Perceived Authentic Leadership Practices, Organizational Climate and Team Innovativeness in Employees of Multinational Companies (original) (raw)
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Indian Journal of Science and Technology, 2018
Objectives: The need to lower job stress and enhance job satisfaction among employees is critical. Hence, this paper observes the role of authentic leadership and psychological capital in increasing job satisfaction with job stress as a mediator in the Bangladeshi pharmaceutical industry. Methods/Statistical Analysis: Present study is using simple random technique and collected data from 262 pharmaceutical industry employees by distributing and collecting questionnaire. Data were analyzed with the use of the SEM (Smart PLS 3). Results provided classical insights on the relationship between the variables examined in this study. Findings: It is noted via existing empirical submissions those strong statistical relationships between authentic leadership, psychological capital, job stress and job satisfaction does exist. In present study, most of the authentic leadership and PSYCAP components influence job satisfaction positively. It has also been established that job stress was negatively related to job satisfaction. The indirect effect of job stress was insignificant. As this is the first study in Bangladesh's Pharmaceutical industry, hopefully the study will help in this industry to take decisions according to employee's job stress and job satisfaction? Implications and directions for future studies were explained accordingly. Application/Improvements: There were no significant study in this context, this present study could be used to compare and decide right path to reduce job stress. 1.Introduction In order for companies to remain highly competitive in the present dynamic business environment, it must strategize and adapt accordingly to market trends and its challenges 1. Interestingly, inasmuch as market forces, competitive positioning, strategy and technology are critical to organizations remaining competitive, it is also important for them to identify novel approaches that should ensure improved job satisfaction, and reduced job stress among their employees 2. Largely, organizations are faced with the challenge of getting leaner, improving organizational outcomes with practices that are more economical, attract and retain high-performing staff, reduced job stress and improve general organizational efficiency. However, key ingredients and factors needed to ensure the above rests on the leadership capabilities of the management of organizations in addition to factors that assemble the psychological capital of their employees 3. However, we argue that the knowledge about leadership behavior in relation to psychological capital, job satisfaction, and job stress is limited in terms of conceptual and methodological submissions in the pharmaceutical industry and especially among Bangladeshi workers.
Authentic Leadership, Psychological Capital, Organisational Climate and Work Engagement
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The aim of the study was to investigate the relations between authentic leadership, psychological capital, organisational climate, and work engagement in state-owned enterprises. A crosssectional survey was used in a multilevel design with a convenience sample of 452 employees. The Authentic Leadership Questionnaire, Psychological Capital Questionnaire, Supportive Organisational Climate Questionnaires and the Work Engagement Scale were administered. The results showed that authentic leadership and psychological capital predicted work engagement. Climate on the organisational level was related to work engagement on an individual level, but only if authentic leadership and psychological capital were not included in the model. Psychological capital mediated the relation between authentic leadership and work engagement on an individual level.
Authentic Leadership and Psychological Capital: The Impact on Egyptian Employees' Work Well Being
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The objective of this exploratory paper is to discuss the impact of psychological capital on Egyptian employees' work well-being. Some scholars defined positive psychological capital as the individual's positive psychological state that has four components which are efficacy, optimism, hope, and resilience. Positive psychological capacities are states rather than fixed traits and they can be developed through the authentic leadership and trust. On the other hand, work well-being; is concerned with human potential power and happiness-oriented. The significance of this study lies in the fact that positive psychological capital should be an issue of concern to leaders of public organizations in Egypt due to its effect on employees' work well being. The significance of the study is also due to the increasing deterioration in public employees' job performance and productivity, which is reflected in the poor quality of services rendered to citizens and their dissatisfactio...
How Authentic Leadership Promotes Job Performance? The Mediating Role of Organizational Climate
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Industrial progress continues to demand workspace professionalism, so it encouraged the labor market to be competitive. High enthusiasm is one signal that reflects work productivity. This work orientation is to investigate the relationship between authentic leadership and job performance mediated by organizational climate. The sample method collects the entire population, which is focused on 159 employees who work at PT. Pure Original Plywood (Kalamur) in Samarinda City. The analytical approach was tested using Partial Least Square (PLS). The empirical findings validate that authentic leadership plays an important role in building organizational climate. Meanwhile, improvement in organizational climate also has a significant effect on work performance. Interestingly, authentic leadership does not have a significant effect on job performance, but through the application of organizational climate, the effect is significant. Further implications focus on organizational climate, where the key to success in stimulating job performance is emphasizing rewarding according to their achievements. In practice, this paper also verifies that an excellent organizational climate as a concrete condition creates authentic leadership.