The Influence Of Authentic Leadership On Organizational Citizenship Behavior Of Employees

Abstract:The authentic leadership is originated form the attention field of corporate scandals and managers malfeasance, which leads academic and practice communities to think exactly what kind of leadership style is truly effective leadership? Authentic leadership is considered to be effective leadership. With the deepening of research in this field in recent years, it has made some progress, but most studies were only a theoretical model, empirical research was relatively few. Authentic leadership is how to influence the attitude and behavior of the followers of the mechanism is still not clear, we need to find some important mediating variables or moderator Variables between the authentic leadership and attitude and behavior of followers to improve the mechanism.This study by summarizing the analysis of the research literature, proposed theoretical model of authentic leadership (independent variable) impacting on organizational citizenship behavior (dependent variable) by employees’psychological capital (mediating variables). Data analysis of269valid questionnaires of leadership-staff paired is used to be verify theoretical assumptions.The main conclusions are as follows:(1) Authentic leadership has a significantly positive effect on employees’ psychological capital and organizational citizenship behavior subordinate-oriented and leadership qualities can significantly promote hope and resilience of psychological capital; internalized moral perspective, honesty and integrity can forecast self-efficacy and hope of psychological capital; subordinates oriented, internalized moral perspective, leadership qualities, honesty and integrity have a positive prediction for hope, but no predictive effect on optimistic dimension;(2) Authentic leadership has a positive impact on organizational citizenship behavior, and each dimension of which also plays a positive predictive role of organizational citizenship behavior;(3) Psychological capital has a significant positive predictor of organizational citizenship behavior. Self-efficacy, hope and resilienc can directly promote organizational citizenship behavior, only optimistic does not directly affect organizational citizenship behavior;(4) The relationship between authentic leadership and organizational citizenship behavior is partially mediated by psychological capital. Figure is1, Table is25, reference is147.