A study of the effect of authentic leadership style on innovative organizational climate through employee empowerment in Isfahan University of Medical Sciences

Document Type : Original Article

Authors

1 Department of Educational management, University of Isfahan, Isfahan,Iran

2 faculty member , Department of Education, University of Mazandaran

3 Department of Educational management, University of Isfahan, Isfahan,Iran.

4 Department of Educational administration, University of Isfahan

Abstract

Authentic Leadership is introduced as a model of leadership behavior that promotes psychological capacities and the ethical atmosphere of positivism in order to create positive emotions for people about their job and through empowering individuals, enhance organizational innovative climate. The purpose of this research was to study the effect of authentic leadership style on innovative organizational climate through employee empowerment in Isfahan University of Medical Sciences. The research method was a survey in 2016-2017. The statistical population of the research, the staff of Isfahan University of Medical Sciences, were 1980. Sampling was simple random. According to Morgan's table, 377 people were sampled and 348 questionnaires were finally analyzed. For collecting information, Walumbwa authentic leadership questionnaire (2008), Spreitzer and Mishra empowerment questionnaire (1997) and innovative organizational climate questionnaire of Siegel & Kaemmerer (1978) were used. To analyze data, PLS 3.2 software was used. Employee empowerment play a minor role in the relationship between authentic leadership style and innovative organizational climate and the research hypothesis was confirmed. That is, the authentic leadership style through empowerment of employees has an effect on the innovative organizational climate of Isfahan University of Medical Sciences. Managers of organizations, with the adoption of authentic leadership style, can play a role in empowering employees and, through empowerment, create an innovative climate for achieving the goals of the organization and gaining competitive advantage among their peers.

Keywords


بهزادی، بهروز (1396). تأثیر رهبری اصیل بر خلاقیت و نوآوری کارکنان (موردمطالعه: کارکنان نیروی زمینی سپاه پاسداران انقلاب اسلامی). پایان­نامه کارشناسی ارشد، دانشگاه شاهد.
جلالی، االهام (1398). مقایسه تأثیر رهبری تحول‌آفرین و اصیل بر نوآوری در آموزش عالی با نقش تعدیل‌گر به اشتراک‌گذاری دانش (مطالعه موردی: دانشگاه سوره و دانشگاه علم و فرهنگ). پایان­نامه کارشناسی ارشد، دانشکده علوم پایه و فناوری‌های نوین زیستی، دانشگاه علم و فرهنگ تهران.
 
