Research Article
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Examining The Effects of Authentic Leadership on Information, Identity, Commitment and Job Performance

Year 2022, Volume: 30 Issue: 53, 173 - 194, 29.07.2022
https://doi.org/10.17233/sosyoekonomi.2022.03.09

Abstract

Within the scope of the study, the interactions of authentic leadership, information management, organisational identification, and emotional commitment to job performance were mentioned. Data obtained using IBM SPSS 25 and SmartPLS Package Programs were analysed. The positive effects of the factors on job performance, as well as the regression and the mediation effect analysis, were used to evaluate the factors that have mediated effect on the relationship between authentic leadership and job performance: both the relationship and mediation effect hypotheses were accepted.

References

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Otantik Liderliğin Bilgi, Kimlik, Bağlılık ve İş Performansı Üzerindeki Etkilerinin İncelenmesi

Year 2022, Volume: 30 Issue: 53, 173 - 194, 29.07.2022
https://doi.org/10.17233/sosyoekonomi.2022.03.09

Abstract

Çalışmanın amacı örgüt yapıları içinde çalışanların kimlik, bağlılık ve bilgi yönetiminde iş performanslarının liderlik tarzıyla birlikte nasıl etkilendiğini incelemektedir. Bu nedenle, araştırmanın amacı kapsamında hizmet sektöründe bulunan sigorta firmalarda çalışan 306 beyaz yakalıdan anketler toplanmıştır. IBM SPSS 25 ve IBM AMOS Paket Programları kullanılarak elde edilen veriler analiz edilmiştir. Faktörlerin iş performansı üzerinde pozitif etkileri regresyon analizleri ile aynı zamanda otantik liderlik ile iş performansı arasındaki ilişkide aracılık etkisine sahip olan faktörlerin analizinde mediatör etki analizleri kullanılmış ve hem ilişki hem mediatör etki hipotezlerinin kabul edildiği görülmüştür.

