Authentic leadership and performance: the mediating role of employees’ affective commitment

Detalhes bibliográficos
Autor(a) principal: Ribeiro, Neuza
Data de Publicação: 2018
Outros Autores: Gomes, Daniel, Kurian, Shaji
Tipo de documento: Artigo
Idioma: eng
Título da fonte: Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos)
Texto Completo: http://hdl.handle.net/10400.8/3409
Resumo: Purpose - This study aims to examine the relationship between authentic leadership (AL), affective commitment and individual performance. More specifically, this study aims to understand how (a) AL influences employees' affective commitment, (b) AL influences individual performance, (c) Affective commitment influences individual performance and (d) Affective commitment mediates the relationship between AL and Individual Performance. Design/methodology/approach - Two hundred and twelve Portuguese employees participated in this study. A quantitative methodology was used. Baron and Kenny’s linear regression method and Sobel test were used to test the mediation relationship. Findings - The results reveal that affective commitment mediates the relationship between AL and employees’ performance. In others words, leaders’ authenticity promotes employees’ affective commitment which, in turn, increases their individual performance. Practical implications - This research has practical implications for human resources management in organizations, particularly in selection processes and training of leaders and managers. Practitioners looking to increase employee commitment and performance can do so by augmenting the AL. Originality/value – This study enriches the knowledge about the relevance of emerging area such as AL theory and responds to the need to understand underlying mechanisms linking AL with workers’ commitment and performance (i.e., testing the construct’s nomological network).
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spelling Authentic leadership and performance: the mediating role of employees’ affective commitmentAuthentic LeadershipAffective CommitmentIndividual PerformanceMediationPurpose - This study aims to examine the relationship between authentic leadership (AL), affective commitment and individual performance. More specifically, this study aims to understand how (a) AL influences employees' affective commitment, (b) AL influences individual performance, (c) Affective commitment influences individual performance and (d) Affective commitment mediates the relationship between AL and Individual Performance. Design/methodology/approach - Two hundred and twelve Portuguese employees participated in this study. A quantitative methodology was used. Baron and Kenny’s linear regression method and Sobel test were used to test the mediation relationship. Findings - The results reveal that affective commitment mediates the relationship between AL and employees’ performance. In others words, leaders’ authenticity promotes employees’ affective commitment which, in turn, increases their individual performance. Practical implications - This research has practical implications for human resources management in organizations, particularly in selection processes and training of leaders and managers. Practitioners looking to increase employee commitment and performance can do so by augmenting the AL. Originality/value – This study enriches the knowledge about the relevance of emerging area such as AL theory and responds to the need to understand underlying mechanisms linking AL with workers’ commitment and performance (i.e., testing the construct’s nomological network).IC-OnlineRibeiro, NeuzaGomes, DanielKurian, Shaji2018-08-01T11:35:12Z20182018-01-01T00:00:00Zinfo:eu-repo/semantics/publishedVersioninfo:eu-repo/semantics/articleapplication/pdfhttp://hdl.handle.net/10400.8/3409engRibeiro, N., Gomes, D. & Kurian, S. (2018). Authentic leadership and performance: the mediating role of employees’ affective commitment. Social Responsibility Journal, 14(1), 213-2251747-1117https://doi.org/10.1108/SRJ-06-2017-0111info:eu-repo/semantics/openAccessreponame:Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos)instname:Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informaçãoinstacron:RCAAP2024-01-17T15:47:08Zoai:iconline.ipleiria.pt:10400.8/3409Portal AgregadorONGhttps://www.rcaap.pt/oai/openaireopendoar:71602024-03-20T01:47:31.546654Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) - Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informaçãofalse
dc.title.none.fl_str_mv Authentic leadership and performance: the mediating role of employees’ affective commitment
title Authentic leadership and performance: the mediating role of employees’ affective commitment
spellingShingle Authentic leadership and performance: the mediating role of employees’ affective commitment
Ribeiro, Neuza
Authentic Leadership
Affective Commitment
Individual Performance
Mediation
title_short Authentic leadership and performance: the mediating role of employees’ affective commitment
title_full Authentic leadership and performance: the mediating role of employees’ affective commitment
title_fullStr Authentic leadership and performance: the mediating role of employees’ affective commitment
title_full_unstemmed Authentic leadership and performance: the mediating role of employees’ affective commitment
title_sort Authentic leadership and performance: the mediating role of employees’ affective commitment
author Ribeiro, Neuza
author_facet Ribeiro, Neuza
Gomes, Daniel
Kurian, Shaji
author_role author
author2 Gomes, Daniel
Kurian, Shaji
author2_role author
author
dc.contributor.none.fl_str_mv IC-Online
dc.contributor.author.fl_str_mv Ribeiro, Neuza
Gomes, Daniel
Kurian, Shaji
dc.subject.por.fl_str_mv Authentic Leadership
Affective Commitment
Individual Performance
Mediation
topic Authentic Leadership
Affective Commitment
Individual Performance
Mediation
description Purpose - This study aims to examine the relationship between authentic leadership (AL), affective commitment and individual performance. More specifically, this study aims to understand how (a) AL influences employees' affective commitment, (b) AL influences individual performance, (c) Affective commitment influences individual performance and (d) Affective commitment mediates the relationship between AL and Individual Performance. Design/methodology/approach - Two hundred and twelve Portuguese employees participated in this study. A quantitative methodology was used. Baron and Kenny’s linear regression method and Sobel test were used to test the mediation relationship. Findings - The results reveal that affective commitment mediates the relationship between AL and employees’ performance. In others words, leaders’ authenticity promotes employees’ affective commitment which, in turn, increases their individual performance. Practical implications - This research has practical implications for human resources management in organizations, particularly in selection processes and training of leaders and managers. Practitioners looking to increase employee commitment and performance can do so by augmenting the AL. Originality/value – This study enriches the knowledge about the relevance of emerging area such as AL theory and responds to the need to understand underlying mechanisms linking AL with workers’ commitment and performance (i.e., testing the construct’s nomological network).
publishDate 2018
dc.date.none.fl_str_mv 2018-08-01T11:35:12Z
2018
2018-01-01T00:00:00Z
dc.type.status.fl_str_mv info:eu-repo/semantics/publishedVersion
dc.type.driver.fl_str_mv info:eu-repo/semantics/article
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status_str publishedVersion
dc.identifier.uri.fl_str_mv http://hdl.handle.net/10400.8/3409
url http://hdl.handle.net/10400.8/3409
dc.language.iso.fl_str_mv eng
language eng
dc.relation.none.fl_str_mv Ribeiro, N., Gomes, D. & Kurian, S. (2018). Authentic leadership and performance: the mediating role of employees’ affective commitment. Social Responsibility Journal, 14(1), 213-225
1747-1117
https://doi.org/10.1108/SRJ-06-2017-0111
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