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Otantik Liderliğin Çalışan Performansına Etkisinde Örgütsel Bağlılığın Aracı Rolü

Year 2022, Volume: 11 Issue: 1, 11 - 27, 31.03.2022
https://doi.org/10.15869/itobiad.870781

Abstract

Günümüzün rekabet ortamında örgütlerin sürdürülebilir rekabet avantajının elde edilmesinde çalışanların bireysel performansları önemli belirleyici bir unsur olarak kabul edilir. Bu nedenle yöneticiler, çalışanlarının performanslarını artırma cabasındadır. Araştırmacılar tarafından çalışan performansının öncüllerini tespit etmeye yönelik birçok araştırma yapılmıştır. Yapılan araştırmalarda liderlik en dikkat çeken araştırmalardır. Literatür, liderin çalışan performansını olumlu yönde etkilediğini görüşünü desteklemektedir. Literatürde farklı liderlik tarzlarının çalışan performansı üzerinde etkili olduğu belgelenmiş olmakla birlikte otantik liderliğe yönelik araştırmalar sınırlı seviyededir. Bu nedenle literatürde otantik liderin çalışan performansı üzerindeki etkisini belirmeye yönelik araştırmalar ihtiyaç duyulmaktadır. Otantik lider, çalışanlarını örgütsel hedefler ve çıkarlarla özdeşleştirerek beklentilerin ötesinde performans göstermeye motive eden bir liderlik yaklaşımdır. Ayrıca otantik lider, çalışan performansını etkilemenin yanı sıra çalışanlarda örgütsel bağlılığın oluşmasında da önemli rol oynar. Bu akıl yürütmeden hareketle araştırmada; otantik lider, çalışan performansı ve örgütsel bağlılığı içeren kavramsal bir model önerilmiştir. Önerilen modelin test edilmesi için İstanbul’daki konfeksiyon fabrikası çalışanlarından 317 anket verisi elde edilmiştir. Elde edilen anket verileri SSPS-24 ve AMOS-18 programı yardımıyla analiz edilmiştir. Analiz sonuçları, otantik liderin çalışan performansını ve örgütsel bağlılığı olumlu yönde etkilediği göstermiştir. Bu bulgulara ilave olarak otantik liderin çalışan performansına etkisinde örgütsel bağlılığın aracı rolünün olduğu tespit edilmiştir. Örgütsel bağlılığın aracı rolünü keşfetmek, otantik liderlik ve çalışan performansı arasındaki ilişkinin daha fazla açıklığa kavuşturulmasına yönelik olumlu bir adımdır. Araştırma bulguları literatüre katkı sağlamanın yanı sıra araştırmacıların ve uygulayıcıların ilgisini çekecek sonuçlara sahiptir.

