UNVEILING THE NEXUS: A META-ANALYTICAL EXPLORATION OF THE RELATIONSHIP BETWEEN AUTHENTIC LEADERSHIP AND ORGANIZATIONAL COMMITMENT
DOI:
https://doi.org/10.55829/ijmpr.v2i4.198Keywords:
Authentic Leadership, Organizational Commitment, Meta-analysis, Random Effects Model, Publication BiasAbstract
In the ever-evolving realm of organizational behavior, the intricate interplay between leadership styles and employee outcomes remains a central focus of scholarly exploration. This meta-analysis delves into the nuanced relationship between "Authentic Leadership" (AL) and "Organizational Commitment" (OC) over the period from 2011 to 2021. Drawing from a comprehensive selection process encompassing 24 primary studies, our investigation, rooted in data from Mendeley, Scopus, and Google Scholar, unveils a positive association between AL and Organizational Commitment. Employing the Random Effects Model, our analysis yields a moderate correlation coefficient (r = 0.43), emphasizing a strategic connection. The exploration extends to publication bias analysis, indicating the reliability and generalizability of our findings. As organizations navigate the dynamics of leadership and commitment, our meta-analysis provides valuable insights for scholars and practitioners alike.
References
Abbas, A., Saud, M., Suhariadi, F., Usman, I., & Ekowati, D. (2020). Positive leadership psychology : Authentic and servant leadership in higher education in Pakistan. Current Psychology. https://doi.org/10.1007/s12144-020-01051-1
Abid, T., Altaf, M., Yousaf, U., & Mehmood Bagram, M. M. (2012). Entrepreneur as an authentic leader: A study of small and medium sized enterprises in Pakistan. Management Science Letters, 2, 2355–2360. https://doi.org/10.5267/j.msl.2012.08.007
Alkadash, T. M. (2020). Mediating Role between Authentic Leadership , Organizational Commitment on Talents Turnover Intention : in Palestine Higher Education. TEST Engineering & Management, 83, 5320–5341.
Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective , continuance and normative commitment to the organization. Journal of Occupational Psychology, 63, 1–18. https://doi.org/https://doi.org/10.1111/j.2044-8325.1990.tb00506.x
Ana Suzete Semedo, Arnaldo Coelho, N. R. (2018). The relationship between authentic leaders and employees ’ creativity: What are the roles of affective commitment. International Journal of Workplace Health Management. https://doi.org/10.1108/IJWHM-06-2017-0048
Avolio, B.J., Gardner, W.L., Walumbwa, F. O. (2007). Authentic Leadership Questionnaire. Default Journal, 343–354.
Borenstein, M., Hedges, L. V., Higgins, J. P. T., & Rothstein, M. (2009). Introduction to meta-analysis. West Sussex, UK: Wiley.
DerSimonian, R., & Laird, N. (1986). Meta‐analysis in clinical trials. Controlled Clinical Trials, 7(3), 177–188.
Emel Esen, Kubra Kutluata, E. K. (2017). The Effect of Authentic Leadership on Organizatonal Commitment and Burnout. Press Academia Procedia, 3, 1029–1035. https://doi.org/10.17261/Pressacademia.2017.683
Fry, L. W. (2003). Toward a theory of spiritual leadership. The Leadership Quarterly, 14(6), 693–727. https://doi.org/10.1016/j.leaqua.2003.09.001
Guerrero, S., Lapalme, M.-ève, & Séguin, M. (2014). Board Chair Authentic Leadership and Nonexecutives ’ Motivation and Commitment. Journal of Leadership & Organizational Studies, 1–14. https://doi.org/10.1177/1548051814531825
Hadian Nasab, A., & Afshari, L. (2019). Authentic leadership and employee performance: mediating role of organizational commitment. Leadership and Organization Development Journal, 40(5). https://doi.org/10.1108/LODJ-01-2019-0026
Heru, T., & Haryokusumo, D. (2018). “ Black Box ” between Authentic Leadership and Follower Commitment. Jurnal Dinamika Manajemen, 9(1), 126–139. https://doi.org/10.15294/jdm.v9i1.14658
Higgins, J. P., Thompson, S. G., Deeks, J. J., & Altman, D. G. (2003). Measuring inconsistency in meta-analyses. BMJ, 327, 557–560.
