 subordinates from two private enterprises in mainland China. Results show that authentic leadership (Time 1) influences employees' proactive behavior (Time 3) through the psychological empowerment (Time 1) and core self-evaluations of employees (Time 2), and the relationship between core self-evaluations and proactive behavior is positively moderated by employees' political skill. In addition, bootstrapping results also verify the moderating role played by employees' political skill in the indirect relationship between authentic leadership and proactive behavior through core self-evaluations. Theoretical and managerial implications are further discussed in the light of these findings.

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“…Saat Karisma didukung dengan Psychological Capital maka dampak Karisma terhadap kredibilitas dapat semakin kuat. Interaksi antara Psychological Capital dan Karakteristik Karisma juga telah diteliti sebelumnya (Kamal, 2015;Rego, Lopes, & Nascimento, 2016;Story, Youssef, Luthans, & Barbuto, 2013;Woolley, Caza, & Levy, 2011). Hasil dari beberapa penelitian tersebut menunjukkan bahwa Psychological Capital berperan penting dalam mempertegas dampak karakteristik positif yang dimiliki oleh seseorang (Story et al, 2013).…”

Section: Pendahuluanunclassified

The Role of Charisma and Psychological Capital on Credibility among Start-up Entrepreneurs

Wirawan¹,

Tandiayuk²

2019

j. il.adm.publik.

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This study aims to further explain the effect of Charisma and Psychological Capital (PsyCap) on Credibility among start-up entrepreneurs in Makassar City. Participants in this study were employees who worked in various Small and Medium Business Units with minimum age of 17 years. There were 132 participants involved in this study (58% female and 42% male). Using the Hierarchical Regression technique, this study found that all regression models significantly predicted the entrepreneurs’ Credibility with p value ranged from 0.01 to 0.001. Charisma could explain 31% of Credibility while together Charisma and PsyCap explained 40% of Credibility. The models showed that Charisma (β= 0.27, p< 0.01) and PsyCap (β= 0.41, p< 0.001) acted as significant predictors for the start-up entrepreneurs’ credibility. This study confirmed the previous theories and evidence regarding the effect of Charisma and PsyCap on Credibility. Both Charisma and PsyCap contributed significant effect on the start-up entrepreneurs’ credibility.

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Authentic leadership and organizational commitment: The mediating role of positive psychological capital

Cited by 66 publications

References 37 publications

Influence of Authentic Leadership on Unethical Pro-Organizational Behavior: The Intermediate Role of Work Engagement

Influence of Authentic Leadership on Unethical Pro-Organizational Behavior: The Intermediate Role of Work Engagement

How authentic leadership influences employee proactivity: the sequential mediating effects of psychological empowerment and core self-evaluations and the moderating role of employee political skill

The Role of Charisma and Psychological Capital on Credibility among Start-up Entrepreneurs

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