Supporting Institution

Yoktur

Project Number

Yoktur

References

  • Ahmad, A. N. A., Ahmad, M. F., Hamid, N. A., Hamid, N. A. A., Ismail, N., Nawanir, G., ... & Rahim, M. (2019). The Influences Of Workplace Environment, Job Satisfaction And Organization Commitment On Job Performance In Manufacturing Industry. International Journal of Supply Chain Management, 8(6), 944-950.
  • Arifina, A. H., Saputrab, J., Putehc, A., & Qamariusd, I. (2019). The Role Of Organizational Culture In The Relationship Of Personality And Organization Commitment On Employee Performance. International Journal of Innovation, Creativity and Change, 9(3), 105-129.
  • Avolio, B. J., & Gardner, W. L. (2005). Authentic Leadership Development: Getting To The Root Of Positive Forms Of Leadership. The Leadership Quarterly, 16(3), 315-338.
  • Azanza, G., Gorgievski, M. J., Moriano, J. A., & Molero, F. (2018). Influencing Salespeople’s Work Outcomes Through Authentic Leadership. Leadership & Organization Development Journal, (39)7, 926-944.
  • Dalmış, A. B., & Yaşin, T. (2018). Örgütsel Bağlılığın İşten Ayrılma Niyeti Ve İş Karşıtı Davranışlar Üzerine Etkisi: Havacılık Sektöründe Bir Araştırma. Örgütsel Davranış Kongresi Bildiriler Kitabı, 194-204.
  • Batra, S. (2020). Framework Of Socialisation, Authentic Leadership And Affective Commitment For Construction Professionals. Construction Economics and Building, 20(1), 77-95.
  • Buil, I., Martínez, E., & Matute, J. (2019). Transformational Leadership And Employee Performance: The Role Of Identification, Engagement And Proactive Personality. International Journal of Hospitality Management, 77, 64-75.
  • Chen, W., Duan, J., & Tian, X. (2013). Why Do Not Employees Voice: A Chinese Culture Perspective. Advances in Psychological Science, 21(5), 905-913.
  • Cohen, J. (1988). Statistical Power Analysis For The Behavioral Sciences (2nd ed.). Hillsdale, NJ: Erlbaum
  • Çekmecelioğlu, G. H., & Yıkılmaz, İ. (2019). Leadership Style And Employee Attitudes In Turkish Management Culture. Joint Conference ISMC 2018-ICLTIBM 2018 - 14th International Strategic Management Conference & 8th International Conference on Leadership, Technology, Innovation and Business Management, 420-431.
  • Çöl G. (2008). Algılanan Güçlendirmenin İş Gören Performansı Üzerine Etkileri. Doğuş Üniversitesi Dergisi, 9(1), 35-46.
  • Delić, M., Slåtten, T., Milić, B., Marjanović, U., & Vulanović, S. (2017). Fostering Learning Organisation In Transitional Economy–The Role Of Authentic Leadership And Employee Affective Commitment. International Journal of Quality and Service Sciences, 9(3/4), 441-455.
  • Dutton, J. E., Dukerich, J. M., & Harquail, C. V. (1994). Organizational Images And Member Identification. Administrative Science Quarterly, 39(2), 239-263.
  • Eddy, A.A.N., & Gorda, S. (2016). Leadership, Career Development, Organizational Culture, Organizational Commitment And Employee Performance In The Public Works Department Of Bali Province, Indonesia. International Journal of Economics, Commerce and Management, 4(7), 195–212.
  • Erniwati, S., Ramly, M., & Alam, R. (2020). Leadership Style, Organizational Culture And Job Satisfaction At Employee Performance. Point of View Research Management, 1(3), 09-18.
  • Femi, A. F. (2013). Perception Of Performance Appraisal And Workers’ Performance In Wema Bank Headquarters, Lagos. Global Journal of Arts, Humanities and Social Sciences, 1(4), 89-101.
  • García‐Almeida, D. J., Fernández‐Monroy, M., & De Saá‐Pérez, P. (2015). Dimensions Of Employee Satisfaction As Determinants Of Organizational Commitment In The Hotel İndustry. Human Factors and Ergonomics in Manufacturing & Service Industries, 25(2), 153-165.
  • Gardner, W. L., Cogliser, C. C., Davis, K. M., & Dickens, M. P. (2011). Authentic Leadership: A Review Of The Literature And Research Agenda. The Leadership Quarterly, 22(6), 1120-1145.
  • Gatling, A., Kang, H. J. A., & Kim, J. S. (2016). The Effects Of Authentic Leadership And Organizational Commitment On Turnover Intention. Leadership & Organization Development Journal, 37(2), 181-199.
  • Hair, J., Hult, G. T. M., Ringle, C. & Sarstedt, M. (2014). A Primer On Partial Least Squares Structural Equation Modeling (PLS-SEM). CA: Thousands Oaks, Sage.
  • Hassan, S., & Hatmaker, D. M. (2015). Leadership And Performance Of Public Employees: Effects Of The Quality And Characteristics Of Manager-Employee Relationships. Journal of Public Administration Research and Theory, 25(4), 1127-1155.
  • Hayes, A. F. (2017). Introduction To Mediation, Moderation, And Conditional Process Analysis: A Regression-Based Approach. Guilford publications.
  • Holten, A. L., Bøllingtoft, A., Carneiro, I. G., & Borg, V. (2018). A Within-Country Study Of Leadership Perceptions And Outcomes Across Native And Immigrant Employees: Questioning The Universality Of Transformational Leadership. Journal of Management and Organization, 24(1), 145.
  • Jaworski, B. J., & Kohli, A. K. (1993). Market Orientation: Antecedents And Consequences. Journal of Marketing, 57(3), 53-70.
  • Kaplan, M., & Kaplan, A. (2018). The Relationship Between Organizational Commitment And Work Performance: A Case Of Industrial Enterprises. Journal of Economic and Social Development (JESD), 5(1), 46-50.
  • Kirkman, B. L., & Rosen, B. (1999). Beyond Self-Management: Antecedents And Consequences Of Team Empowerment. Academy of Management Journal, 42(1), 58-74.
