Authentic Leadership Impact on the Employees’ Well-Being and Deviant Behaviors Mediated by Psychological Capital

Document Type : Research Paper

Authors

Abstract

Considering the conflict between two categories of deviant behaviors and the employees’ well-being, appropriate individual, group, leadership and organizational factors should be identified to control them. In this line, some investigations have been already carried out separately to identify effective factors in showing deviant behaviors and providing the employees’ well-being at work. However, the present study aims to examine direct and indirect impacts of authentic leadership on the employees’ well-being and deviant behaviors through psychological capital. It is performed on a sample consisting 136 employees of Natanz Municipality using simple random sampling method. The investigation is a correlational research and the instrument used to collect data is questionnaire. To analyze the data so collected, the structural equation modeling method is used by Lisrel 8.8 software. The results show that exogenous variable (authentic leadership) can affect all endogenous variables (deviant behaviors, psychological capital and the employees’ well-being) significantly. On the other hand, the psychological capital has a positively significant impact on the employees’ well-being, while it cannot have a negatively significant effect on the deviant behaviors.

Keywords

Main Subjects

References

آریان­فر، مسعود (1394)، بررسی تأثیر انگیزه‌های فردی بر رفتار به اشتراک‌گذاری دانش با توجه به نقش تعدیل‌کنندگی ارزش‌ها(موردمطالعه: جامعه مجازی ایده شهر)، به راهنمایی سید محمد بافچقر جعفری، پردیس فارابی دانشگاه تهران، کارشناسی ارشد، رشتۀ مدیریت دولتی، گرایش سیستم­های اطلاعاتی مدیریت.
رئیسی­فر، کامیار و ملتی، علی­رضا (1393)، نقش رفتار سازمانی مثبت‌گرا در پیشگیری از آسیب‏های شغلی: بررسی رابطۀ میان سرمایۀ روان‏شناختی و فرسودگی شغلی، نشریۀ مدیریت دولتی. دورۀ 6، شمارۀ 4، صص: 705 -723.
سلمانی، داوود و رادمند، محبوبه (1388)، بررسی نقش سازمان و مدیریت در بروز رفتارهای کاری انحرافی، نشریۀ مدیریت دولتی. دورۀ 1، شمارۀ 3، صص: 51-68.
سید جوادین، سید رضا؛ فیاضی، مرجان و بلوچی، حسین (1394)، بررسی تأثیر سرمایۀ روان‌شناختی بر کیفیت خدمات ارائه‌شده به مشتریان توسط کارکنان باجه با میانجی‌گری تعهد سازمانی، نشریۀ مدیریت دولتی. دورۀ 7، شمارۀ 2، صص: 227-302.
شجاعی، سامره؛ صادقی، منصوره و دنکوب، مرتضی (1395)، بررسی رابطه بین رهبری اصیل با نیت جابه‌جایی با نقش میانجی قلدری سازمانی، فصلنامۀ مطالعات رفتار سازمانی. دورۀ 5،1 (پیاپی 17)، صص: 178-204.
عبدوی بافتانی، محمد؛ فاریابی، محمد؛ مدرسی، سعید و حسنی­نژاد، مجید (1395)، بررسی پیشامدها و پیامدهای سرمایۀ روان‌شناختی، فصلنامۀ مطالعات رفتار سازمانی، دورۀ 5،1 (پیاپی 17)، صص: 94-67.
موسوی، سید نجم­الدین؛ امیری، زینب و فرخی، مجتبی (1393)، تأثیر رفتارسازمانی مثبت بر رفتارانحرافی‌کاری (نقش میانجی: جواخلاقی سازمان)، فصلنامۀ مطالعات رفتار سازمانی، دورۀ 3،4(پیاپی 11)، صص: 149-174.
Avey, J. B., Reichard, R. J., Luthans, F., & Mhatre, K. H. (2011). Meta‐analysis of the impact of positive psychological capital on employee attitudes, behaviors, and performance. Human resource development quarterly, 22(2), 127-152.
Avey, J. B., Luthans, F., & Youssef, C. M. (2010). The additive value of positive psychological capital in predicting work attitudes and behaviors. Journal of Management, 36, 430–452.
Avey, J. B., Patera, J. L., & West, B. J. (2006). The implications of positive psychological capital on employee absenteeism. Journal of Leadership & Organizational Studies, 13, 42-60.