Hlongwane, V., & Olivier, B. (2017). Authentic leadership influences on organisational commitment in a South African state hospital. Journal of Psychology in Africa, 27(5), 400–404. https://doi.org/10.1080/14330237.2017.1375204
John P. Meyer, N. J. A. (1991). A three-component conceptualization of organizational commitment. Human Resources Management Review, 1(1), 61–89. https://doi.org/10.1057/9780230501997_5
Joung, H. W., Goh, B. K., Huffman, L., Yuan, J. J., & Surles, J. (2015). Investigating relationships between internal marketing practices and employee organizational commitment in the foodservice industry. International Journal of Contemporary Hospitality Management, 27(7), 1618–1640. https://doi.org/10.1108/IJCHM-05-2014-0269
Kalay, E., Brender-Ilan, Y., & Kantor, J. (2018). Authentic leadership outcomes in detail-oriented occupations: Commitment, role-stress, and intentions to leave. Journal of Management and Organization, 1–18. https://doi.org/10.1017/jmo.2018.8
Kiersch, C. E., & Byrne, Z. S. (2015). Is Being Authentic Being Fair? Multilevel Examination of Authentic Leadership, Justice, and Employee Outcomes. Journal of Leadership and Organizational Studies, 22(3). https://doi.org/10.1177/1548051815570035
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). https://doi.org/10.1007/s10551-011-1036-1
Lux, A. A., Grover, S. L., & Teo, S. T. T. (2019). Reframing commitment in authentic leadership: Untangling relationship-outcome processes. Journal of Management and Organization, 1–19. https://doi.org/10.1017/jmo.2019.78
Meyer, J.P. and Allen, N. J. (1997). Commitment in the Workplace: Theory, Research, and Application. Sage, Thousand Oaks.
Meyer, J. P., & Allen, N. J. (1984). Testing the “side-bet theory” of organizational commitment: Some methodological considerations. Journal of Applied Psychology, 69(3), 372–378. https://doi.org/10.1037/0021-9010.69.3.372
Meyer, J. P., Allen, N. J., & Smith, C. A. (1993). Commitment to Organizations and Occupations: Extension and Test of a Three-Component Conceptualization. Journal of Applied Psychology, 78(4), 538–551. https://doi.org/10.1037/0021-9010.78.4.538
Mowday, R. T., Steers, R. M., & Porter, L. W. (1979). The Measurement of Organizational Commitment. Journal of Vocational Behavior , 14, 224–247. https://doi.org/10.1016/0001-8791(79)90072-1.
Nafei, W. A. (2014). Assessing Employee Attitudes towards Organizational Commitment and Change : The Case of King Faisal Hospital in Al-Taif Governorate , Kingdom of Saudi Arabia. Journal of Management and Sustainability, 4(1), 204–219. https://doi.org/10.5539/jms.v4n1p204
Neider, L. L., & Schriesheim, C. A. (2011). The Authentic Leadership Inventory (ALI): Development and empirical tests. The Leadership Quarterly, 22(6), 1146–1164. https://doi.org/10.1016/j.leaqua.2011.09.008
Novaes, V. P., Ferreira, M. C., & Gabardo-Martins, L. M. D. (2019). Validity evidences regarding the Authentic Leadership Inventory. Social and Organizational Psychology, 36, 1–11. https://doi.org/10.1590/1982-0275201936e180058
Oh, J., & Oh, S. (2017). Authentic leadership and turnover intention: does organizational size matter? Leadership and Organization Development Journal, 38(7), 912–926. https://doi.org/10.1108/LODJ-08-2016-0209
Özkan, S., & Ceylan, A. (2012). Multi-Level Analysis of Authentic Leadership from a Turkish Consruction Engineers Perspective. SEE Journal, 101–114. https://doi.org/10.2478/v10033-012-0018-2
Peus, C., Wesche, J. S., Streicher, B., Braun, S., & Frey, D. (2012). Authentic Leadership: An Empirical Test of Its Antecedents, Consequences, and Mediating Mechanisms. Journal of Business Ethics, 107(3), 331–348. https://doi.org/10.1007/s10551-011-1042-3
Rego, A., Vitória, A., Magalhães, A., Ribeiro, N., & e Cunha, M. P. (2013). Are authentic leaders associated with more virtuous, committed and potent teams? Leadership Quarterly, 24(1), 61–79. https://doi.org/10.1016/j.leaqua.2012.08.002
Rego, P., Lopes, M. P., & Nascimento, J. L. (2016). Authentic Leadership and Organizational Commitment : The Mediating Role of Positive Psychological Capital. Journal of Industrial Engineering and Management, 9(1), 129–151. https://doi.org/10.3926/jiem.1540
Rukh, L., & Shahrukh HM and Iqbal KZ. (2018). Effect of Authentic Leadership on Organisation Commitment: Mediating Role of Job Satisfaction. Journal of Entrepreneurship & Organization Management, 07(03). https://doi.org/10.4172/2169-026x.1000247
Sandhu, M Ali Asghar, G. D. and A.-H. (2019). The Impact of Authentic Leadership Behavior on Employee Level Outcomes: The Role of Psychological Empowerment and Structural Distance. Journal of Organisational Studies and Innovation, 6(2), 16–29.
Smith, Alexis E., Wong, C. A. (2018). The Effects of Authentic Leadership and Organizational Commitment on Job Turnover Intentions of Experienced Nurses. In Electronic Thesis and Dissertation Repository. The University of Western Ontario.
Smith, M. B., Koppes Bryan, L., & Vodanovich, S. J. (2012). The Counter-Intuitive Effects of Flow on Positive Leadership and Employee Attitudes: Incorporating Positive Psychology into the Management of Organizations. Psychologist-Manager Journal, 15(3), 174–198. https://doi.org/10.1080/10887156.2012.701129
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. https://doi.org/10.1177/0149206307308913