  • Laraib, A., & Hashmi, S. H. (2018). An Empirical Study To Examine The Relation Of Authentic Leadership On Employee Performance; Moderating Role Of Intrinsic Motivation. International Journal of Business and Administrative Studies, 4(4), 137-145.
  • Leroy, H., Palanski, M. E., & Simons, T. (2012). Authentic Leadership And Behavioral Integrity As Drivers Of Follower Commitment And Performance. Journal of Business Ethics, 107(3), 255-264.
  • Malik, N. (2018). Authentic Leadership–An Antecedent For Contextual Performance Of Indian Nurses. Personnel Review, 47(6), 1244-1260.
  • Meydan, C. H., ve Şeşen, H. (2015). Yapısal Eşitlik Modellemesi: AMOS Uygulamaları, (2.Baskı). Ankara: Detay Yayıncılık.
  • Nasab, A. H., & Afshari, L. (2019). Authentic Leadership And Employee Performance: Mediating Role Of Organizational Commitment. Leadership & Organization Development Journal, 40(5), 548-560.
  • Nasyroh, M., & Wikansari, R. (2017). Hubungan Antara Kepribadian (Big Five Personality Model) Dengan Kinerja Karyawan. Jurnal Ecopsy, 4(1), 10-16.
  • Nurtjahjono, G. E. (2020). The Effect Of Job Characteristic, Person-Job Fit, Organizational Commitment On Employee Performance (Study Of East Java BPJS Employees). Journal of Public Administration Studies (JPAS), 5(1), 5-7.
  • Pan, S. Y., & Lin, K. J. (2015). Behavioral Mechanism And Boundary Conditions Of Transformational Process. Journal of Managerial Psychology, 30(8), 970-985.
  • Pancasila, I., Haryono, S., & Sulistyo, B. A. (2020). Effects Of Work Motivation And Leadership Toward Work Satisfaction And Employee Performance: Evidence From Indonesia. The Journal of Asian Finance, Economics, and Business, 7(6), 387-397.
  • Patiar, A., & Wang, Y. (2016). The Effects Of Transformational Leadership And Organizational Commitment On Hotel Departmental Performance. International Journal of Contemporary Hospitality Management, 28(3), 586-608.
  • Ribeiro, N., Gomes, D., & Kurian, S. (2018a). Authentic Leadership And Performance: The Mediating Role Of Employees’ Affective Commitment. Social Responsibility Journal, 14(1), 213-225.
  • Ribeiro, N., Duarte, A. P., & Filipe, R. (2018b). How Authentic Leadership Promotes Individual Performance. International Journal of Productivity and Performance Management, 67(9), 1585-1607.
  • Ribeiro, N., Duarte, A. P., Filipe, R., & Torres de Oliveira, R. (2020). How Authentic Leadership Promotes Individual Creativity: The Mediating Role Of Affective Commitment. Journal of Leadership & Organizational Studies, 27(2), 189-202.
  • Rukh, L., Shahrukh, H. M., & Iqbal, K. Z. (2018). Effect Of Authentic Leadership On Organization Commitment: Mediating Role Of Job Satisfaction. Journal of Entrepreneurship & Organization Management, 7(3), 247-258.
  • Semedo, A. S. D., Coelho, A. F. M., & Ribeiro, N. M. P. (2016). Effects Of Authentic Leadership, Affective Commitment And Job Resourcefulness On Employees’ Creativity And Individual Performance. Leadership & Organization Development Journal, 37(8), 1038-1055.
  • Suhartanto, D., Dean, D., Nansuri, R., & Triyuni, N. N. (2018). The Link Between Tourism Involvement And Service Performance: Evidence From Frontline Retail Employees. Journal of Business Research, 83(1), 130-137.
  • Sürücü, L., & Maslakçı, A. (2020). Validity And Reliability In Quantitative Research. Business & Management Studies: An International Journal, 8(3), 2694-2726.
  • Sürücü, L., & Maşlakçı, A. (2018). Örgütsel Bağlılık Üzerine Kavramsal İnceleme. International Journal of Management and Administration, 2(3), 49-65.
  • Şeşen, H. (2010). Öncülleri Ve Sonuçları İle Örgüt İçi Girişimcilik: Türk Savunma Sanayinde Bir Araştırma. Yayımlanmamış Doktora Tezi, KHO Savunma Bilimleri Enstitüsü, Ankara.
  • Tabak, A., Polat, M., Coşar, S., & Türköz, T. (2012). Otantik Liderlik Ölçeği: Güvenirlik Ve Geçerlik Çalışması. ISGUC The Journal of Industrial Relations and Human Resources, 14(4), 89-106.
  • Terglav, K., Ruzzier, M. K., & Kaše, R. (2016). Internal Branding Process: Exploring The Role Of Mediators In Top Management's Leadership–Commitment Relationship. International Journal of Hospitality Management, 54, 1-11.
  • Walumbwa, F. O., Avolio, B. J., Gardner, W. L., Wernsing, T. S., & Peterson, S. J. (2008). Authentic Leadership: Development And Validation Of A Theory-Based Measure. Journal of Management, 34(1), 89-126.
  • Wei, F., Li, Y., Zhang, Y., & Liu, S. (2018). The Interactive Effect Of Authentic Leadership And Leader Competency On Followers’ Job Performance: The Mediating Role Of Work Engagement. Journal of Business Ethics, 153(3), 763-773.
  • Xiong, K., Lin, W., Li, J.C. and Wang, L., 2016. Employee Trust In Supervisors And Affective Commitment: The Moderating Role Of Authentic Leadership. Psychological Reports, 118(3), 829-48.
  • Yagil, D., & Medler-Liraz, H. (2014). Service Employees’ Trait Authenticity And Customer Satisfaction. In W. J. Zerbe, N. M. Ashkanasy, & C. E. J. Ha¨rtel (Eds.), Individual Sources, Dynamics, And Expressions Of Emotion (pp. 169–185). Bingley: Emerald Group.
  • Yan, J., Luo, J., Jia, J., & Zhong, J. (2019). High-Commitment Organization And Employees’ Job Performance. International Journal of Manpower, 40(7), 1305-1318.
  • Yıldız, A., Ekingen, E. (2020). Paternalistik Liderliğin Hizmet İnovasyon Davranışı Üzerine Etkisinin Ve İş Tatmininin Aracılık Rolünün Yapısal Eşitlik Modellemesi İle Test Edilmesi, İşletme Araştırmaları Dergisi, 12(3), 2916-2926.