References

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  • Alavi, M. & D. Leidner (2001), “Knowledge management and knowledge management systems: Conceptual foundations and research issues”, MIS Quarterly, 25(1), 107-136.
  • Allen, N. & J. Meyer (1990), “The Measurement and Antecedents of Affective, Continuance and Normative Commitment to the Organization”, Journal of Occupational Psychology, 63(1), 1-18.
  • Arshadi, N. & G. Hayavi (2013), “The effect of perceived organizational support on affective commitment and job performance: mediating role of OBSE”, Procedia-Social and Behavioral Sciences, 84, 739-743.
  • Avanzi, L. et al. (2018), “How to mobilize social support against workload and burnout: The role of organizational identification”, Teaching and Teacher Education, 69, 154-167.
  • Avolio, B.J. & W.L. Gardner (2005), “Authentic leadership development: Getting to the root of positive forms of leadership”, The Leadership Quarterly, 16(3), 315-338.
  • Avolio, B.J. et al. (2004), Authentic Leadership: Theory Building for Veritable Sustained Performance, Lincoln, NB: The Gallup Leadership Institute.
  • Azanza, G. et al. (2013), “Authentic leadership and organizational culture as drivers of employees’ job satisfaction”, Revista de Psicología del Trabajo y de las Organizaciones, 29(2), 45-50.
  • Azanza, G. et al. (2015), “The effects of authentic leadership on turnover intention”, Leadership & Organization Development Journal, 36(8), 955-971.
  • Bakker, A.B. et al. (2012), “Proactive personality and job performance: The role of job crafting and work engagement”, Human Relations, 65(10), 1359-1378.
  • Bamford, M. et al. (2013), “The influence of authentic leadership and areas of worklife on work engagement of registered nurses”, Journal of Nursing Management, 21(3), 529-540.
  • Bhindi, N. & P. Duignan (1997), “Leadership for a new century: Authenticity, intentionality, spirituality, and sensibility”, Educational Management and Administration, 25(2), 117-132.
  • Bogner, W.C. & P. Bansal (2007), “Knowledge management as the basis of sustained high performance”, Journal of Management Studies, 44, 165-188.
  • Bono, J.E. & T.A. Judge (2003), “Self-concordance at work: Toward understanding the motivational effects of transformational leaders”, Academy of Management Journal, 46(5), 554-571.
  • Boswell, W. (2006), “Aligning Employees with the Organization’s Strategic Objectives: Out of ‘Line of Sight’, Out of Mind”, The International Journal of Human Resource Management, 17(9), 1489-1511.
  • Breevaart, K. et al. (2015), “Leader-member exchange, work engagement, and job performance”, Journal of Managerial Psychology, 30(7), 754-770.
  • Brown, A.D. (2017), “Identity work and organizational identification”, International Journal of Management Reviews, 19(3), 296-317.
  • Burke, W.W. (2017), Organization change: Theory and practice, Sage publications.
  • Cangur, S. & I. Ercan (2015), “Comparison of model fit indices used in structural equation modeling under multivariate normality”, Journal of Modern Applied Statistical Methods, 14(1), 152-167.
  • Carmeli, A. et al. (2007), “The role of perceived organizational performance in organizational identification, adjustment and job performance”, Journal of Management Studies, 44, 972-992.
  • Carmeli, A. et al. (2011), “How leadership enhances employees’ knowledge sharing: The intervening roles of relational and organizational identification”, The Journal of Technology Transfer, 36(3), 257-274.
  • Chiang, C.F. & T.S. Hsieh (2012), “The impacts of perceived organizational support and psychological empowerment on job performance: The mediating effects of organizational citizenship behavior”, International Journal of Hospitality Management, 31(1), 180-190.
  • Choy, J. et al. (2016), “Leader-member exchange and job performance”, Journal of Management Development, 35(1), 104-119.
  • Clapp-Smith, R. et al. (2009), “Authentic leadership and positive psychological capital: The mediating role of trust at the group level of analysis”, Journal of Leadership and Organizational Studies, 15(3), 227-240.
  • Craighead, C.W. et al. (2011), “Addressing common method variance: Guidelines for survey research on information technology, operations, and supply chain management”, IEEE Transactions on Engineering Management, 58(3), 578-588.
  • Dağlı, A. vd. (2018), “Örgütsel Bağlılık Ölçeği’nin Türkçe’ye Uyarlanması: Geçerlik ve Güvenilirlik Çalışması”, Elektronik Sosyal Bilimler Dergisi, 17(68), 1788-1800.
  • Dalkir, K. (2017), Knowledge Management in Theory and Practice, MIT Press.
  • Dessler, G. (2001), Management, Upper Saddle River: Prentice-Hall.
  • DeTienne, K.B. et al. (2004), “Toward a model of effective knowledge management and directions for future research: Culture, leadership, and CKOs”, Journal of Leadership & Organizational Studies, 10, 26-43.
  • Epitropaki, O. & R. Martin (2005), ‘From ideal to real: A longitudinal study of the role of Implicit Leadership Theories on Leader-Member Exchanges and employee outcomes’, Journal of Applied Psychology, 90 (4), 659-676.
  • Erat, S., Kitapci, H., & ÇÖMEZ, P. (2017), ‘The effect of organizational loads on work stress, emotional commitment, and turnover intention’, International Journal of Organizational Leadership, 6, 221-231.
  • Fleishman, E.A. & J.A. Salter (1963), “Relationship between the leader’s behavior and his empathy towards subordinates”, Journal of Industrial Psychology, 1(3), 79-84.
