Influence of Authentic Leadership on Organizational Trust: The Mediatory Role of Organizational Commitment

Abstract

Prior studies indicate that a leaders’ authenticity has a positive effect on organizational trust (OT). However, the place of organizational commitment (OC) in this relationship has not been well established. This study assesses the role played by OC as a mediator on the nexus between authentic leadership (AL) and OT. Participants were drawn from Local Government Council employees in three states in Southern Nigeria. A structured questionnaire was administered to three hundred and twenty-eight respondents selected using a purposive sampling technique. Structural equation modeling results indicate that OT was positive and significantly related to AL and OC respectively. Also, AL was positive and significantly related to OC. Furthermore, OC partially mediates the relationship linking AL and OT. The study recommends that organizational leadership should develop a high level of trust and commitment among organizational members, as this has serious implications for growth and productivity in today’s organizations. In terms of building theories, the study suggests that mediators like OC be added to new theories.
 Keywords: Organization, Relationship, Growth, Exploratory Factor Analysis, Path Diagram, Structural Equation Model.

The impact of organizational trust to developing human resources capabilities

“…The concept of organizational trust Within a healthy work environment, trust between organizational members is of utmost importance because it forms the foundational basis for developing a positive organizational culture (Aruoren & Tarurhor, 2023:20) [23] . Organizational trust is defined as positive expectations that individuals have about the intentions and behaviors of multiple organizational members based on organizational roles, relationships, experiences, and interdependence.…”

“…Organizational trust typically gives employees a sense of confidence in a manager or supervisor's competence and credentials to guide their performance, which positively improves their perception of their work experiences and motivates them to behave in a way that benefits the organization. In organizations, organizational trust is known to predict important organizational variables such as employee job satisfaction, engagement, task performance, contextual performance, organizational commitment, and employee loyalty (Aruoren & Tarurhor, 2023:21) [23] .…”

Effects of Cash Crunch on Small and Medium Scale Enterprises in Delta State

“…Ninety-two copies were returned, out of which five copies have about 15 percent missing information (data) and four copies had about 6 percent missing data. In line with the studies of Hair, Black, Babin, and Anderson (2010), Amahwe, 2022 andAruoren andTarurhor (2023), those retrieved copies of questionnaires having missing information of about 15 % were not used for this analysis as they exceed the benchmark of 10%. Thus, the study uses a total of 87 copies of the questionnaires, which comprises 83 with complete data and 4 copies having only about 6 % missing data.…”

Mediating Effect of Perceived Organizational Support on the Relationship between Organizational Silence and Organizational Commitment

“…Organizational Commitment Numerous academics have tried to pinpoint the important function of OC within the organizational environment, including how commitments develop (Aruoren & Tarurhor, 2023) and how they help mold attitudes and actions. The concept of OC has attracted a lot of attention over the last decade (Aruoren & Oboreh, 2020).The perspective that highlights that OC is the employee's affective tie with the organization is perhaps the one that has received the most research (Mowday, Porter, & Steers, 1982).…”