The Mediating Role of Organizational Commitment in the Effect of Authentic Leadership on Employee Performance

Year 2022, Volume: 11 Issue: 1, 11 - 27, 31.03.2022
https://doi.org/10.15869/itobiad.870781

Abstract

In today's competitive environment, employees' individual performances are considered to be an important determining factor in achieving sustainable competitive advantage of organizations. Therefore, managers are in the interest of increasing the performance of their employees. Many studies have been conducted by researchers to identify the antecedents of employee performance. In the researches, leadership is the most remarkable research topic. The literature supports the view that the leader positively affects employee performance. Although it has been documented in the literature that different leadership styles are effective on employee performance, research on authentic leadership is limited. For this reason, studies are needed in the literature to determine the effect of the authentic leader on employee performance. An authentic leader is a leadership approach that motivates employees to perform beyond expectations by identifying them with organizational goals and interests. Also, the authentic leader plays an important role in the formation of organizational commitment in employees as well as affecting employee performance. Based on this reasoning in the research; A conceptual model including the authentic leader, employee performance, and organizational commitment is proposed. To test the proposed model, 317 survey data were obtained from the garment manufacturing employees in Istanbul. The survey data were analyzed with the help of SSPS-24 and AMOS-18 software. The results of the analysis showed that the authentic leadership positively affected employee performance and organizational commitment. In addition to these findings, it was determined that organizational commitment has a mediating role in the effect of the authentic leader on employee performance. In addition to contributing to the literature, the research findings have results that will attract the attention of researchers and practitioners.

