An Empirical Study Of Authentic Leadership And Employee’s Job Well-being

With the exposure of a series of corporate scandals at home and abroad, people areincreasingly concerned about the credibility of the leader. Some scholars has research theauthentic leadership theory and promote it become a new hot spot of leadership theory research.Happiness is a hot topic in China now, and leaders are the people who contact with staff in workmuch time, their leadership style may impact on staff’s job well-being. Based on the aboveconsiderations and reference predecessors research, will study views subordinate staff as theresearch object, recearchs the relationship between authentic leadership and job well-being. Also,this study took the organizational identification as an intermediator variable to study the innermechanism of authentic leadership and employee job well-being.This study combines the theoretical and empirical methods, based on the the literatureproposed a relational model for authentic leadership and job well-being, and use softwareSPSS17.0for data analysis. The conclusions as follows:(1) Different organizational characteristics, personal demographics and leadershipcharacteristics has little effect on the employees perceptions of authentic leadershiporganizational identification and job well-being, and only the leader’s qualifications willinfluence authentic leadership and job well-being.(2) Authentic leadership can improve job well-being,“subordinate-oriented” and “leadershipqualities” will has a positive impact on employee job well-being, but “internalized moralperspective”and “honesty” has no effect.(3) Authentic leadership can improve employees’ organizational identification,“subordinate-oriented” and “leadership qualities” will has a positive impact on organizationalidentification, but “internalized moral perspective”and “honesty” has no effect.(4) Organizational identification can improve job well-being.(5) Organizational identification is the mediator variable in authentic leadership and jobwell-being.Finally, it summarizes the conclusions of this study, and makes recommendations formanagement optimization. Also this paper has many limitations and future research can do otherthings to consummate it.