Authentic leadership and organizational culture as drivers of employees’ job satisfaction
Open accessAbstract
The promotion of a flexibility-oriented organizational culture, based on support and innovation, may provide a great value in today's competitive economy. This type of organizational culture may be a breeding ground for authentic leadership, which, in turn, has positive effects on employees' attitudes. This study examines how flexibility-oriented organizational cultures facilitate positive outcomes at the employee level through its impact on authentic leadership. Multiple regression analysis was used to analyze the data from 571 employees belonging to several Spanish private organizations. The results show that authentic leadership partially mediates the positive relationship between flexibility-oriented organizational cultures and employees' job satisfaction. These findings advance theory on the integration of organizational culture in authentic leadership research and provide guidelines for improving employees' job satisfaction.
Integrity signals
Registry
Cites
Statistics
Claims the paper makes
Claims other papers make about this one
Each is checked against this paper’s own text: does it say what the citing paper says it does?
Authentic leadership is the only approach to moral leadership predicted by cultures oriented on flexibility.
“and cultures oriented on flexibility (Azanza, Moriano, & Molero, 2013)”
From Taking Stock of Moral Approaches to Leadership: An Integrative Review of Ethical, Authentic, and Servant Leadership (2019) · cites this paper as Azanza et al., 2013
Cites
Podsakoff, P. M., MacKenzie, S. B., Lee, J.-Y., & Podsakoff, N. P. (2003) · Journal of Applied Psychology · doi:10.1037/0021-9010.88.5.879 · Cited by 82,194 · see citing works
Authentic leadership development: Getting to the root of positive forms of leadership
Avolio, B. J., & Gardner, W. L. (2005) · The Leadership Quarterly · doi:10.1016/j.leaqua.2005.03.001 · Cited by 5,478 · see citing works
The job satisfaction–job performance relationship: A qualitative and quantitative review.
Judge, T. A., Thoresen, C. J., Bono, J. E., & Patton, G. K. (2001) · Psychological Bulletin · doi:10.1037/0033-2909.127.3.376 · Cited by 4,760 · see citing works
Can you see the real me? A self-based model of authentic leader and follower development
Gardner, W. L., Avolio, B. J., Luthans, F., May, D. R., & Walumbwa, F. (2005) · The Leadership Quarterly · doi:10.1016/j.leaqua.2005.03.003 · Cited by 2,232 · see citing works
The causal relation between job attitudes and performance: A meta-analysis of panel studies.
Riketta, M. (2008) · Journal of Applied Psychology · doi:10.1037/0021-9010.93.2.472 · Cited by 547 · cited 2× · see citing works
“For organizations and managers, the interest in satisfaction comes from its relationship with work-related behaviors and job performance (Judge, Thoresen, Bono, & Patton, 2001; Riketta, 2008).”
BackgroundResult
Flagged first, then by citations
Cited by
Sorted by citations
A meta-analytic review of authentic and transformational leadership: A test for redundancy
Banks, G. C., McCauley, K. D., Gardner, W. L., & Guler, C. E. (2016) · The Leadership Quarterly · doi:10.1016/j.leaqua.2016.02.006 · Cited by 681 · see citing works
Lemoine, G. J., Hartnell, C. A., & Leroy, H. (2019) · Academy of Management Annals · doi:10.5465/annals.2016.0121 · Cited by 614 · see citing works
- Authors
- Azanza, G., Moriano, J. A., & Molero, F.
- Affiliations
- Universidad de Deusto (ES)
- Universidad Nacional de Educación a Distancia (ES)
- Venue
- Revista de Psicología del Trabajo y de las Organizaciones
- Published
- 2013-08
- Volume
- 29
- Issue
- 2
- Pages
- 45-50
- ISSN
- 1576-5962 (ISSN-L)
- OpenAlex
- W1969002013
- Cited by
- 186
- References
- 5
- Citations by year
- 2026: 4 · 2025: 12 · 2024: 12 · 2023: 19 · 2022: 21 · 2021: 24 · 2020: 27 · 2019: 19 · 2018: 11 · 2017: 7 · 2016: 9 · 2015: 14 · 2014: 6 · 2013: 1
- FWCI
- 20.58
- Type
- journal article
- Language
- en
- Open access
- diamond
- doi.org
- Licence
- Locations
- Journal of Work and Organizational Psychology (publishedVersion, cc-by-nc-nd)
- DeustoTeka (submittedVersion, cc-by-nc-nd)
- DOAJ (DOAJ: Directory of Open Access Journals) (submittedVersion, cc-by-sa)
- Redalyc (Universidad Autónoma del Estado de México) (submittedVersion)
- Scientific Electronic library online (Sciences Carlos III Health Institute) (submittedVersion)
- Topics
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
- Social Sciences › Human Factors and Ergonomics › Employee Performance and Management
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Employee Performance and Leadership
- Keywords
- authentic leadership, organizational culture, job satisfaction, mediation, employee attitudes, innovation support, private enterprises
About these checks
Registry, retraction, Cites and statistics results are computed, not judged, with one exception: a printed reference that no index lists is read once by a model before it counts as a citation error. Claims are extracted by a model and kept only when their quote appears verbatim in the text; each cited source is then checked, with a model’s help, for whether it says what the claim relies on. Those verdicts can be wrong — read the claim’s quote and the cited source before relying on one.
Statistics and arithmetic are recomputed, not judged.
Confidence bands are shown only for fields calibrated on our annotated test set. None is calibrated yet, so no band is shown.
What counts as a claim ›How we measure confidence ›How we check this ›
Are you an author, or do you see a problem with this page? Request a review