Project Number

Yoktur

References

  • Ahmad, A. N. A., Ahmad, M. F., Hamid, N. A., Hamid, N. A. A., Ismail, N., Nawanir, G., ... & Rahim, M. (2019). The Influences Of Workplace Environment, Job Satisfaction And Organization Commitment On Job Performance In Manufacturing Industry. International Journal of Supply Chain Management, 8(6), 944-950.
  • Arifina, A. H., Saputrab, J., Putehc, A., & Qamariusd, I. (2019). The Role Of Organizational Culture In The Relationship Of Personality And Organization Commitment On Employee Performance. International Journal of Innovation, Creativity and Change, 9(3), 105-129.
  • Avolio, B. J., & Gardner, W. L. (2005). Authentic Leadership Development: Getting To The Root Of Positive Forms Of Leadership. The Leadership Quarterly, 16(3), 315-338.
  • Azanza, G., Gorgievski, M. J., Moriano, J. A., & Molero, F. (2018). Influencing Salespeople’s Work Outcomes Through Authentic Leadership. Leadership & Organization Development Journal, (39)7, 926-944.
  • Dalmış, A. B., & Yaşin, T. (2018). Örgütsel Bağlılığın İşten Ayrılma Niyeti Ve İş Karşıtı Davranışlar Üzerine Etkisi: Havacılık Sektöründe Bir Araştırma. Örgütsel Davranış Kongresi Bildiriler Kitabı, 194-204.
  • Batra, S. (2020). Framework Of Socialisation, Authentic Leadership And Affective Commitment For Construction Professionals. Construction Economics and Building, 20(1), 77-95.
  • Buil, I., Martínez, E., & Matute, J. (2019). Transformational Leadership And Employee Performance: The Role Of Identification, Engagement And Proactive Personality. International Journal of Hospitality Management, 77, 64-75.
  • Chen, W., Duan, J., & Tian, X. (2013). Why Do Not Employees Voice: A Chinese Culture Perspective. Advances in Psychological Science, 21(5), 905-913.
  • Cohen, J. (1988). Statistical Power Analysis For The Behavioral Sciences (2nd ed.). Hillsdale, NJ: Erlbaum
  • Çekmecelioğlu, G. H., & Yıkılmaz, İ. (2019). Leadership Style And Employee Attitudes In Turkish Management Culture. Joint Conference ISMC 2018-ICLTIBM 2018 - 14th International Strategic Management Conference & 8th International Conference on Leadership, Technology, Innovation and Business Management, 420-431.
  • Çöl G. (2008). Algılanan Güçlendirmenin İş Gören Performansı Üzerine Etkileri. Doğuş Üniversitesi Dergisi, 9(1), 35-46.
  • Delić, M., Slåtten, T., Milić, B., Marjanović, U., & Vulanović, S. (2017). Fostering Learning Organisation In Transitional Economy–The Role Of Authentic Leadership And Employee Affective Commitment. International Journal of Quality and Service Sciences, 9(3/4), 441-455.
  • Dutton, J. E., Dukerich, J. M., & Harquail, C. V. (1994). Organizational Images And Member Identification. Administrative Science Quarterly, 39(2), 239-263.
  • Eddy, A.A.N., & Gorda, S. (2016). Leadership, Career Development, Organizational Culture, Organizational Commitment And Employee Performance In The Public Works Department Of Bali Province, Indonesia. International Journal of Economics, Commerce and Management, 4(7), 195–212.
  • Erniwati, S., Ramly, M., & Alam, R. (2020). Leadership Style, Organizational Culture And Job Satisfaction At Employee Performance. Point of View Research Management, 1(3), 09-18.
  • Femi, A. F. (2013). Perception Of Performance Appraisal And Workers’ Performance In Wema Bank Headquarters, Lagos. Global Journal of Arts, Humanities and Social Sciences, 1(4), 89-101.
  • García‐Almeida, D. J., Fernández‐Monroy, M., & De Saá‐Pérez, P. (2015). Dimensions Of Employee Satisfaction As Determinants Of Organizational Commitment In The Hotel İndustry. Human Factors and Ergonomics in Manufacturing & Service Industries, 25(2), 153-165.
  • Gardner, W. L., Cogliser, C. C., Davis, K. M., & Dickens, M. P. (2011). Authentic Leadership: A Review Of The Literature And Research Agenda. The Leadership Quarterly, 22(6), 1120-1145.
