Sina Eslamdoust's ORCID record Document Type
Article
Publication Date
12-4-2024
Abstract
In contemporary organizational settings, leadership significantly shapes organizational dynamics and influences employee attitudes and behaviors. Despite extensive research on leadership styles, there remains a gap in understanding the impact of authentic leadership on key employee outcomes, such as organizational identification and felt obligation. Drawing on Social Identity Theory (SIT), this paper examines how authentic leadership fosters organizational identification and influences felt obligation among employees. We propose a framework that considers the role of job fit as a moderating factor in these relationships. By exploring the mechanisms through which authentic leadership enhances employee identification and obligation, this study bridges the gap between leadership theory and practical applications in organizational behavior. The findings offer valuable insights for organizational leaders and human resource practitioners on promoting authentic leadership and ensuring proper job fit to enhance overall organizational effectiveness.
Recommended Citation
Sina Eslamdoust, Tahmineh Borhani, Rasam Dorri et al. Authentic Leadership's Impact on Employees Felt Obligation: Moderated Mediation Model, 04 December 2024, PREPRINT (Version 1) available at Research Square
Creative Commons License
This work is licensed under a Creative Commons Attribution 4.0 International License.
Comments
This is a preprint; it has not been peer reviewed by a journal.