Avey, J.B., Luthans, F., & Smith, R.M. (2010). Palmer Impact of positive psychological capital on employee well-being over time. Journal of Occupational Health Psychology, 15 , pp. 17–28.
Avey, J. B., Patera, J. L., & West, B. J. (2006). The implications of positive psychological capital on employee absenteeism. Journal of Leadership & Organizational Studies, 13(2), 42-60.
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.
Bennett, R. J., & Robinson, S. L. (2000). Development of a measure of workplace deviance. J Appl Psychol, 85(3), 349-360.
Caldwell, C., & Dixon, R. D. (2010). Love, forgiveness, and trust: Critical values of the modern leader. Journal of Business Ethics, 93(1), 91-101.
Cassidy, T., McLaughlin, M., & McDowell, E. (2014). Bullying and health at work: The mediating roles of psychological capital and social support. Work & Stress, 28(3), 255-269.
Choi, Y., & Lee, D. (2014). Psychological capital, Big Five traits, and employee outcomes. Journal of Managerial Psychology, 29(2), 122-140.
Culbertson, S. S., Fullagar, C. J., & Mills, M. J. (2010). Feeling good and doing great: the relationship between psychological capital and well-being. Journal of occupational health psychology, 15(4), 421.
Daniels, K. (2000). Measures of five aspects of affective well-being at work. Human Relations, 53(2), 275-294.
Diener, E. (2000). Subjective well-being: The science of happiness and a proposal for a national index. American psychologist, 55(1), 34.
Eid, J., Mearns, K., Larsson, G., Laberg, J. C., & Johnsen, B. H. (2012). Leadership, psychological capital and safety research: Conceptual issues and future research questions. Safety science, 50(1), 55-61.
Erkutlu, H., & Chafra, J. (2013). Effects of trust and psychological contract violation on authentic leadership and organizational deviance. Management Research Review, 36(9), 828-848.
Ferris, D. L., Brown, D. J., & Heller, D. (2009). Organizational supports and organizational deviance: The mediating role of organization-based self-esteem. Organizational Behavior and Human Decision Processes, 108(2), 279-286.
Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of marketing research, 39-50.
Gardner, W. L., Avolio, B. J., Luthans, F., May, D. R., & Walumbwa, F. (2005). Can you see the real me? A self-based model of authentic leader and follower development. The Leadership Quarterly, 16(3), 343-372.
Gilboa, I., & Schmeidler, D. (2001). A cognitive model of individual well-being. Social Choice and Welfare, 18(2), 269-288.
Goldman, B. M., & Kernis, M. H. (2002). The role of authenticity in healthy psychological functioning and subjective well-being. Annals of the American Psychotherapy Association,5(6), 18-20.
Guttman, L., & Levy, S. (1982). On the definition and varieties of attitude and wellbeing. Social Indicators Research, 10(2), 159-174.
Ilies, R., Morgeson, F. P., & Nahrgang, J. D. (2005). Authentic leadership and eudaemonic well-being: Understanding leader–follower outcomes. The Leadership Quarterly, 16(3), 373-394.
Jensen, S. M., & Luthans, F. (2006). Relationship between Entrepreneurs' Psychological Capital and Their Authentic Leadership. Journal of Managerial Issues, 18(2), 254-273.
Kernis, M. H. (2003). Toward a conceptualization of optimal self-esteem. Psychological Inquiry, 14, 1–26.
Keyes, C. L. M., Shmotkin, D., & Ryff, C. D. (2002). Optimizing well-being: The empirical encounter of two traditions. Journal of Personality and Social Psychology, 82, 1007–1022.