  • Gatling, A. et al. (2016), “The effects of authentic leadership and organizational commitment on turnover intention”, Leadership & Organization Development Journal, 37(2), 181-199.
  • Gillet, N. et al. (2013), “Procedural justice, supervisor autonomy support, work satisfaction, organizational identification and job performance: The mediating role of need satisfaction and perceived organizational support”, Journal of Advanced Nursing, 69(11), 2560-2571.
  • Greenberg, J. & R.A. Baron (2008), Behavior in Organizations: Understanding and Managing the Human Side of Work (8th ed.), Upper Saddle River, NJ: Prentice-Hall.
  • Hair, J.F. et al. (2000), Marketing Research, International Edition, Irwin McGraw-Hill.
  • Henderson, J.E. & W.K. Hoy (1983), “Leader authenticity: The development and test of an operational measure”, Educational and Psychological Research, 3 (2), 63-75
  • Henderson, J.E. (2015), “Leader Authenticity: A Renewed Call for Research”, Journal of Leadership, Accountability & Ethics, 12(2), 103-118.
  • Hu, L.T. & P.M. Bentler (1999), “Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives”, Structural Equation Modeling: A Multidisciplinary Journal, 6(1), 1-55.
  • Jensen, S.M. & F. Luthans (2006), “Entrepreneurs as authentic leaders: Impact on employees attitudes”, Leadership and Organization Development Journal, 27(8), 646-666.
  • Karanika-Murray, M. et al. (2015), ‘Organizational identification, work engagement, and job satisfaction”, Journal of Managerial Psychology, 30(8), 1019-1033.
  • Katz, D. (1951), “Survey research center: An overview of the human relations program”, .in: H. Guetzkow (ed.), Groups, leadership and men (147-172), Pittsburgh: Carnegie Press.
  • Kernis, M.H. (2003), “Toward a conceptualization of optimal self-esteem”, Psychological Inquiry, 14(1), 1-26.
  • Khan, M.R. et al. (2010), “The impacts of organizational commitment on employee job performance”, European Journal of Social Sciences, 15, 292- 298.
  • Khan, S.N. (2010), “Impact of authentic leaders on organization performance”, International Journal of Business and Management, 5(12), 167-172.
  • Knoll, M. & R. van Dick (2013), “Authenticity, employee silence, prohibitive voice, and the moderating effect of organizational identification”, The Journal of Positive Psychology, 8(4), 346-360.
  • Kulophas, D. et al. (2018), “Exploring the effects of authentic leadership on academic optimism and teacher engagement in Thailand”, International Journal of Educational Management, 32(1), 27-45.
  • Lakshman, C. (2009), “Organizational knowledge leadership: An empirical examination of knowledge management by top executive leaders”, Leadership & Organization Development Journal, 30(4), 338-364.
  • Laudon, K.C. & J.P. Laudon (2015), Management Information Systems, Upper Saddle River: Pearson.
  • Leroy, H. et al. (2015), “Authentic leadership, authentic followership, basic need satisfaction, and work role performance: A cross-level study”, Journal of Management, 41(6), 1677-1697.
  • Li, N. et al. (2013), “Spotlight on the followers: An examination of moderators of relationships between transformational leadership and subordinates’ citizenship and taking charge”, Personnel Psychology, 66, 225-260.
  • Liu, F. et al. (2014), “The impact of authentic leadership on employees’ work engagement: A multilevel study in Chinese hospitality industry”, 11th International Conference on Service Systems and Service Management (ICSSSM), 1-6.
  • Loi, R. et al. (2014), “Leader-member exchange, organizational identification, and job satisfaction: A social identity perspective”, Journal of Occupational and Organizational Psychology, 87(1), 42-61.
  • Lok, P. & J. Crawford (2004), “The effect of organizational culture and leadership style on job satisfaction and organizational commitment: A cross-national comparison”, The Journal of Management Development, 23(3/4), 321-330.
  • Loui, K. (1995), “Understanding employee commitment in the public organization: A study of the juvenile detention center”, International Journal of Public Administration, 18(8), 1269-1295.
  • Luchak, A.A. & I.R. Gellatly (2007), “A comparison of linear and nonlinear relations between organizational commitment and work outcomes’, Journal of Applied Psychology, 92(3), 786-793.
  • Mael, F. & B.E. Ashforth (1992), “Alumni and their alma mater: A partial test of the reformulated model of organizational identification”, Journal of Organizational Behavior, 13, 103-123.
  • Maier, R. (2005), “Modeling knowledge work for the design of knowledge infrastructures”, Journal of Universal Computer Science, 11, 429-451.
  • Menguc, B. et al. (2007), “Transformational leadership and market orientation: Implications for the implementation of competitive strategies and business unit performance”, Journal of Business Research, 60(4), 314-321.
  • Meyer J.P. & N.J. Allen (1987), “Organizational commitment: Toward a three component model”, Research Bulletin No. 660, The University of Western Ontario, Department of Psychology, London.
  • Meyer, J.P. et al. (2002), “Affective, Continuance, and Normative Commitment to the Organization: A Meta-analysis of Antecedents, Correlates, and Consequences”, Journal of Vocational Behavior, 61, 20-52.
  • Monzani, L. et al. (2016), “It takes two to tango: The interactive effect of authentic leadership and organizational identification on employee silence intentions”, German Journal of Human Resource Management, 30(3-4), 246-266.
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There are 94 citations in total.