Acikgoz, A., & Gunsel, A. (2011). The effects of Organizational climate on team innovativeness, Procedia Social and Behavioral Sciences, 24(6), 920-927.
Alok, K. (2014). "Authentic leadership and psychological ownership: investigation of interrelations”, Leadership & Organization Development Journal, 35(4), 266-285.
Ambad, S. N. A., & Bahron, A. (2012). Psychological Empowerment: The Influence on Organizational Commitment among Employees in the Construction Sector, The Journal of Global Business Management, 8(2), 25-37.
Avolio, B. J., Gardner, W. L., & Walumbwa, F. O. (2005). “Preface”, in Avolio, B.J., Gardner, W.L. and Walumbwa, F.O. (Eds). Authentic Leadership Theory and Practice: Origins, Effects and Development, Elsevier, Oxford University Press.
Avolio, B. J., Gardner, W. L., Walumbwa, F. O., Luthans, F., & May, D. R. (2004). “Unlocking the mask: a look at the process by which authentic leaders impact follower attitudes and behaviors”, The Leadership Quarterly, 15(6), 801-823.
Azanza, G., Moriano, J. A., Molero, F., & Lévy Mangin, J. P. (2015). "The effects of authentic leadership on turnover intention", Leadership & Organization Development Journal, 36(8), 955-971.
Begley, P. T. (2006). “Self-knowledge, capacity and sensitivity: prerequisites to authentic leadership by school principals”, Journal of Educational Administration, 44(6), 570-589.
Behroozi, M., Fadaiyan, B., & Ebneroomi, S. (2012). A survey of effective elements of empowerment of the university employees of medical sciences toward a conceptual framework: Iran's perspective, Procedia - Social and Behavioral Sciences, 46, 2832-2836.
Brown, M. E., Treviño, L. K., & Harrison, D. A. (2005). “Ethical leadership: a social learning perspective for construct development and testing”, Organizational Behavior and Human Decision Processes, 97(2), 117-134.
Cekmecelioglu, H. G., & Gunsel, A. (2013). The effects of individual creativity and organizational climate on firm innovativeness, Procedia - Social and Behavioral Sciences, 99, 257-264.
Chen, C., & Lin, B. (2004). “The effects of environment, knowledge attribute, organizational climate, and firm characteristics on knowledge sourcing decisions”, R & D Management, 34(2), 137-146.
Chen, C. J., Huang, J. W., & Hsiao, Y. C. (2010). "Knowledge management and innovativeness: The role of organizational climate and structure", International Journal of Manpower, 31(8), 848-870.
Deshpande, R., & Farley, J. U. (2004). Organizational culture, market orientation, innovativeness, and firm performance: An international research odyssey. International Journal of Research in Marketing, 21(1), 3-22.
Edú-Valsania, S., Moriano, J. A., & Molero, F. (2016). "Authentic leadership and employee knowledge sharing behavior: Mediation of the innovation climate and work group identification", Leadership & Organization Development Journal, 37(4), 487-506.
Gardner, W.L., Cogliser, C. C., Davis, K. M., & Dickens, M. P. (2011). “Authentic leadership: a review of the literature and research agenda”, Leadership Quarterly, 22(6), 1120-1145.
Grošelj, M., Černe, M., Penger, S., & Grah, B. (2020). “Authentic and transformational leadership and innovative work behaviour: the moderating role of psychological empowerment”, European Journal of Innovation Management, 24(4), 781-795.
Hanaysha, J. (2016). Examining the Effects of Employee Empowerment, Teamwork, and Employee Training on Organizational Commitment, Procedia - Social and Behavioral Sciences, 229, 298-306.
Hanaysha, J., & Tahir, P. R. (2016). Examining the effects of employee empowerment, teamwork, and employee training on job satisfaction, Procedia - Social and Behavioral Sciences, 219, 272-282.
Hansen, S.D., Alge, B. J., Brown, M. E., Jackson, C. L., & Dunford, B. B. (2013). “Ethical leadership: assessing the value of a multi foci social exchange perspective”, Journal of Business Ethics, 115(3), 435-449.
Hashemy, S. H., Yousefi, M., Soodi, S. H., & Omidi, B. (2016). Explaining human resource empowerment pattern and organizational excellence among employees of emergency of Guilan's University Hospitals, Procedia - Social and Behavioral Sciences, 230, 6-13.
Hechanova, R. M., & Cementina-Olpoc, R. (2013). “Transformational leadership, change management, and commitment to change: a comparison of academic and business organizations”, The Asia-Pacific Education Researcher, 22(1), 11-19.
Hsiung, H. H. (2012). “Authentic leadership and employee voice behavior: a multilevel psychological process”, Journal of Business Ethics, 107(3), 349-361.
Ilies, R., Morgeson, F. P., & Nahrgang, J. D. (2005). “Authentic leadership and eudemonic wellbeing: understanding leader-follower outcomes”, The Leadership Quarterly, 16(3), 373-394.
Isaksen, S. G., & Ekvall, G. (2010). Managing for innovation: The two faces of tension within creative climates. Creativity andInnovation Management, 19(2), 73-88.
Jacquiline, F. N. (2014). Employee empowerment and job satisfaction. Research journal of human resource, 2(2), 1-12.
Joo, B. K., & Nimon, K. (2014). "Two of a kind? A canonical correlational study of transformational leadership and authentic leadership", European Journal of Training and Development, 38(6), 570-587.
Joo, B. K., & Jun Jo, S. (2017). "The effects of perceived authentic leadership and core self-evaluations on organizational citizenship behavior: The role of psychological empowerment as a partial mediator", Leadership & Organization Development Journal, 38(3), 463-481.
Karim, F., & Rehman, O. (2012). Impact of job satisfaction, perceived organizational justice and employee powerment on organizational commitment in semi-government organizations of Pakistan. Journal of Business Studies Quarterly, 3(4), 92-104.
Kernis, M. H. (2003). “Toward a conceptualization of optimal self-esteem”, Psychological Inquiry, 14(1), 1-26.
Khilji, S. E., Keilson, B., Shakir, F. Y., & Shrestha, B. K. (2015). Self, follower, organization and the context–a cross cultural view of authentic leadership. South Asian Journal of Global Business Research, 4(1), 2-26.