Krejcie, R. V., & Morgan, D. W. (1970). Determining sample size for research activities. Educ psychol meas.
Langan-Fox, J., Cooper, C. L., & Klimoski, R. J. (Eds.). (2007). Research companion to the dysfunctional workplace: Management challenges and symptoms. Edward Elgar Publishing.
 Luthans, F. (2002). Positive organizational behavior: Developing and managing psychological strengths. The Academy of Management Executive, 16(1), 57-72.
Luthans, F. (2003). Positive organizational behavior (POB): Implications for leadership and HR development and motivation. Motivation and leadership at work, 178-195.
Luthans, F., Vogelgesang, G. R., & Lester, P. B. (2006). Developing the psychological capital of resiliency. Human Resource Development Review, 5(1), 25-44.
Luthans, F., Youssef, C.M., & Avolio, B.J. (2007). Psychological capital: Developing the human competitive edge. Oxford, UK: Oxford University Press.
McNulty, J. K., & Fincham, F. D. (2012). Beyond Positive Psychology?: Toward a Contextual View of Psychological Processes and Well-Being. The American Psychologist, 67(2), 101–110. http://doi.org/10.1037/a0024572
Michie, S., & Gooty, J. (2005). Values, emotions, and authenticity: Will the real leader please stand up?. The Leadership Quarterly, 16(3), 441-457.
Naci, H., & Ioannidis, J. P. (2015). Evaluation of Wellness Determinants and Interventions by Citizen Scientists. JAMA, 314(2), 121-122.
Norman, S. M., Avey, J. B., Nimnicht, J. L., & Pigeon, N. G. (2010). The interactive effects of psychological capital and organizational identity on employee citizenship and deviance behaviors. Journal of Leadership & Organizational Studies,‏ 17 (4), 380-391.
Northouse, P.G. (2010). Leadership: Theory and practice, 5th ed. Thousand Oaks, CA: Sage Publications.
Peterson, S. J., & Luthans, F. (2003). The positive impact and development of hopeful leaders. Leadership & Organization Development Journal, 24(1), 26-31.
Rego, A., Sousa, F., Marques, C., & Cunha, M. P. e. (2012). Authentic leadership promoting employees' psychological capital and creativity. Journal of Business Research, 65(3), 429-437.
Reisel, W. D., Probst, T. M., Chia, S. L., Maloles, C. M., & König, C. J. (2010). The effects of job insecurity on job satisfaction, organizational citizenship behavior, deviant behavior, and negative emotions of employees. International Studies of Management & Organization, 40(1), 74-91.
Robinson, S. L., & Bennett, R. J. (1995). A typology of deviant workplace behaviors: A multidimensional scaling study. Academy of management journal, 38(2), 555-572.
Snyder, C. R. (2002). Hope theory: Rainbows in the mind. Psychological Inquiry, 13(4), 249-276.
Spector, P.E., & Fox, S. (2005). A model of counterproductive work behavior in Fox, S. and Spector, P.E. (Eds), Counterproductive Workplace Behavior: Investigations of Actors and Targets. Washington, DC, pp. 151‐174.
Thau, S., Aquino, K., & Wittek, R. (2007). An extension of uncertainty management theory to the self: the relationship between justice, social comparison orientation, and antisocial work behaviors. Journal of Applied Psychology, 92(1), 250.
Woolley, L., Caza, A., & Levy, L. (2010). Authentic leadership and follower development: Psychological capital, positive work climate, and gender. Journal of Leadership & Organizational Studies, 2(3) 1-11.
 
Organizational Behaviour Studies Quarterly
Volume 5, Issue 2 - Serial Number 18
serial no.18
September 2016
Pages 177-201

Files

Share

How to cite

Statistics