Details

Primary Language English
Subjects Economics
Journal Section Articles
Authors

Zafer Adıgüzel 0000-0001-8743-356X

Yashar Salamzadeh This is me 0000-0002-6917-2754

Fatma Sönmez Çakır 0000-0001-5845-9162

Publication Date July 29, 2022
Submission Date August 2, 2021
Published in Issue Year 2022 Volume: 30 Issue: 53

Cite

APA Adıgüzel, Z., Salamzadeh, Y., & Sönmez Çakır, F. (2022). Examining The Effects of Authentic Leadership on Information, Identity, Commitment and Job Performance. Sosyoekonomi, 30(53), 173-194. https://doi.org/10.17233/sosyoekonomi.2022.03.09
AMA Adıgüzel Z, Salamzadeh Y, Sönmez Çakır F. Examining The Effects of Authentic Leadership on Information, Identity, Commitment and Job Performance. Sosyoekonomi. July 2022;30(53):173-194. doi:10.17233/sosyoekonomi.2022.03.09
Chicago Adıgüzel, Zafer, Yashar Salamzadeh, and Fatma Sönmez Çakır. “Examining The Effects of Authentic Leadership on Information, Identity, Commitment and Job Performance”. Sosyoekonomi 30, no. 53 (July 2022): 173-94. https://doi.org/10.17233/sosyoekonomi.2022.03.09.
EndNote Adıgüzel Z, Salamzadeh Y, Sönmez Çakır F (July 1, 2022) Examining The Effects of Authentic Leadership on Information, Identity, Commitment and Job Performance. Sosyoekonomi 30 53 173–194.
IEEE Z. Adıgüzel, Y. Salamzadeh, and F. Sönmez Çakır, “Examining The Effects of Authentic Leadership on Information, Identity, Commitment and Job Performance”, Sosyoekonomi, vol. 30, no. 53, pp. 173–194, 2022, doi: 10.17233/sosyoekonomi.2022.03.09.
ISNAD Adıgüzel, Zafer et al. “Examining The Effects of Authentic Leadership on Information, Identity, Commitment and Job Performance”. Sosyoekonomi 30/53 (July 2022), 173-194. https://doi.org/10.17233/sosyoekonomi.2022.03.09.
JAMA Adıgüzel Z, Salamzadeh Y, Sönmez Çakır F. Examining The Effects of Authentic Leadership on Information, Identity, Commitment and Job Performance. Sosyoekonomi. 2022;30:173–194.
MLA Adıgüzel, Zafer et al. “Examining The Effects of Authentic Leadership on Information, Identity, Commitment and Job Performance”. Sosyoekonomi, vol. 30, no. 53, 2022, pp. 173-94, doi:10.17233/sosyoekonomi.2022.03.09.
Vancouver Adıgüzel Z, Salamzadeh Y, Sönmez Çakır F. Examining The Effects of Authentic Leadership on Information, Identity, Commitment and Job Performance. Sosyoekonomi. 2022;30(53):173-94.