  • Gatling, A., Kang, H. J. A., & Kim, J. S. (2016). The Effects Of Authentic Leadership And Organizational Commitment On Turnover Intention. Leadership & Organization Development Journal, 37(2), 181-199.
  • Hair, J., Hult, G. T. M., Ringle, C. & Sarstedt, M. (2014). A Primer On Partial Least Squares Structural Equation Modeling (PLS-SEM). CA: Thousands Oaks, Sage.
  • Hassan, S., & Hatmaker, D. M. (2015). Leadership And Performance Of Public Employees: Effects Of The Quality And Characteristics Of Manager-Employee Relationships. Journal of Public Administration Research and Theory, 25(4), 1127-1155.
  • Hayes, A. F. (2017). Introduction To Mediation, Moderation, And Conditional Process Analysis: A Regression-Based Approach. Guilford publications.
  • Holten, A. L., Bøllingtoft, A., Carneiro, I. G., & Borg, V. (2018). A Within-Country Study Of Leadership Perceptions And Outcomes Across Native And Immigrant Employees: Questioning The Universality Of Transformational Leadership. Journal of Management and Organization, 24(1), 145.
  • Jaworski, B. J., & Kohli, A. K. (1993). Market Orientation: Antecedents And Consequences. Journal of Marketing, 57(3), 53-70.
  • Kaplan, M., & Kaplan, A. (2018). The Relationship Between Organizational Commitment And Work Performance: A Case Of Industrial Enterprises. Journal of Economic and Social Development (JESD), 5(1), 46-50.
  • Kirkman, B. L., & Rosen, B. (1999). Beyond Self-Management: Antecedents And Consequences Of Team Empowerment. Academy of Management Journal, 42(1), 58-74.
  • Laraib, A., & Hashmi, S. H. (2018). An Empirical Study To Examine The Relation Of Authentic Leadership On Employee Performance; Moderating Role Of Intrinsic Motivation. International Journal of Business and Administrative Studies, 4(4), 137-145.
  • Leroy, H., Palanski, M. E., & Simons, T. (2012). Authentic Leadership And Behavioral Integrity As Drivers Of Follower Commitment And Performance. Journal of Business Ethics, 107(3), 255-264.
  • Malik, N. (2018). Authentic Leadership–An Antecedent For Contextual Performance Of Indian Nurses. Personnel Review, 47(6), 1244-1260.
  • Meydan, C. H., ve Şeşen, H. (2015). Yapısal Eşitlik Modellemesi: AMOS Uygulamaları, (2.Baskı). Ankara: Detay Yayıncılık.
  • Nasab, A. H., & Afshari, L. (2019). Authentic Leadership And Employee Performance: Mediating Role Of Organizational Commitment. Leadership & Organization Development Journal, 40(5), 548-560.
  • Nasyroh, M., & Wikansari, R. (2017). Hubungan Antara Kepribadian (Big Five Personality Model) Dengan Kinerja Karyawan. Jurnal Ecopsy, 4(1), 10-16.
  • Nurtjahjono, G. E. (2020). The Effect Of Job Characteristic, Person-Job Fit, Organizational Commitment On Employee Performance (Study Of East Java BPJS Employees). Journal of Public Administration Studies (JPAS), 5(1), 5-7.
  • Pan, S. Y., & Lin, K. J. (2015). Behavioral Mechanism And Boundary Conditions Of Transformational Process. Journal of Managerial Psychology, 30(8), 970-985.
  • Pancasila, I., Haryono, S., & Sulistyo, B. A. (2020). Effects Of Work Motivation And Leadership Toward Work Satisfaction And Employee Performance: Evidence From Indonesia. The Journal of Asian Finance, Economics, and Business, 7(6), 387-397.
  • Patiar, A., & Wang, Y. (2016). The Effects Of Transformational Leadership And Organizational Commitment On Hotel Departmental Performance. International Journal of Contemporary Hospitality Management, 28(3), 586-608.
  • Ribeiro, N., Gomes, D., & Kurian, S. (2018a). Authentic Leadership And Performance: The Mediating Role Of Employees’ Affective Commitment. Social Responsibility Journal, 14(1), 213-225.
  • Ribeiro, N., Duarte, A. P., & Filipe, R. (2018b). How Authentic Leadership Promotes Individual Performance. International Journal of Productivity and Performance Management, 67(9), 1585-1607.
  • Ribeiro, N., Duarte, A. P., Filipe, R., & Torres de Oliveira, R. (2020). How Authentic Leadership Promotes Individual Creativity: The Mediating Role Of Affective Commitment. Journal of Leadership & Organizational Studies, 27(2), 189-202.
  • Rukh, L., Shahrukh, H. M., & Iqbal, K. Z. (2018). Effect Of Authentic Leadership On Organization Commitment: Mediating Role Of Job Satisfaction. Journal of Entrepreneurship & Organization Management, 7(3), 247-258.
  • Semedo, A. S. D., Coelho, A. F. M., & Ribeiro, N. M. P. (2016). Effects Of Authentic Leadership, Affective Commitment And Job Resourcefulness On Employees’ Creativity And Individual Performance. Leadership & Organization Development Journal, 37(8), 1038-1055.
  • Suhartanto, D., Dean, D., Nansuri, R., & Triyuni, N. N. (2018). The Link Between Tourism Involvement And Service Performance: Evidence From Frontline Retail Employees. Journal of Business Research, 83(1), 130-137.
  • Sürücü, L., & Maslakçı, A. (2020). Validity And Reliability In Quantitative Research. Business & Management Studies: An International Journal, 8(3), 2694-2726.
  • Sürücü, L., & Maşlakçı, A. (2018). Örgütsel Bağlılık Üzerine Kavramsal İnceleme. International Journal of Management and Administration, 2(3), 49-65.
  • Şeşen, H. (2010). Öncülleri Ve Sonuçları İle Örgüt İçi Girişimcilik: Türk Savunma Sanayinde Bir Araştırma. Yayımlanmamış Doktora Tezi, KHO Savunma Bilimleri Enstitüsü, Ankara.
  • Tabak, A., Polat, M., Coşar, S., & Türköz, T. (2012). Otantik Liderlik Ölçeği: Güvenirlik Ve Geçerlik Çalışması. ISGUC The Journal of Industrial Relations and Human Resources, 14(4), 89-106.
  • Terglav, K., Ruzzier, M. K., & Kaše, R. (2016). Internal Branding Process: Exploring The Role Of Mediators In Top Management's Leadership–Commitment Relationship. International Journal of Hospitality Management, 54, 1-11.
  • Walumbwa, F. O., Avolio, B. J., Gardner, W. L., Wernsing, T. S., & Peterson, S. J. (2008). Authentic Leadership: Development And Validation Of A Theory-Based Measure. Journal of Management, 34(1), 89-126.
  • Wei, F., Li, Y., Zhang, Y., & Liu, S. (2018). The Interactive Effect Of Authentic Leadership And Leader Competency On Followers’ Job Performance: The Mediating Role Of Work Engagement. Journal of Business Ethics, 153(3), 763-773.
  • Xiong, K., Lin, W., Li, J.C. and Wang, L., 2016. Employee Trust In Supervisors And Affective Commitment: The Moderating Role Of Authentic Leadership. Psychological Reports, 118(3), 829-48.
  • Yagil, D., & Medler-Liraz, H. (2014). Service Employees’ Trait Authenticity And Customer Satisfaction. In W. J. Zerbe, N. M. Ashkanasy, & C. E. J. Ha¨rtel (Eds.), Individual Sources, Dynamics, And Expressions Of Emotion (pp. 169–185). Bingley: Emerald Group.
  • Yan, J., Luo, J., Jia, J., & Zhong, J. (2019). High-Commitment Organization And Employees’ Job Performance. International Journal of Manpower, 40(7), 1305-1318.
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There are 53 citations in total.

Details

Primary Language English
Subjects Behaviour-Personality Assessment in Psychology
Journal Section Articles
Authors

Lütfi Sürücü 0000-0002-6286-4184

Project Number Yoktur
Early Pub Date March 7, 2022
Publication Date March 31, 2022
Published in Issue Year 2022 Volume: 11 Issue: 1

Cite

APA Sürücü, L. (2022). The Mediating Role of Organizational Commitment in the Effect of Authentic Leadership on Employee Performance. İnsan Ve Toplum Bilimleri Araştırmaları Dergisi, 11(1), 11-27. https://doi.org/10.15869/itobiad.870781

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