Kinnunen, U., Feldt, T., & Mauno, S. (2016). "Authentic leadership and team climate: testing cross lagged relationships", Journal of Managerial Psychology, 31(2), 331-345.
Kissi, J., Dainty, A. R. J., & Liu, A. (2012). Examining middle managers' influence on innovation in construction professional services firms: A tale of three innovations. Construction Innovation: Information, Process, Management, 12(1), 11-28.
Lale, G., & Arzu, I. (2009). “Transformational leadership and organizational innovation: the roles of internal and external support for innovation”, Journal of Product Innovation Management, 26(3), 264-277.
Lapierre, J., & Giroux, V. P. (2003). “Creativity and work environment in a high-tech context”, Creativity and Innovation Management, 12(1), 11-23.
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), 255-264.
Luthans, F. (2011). Organizational Behavior: An Evidence-based Approach, McGraw-Hill, New York, NY.
Luthans, F., & Avolio, B. J. (2003). “Authentic leadership: a positive developmental approach”, in Cameron, K.S., Dutton, J.E. and Quinn, R.E. (Eds), Positive Organizational Scholarship: Foundations of a New Discipline, Berrett-Koehler, San Francisco, CA, 241-258.
Malik, N., & Dhar, R. L. (2017). "Authentic leadership and its impact on extra role behavior of nurses: The mediating role of psychological capital and the moderating role of autonomy”, Personnel Review, 46(2), 277-296.
Meyerson, G., & Dewettinck, B. (2012). Effect of empowerment on employees’ performance. Advanced Research in Economic and Management Sciences, 2(1), 40-46.
Mishra, B., & Bhaskar, A. (2010). ''Empowerment: A Necessary Attribute of a Learning Organization?'' Organizations and Markets in Emerging Economics, 2(2), 128-141.
Mishra, A. K., & Spreitzer, G. M. (1999). Explaining How Survivors Respond to Downsizing: The Roles of Trust, Empowerment, Justice, and Work Redesign. The Academy of Management Review, 23(3), 567-588.
Nichols, T. W., & Erakovich, R. (2013). "Authentic leadership and implicit theory: a normative form of leadership?", Leadership & Organization Development Journal, 34:2 (182-195(
Nielsen, M. B., Eid, J., Mearns, K., & Larsson, G. (2013). "Authentic leadership and its relationship with risk perception and safety climate", Leadership & Organization Development Journal, 34(4), 308-325.
Nybakk, E., & Jenssen, J. I. (2012). Innovation strategy, working climate, and financial performance in traditional manufacturing firms: An empirical analysis. International Journal of Innovation Management, 16(2), 1-30.
Patterson, M. G., Warr, P., & West, M. (2004). Organizational climate and company productivity: The role of employee affect and employee level. Journal of Occupational and Organizational Psychology, 77(2), 193-216.
Poorafkari, N., & Ghanbari, A. (2012). Human resource empowerment mechanisms in managing sport organizations. Journal of Social Development Studies, 3(1), 44-56.
Popa, S., Acosta, P. S., & Conesa, I. M. (2017). Ntecedents, moderators, and outcomes of innovation climate and open innovation: An empirical study in SMES, Technological Forecasting & Social Change, 118(2), 134-142.
Saif, N. I., & Saleh, A. S. (2013). Psychological empowerment and job satisfaction in Jordanian hospitals. International Journal of Humanitiesand Social Science, 16(3), 250-257.
Saifullah, N., Alam, M., Zafar, M. W., & Humayon, A. A. (2015). Job satisfaction: A contest between human and organizational behavior. International Journal of Economic Research, 6(1), 45-51.
Seibert, S.E., Wang, G., & Courtright, S. H. (2011). Antecedents and Consequences of Psychological and Team Empowerment in Organizations: A Meta-Analytic Review, Journal of Applied Psychology, 96(5), 981-1003.
Semedo, A. S. D., Coelho, A. F. M., & Ribeiro, N. M. P. (2017). "Authentic leadership and creativity: the mediating role of happiness", International Journal of Organizational Analysis, 25(3), 324-341.
Semedo, A. S. D., Coelho, A. F. M., & Ribeiro, N. M. P. (2016). "Effects of authentic leadership, affective commitment and job resourcefulness on employees’ creativity and individual performance", Leadership & Organization Development Journal, 37(8), 1038-1055.
Shamir, B., & Eilam, G. (2005). “What’s your story?’ A life stories approach to authentic leadership development”, Leadership Quarterly, 16(3), 395-417.
Shanker, R., Bhanugopan, R., Heijden, I. J. B. M., & Farrell, M. (2017). Organizational climate for innovation and organizational performance: The mediating effect of innovative work behavior, Journal of Vocational Behavior, 100(2), 67-77.
Spreitzer, G. M., & Mishra, A. (1997). Survivor Responses to Downsizing: The Mitigating Effects to Trust and Empowerment, Southern California Studies Center.
Spreitzer, G. M. (2007). Taking Stock: A review of more than twenty years of research on empowerment at work. In The Handbook of Organizational Behavior, C. Cooper and J. Barling (Eds), Sage Publications.
Srivastava, A. P., & Dhar, R. L. (2016). "Authentic leadership for teacher’s academic optimism: Moderating effect of training comprehensiveness", European Journal of Training and Development, 40(5), 321-344.
Srivastava, A. P., & Jaiswal, D. (2015). “Leaders’ positive expectations and subordinate performance: a study of academic professionals”, South Asian Journal of Management, 22(3), 7-27.
Sun, R., Zhao, J., & Chen, X. Y. (2011). "Exploratory analysis about the status quo and differences of organizational innovative climate in China", Nankai Business Review International, 2(2), 195-212.
Tice, D. M., & Wallace, H. (2003). “The reflected self: creating yourself as (you think) others see you”, in Leary, M.R. and Tangney, J.P. (Eds), Handbook of Self and Identity, Guilford Press, New York, NY, 91-105.
Townsend, T. (2011). “Changing times: new issues for school leaders”, School Leadership and Management, 31(2), 91-99.
Wadhwa, D. S., & Verghese, M. (2015). Impact of employee empowerment on job satisfaction and organizational commitment: An empirical investigation with special reference to selected cement industry in Chhattisgarh. International Journal in Management and Social Science, 3(3), 280-286.
Walumbwa, F., Avolio, B., Gardner, W., Wernsing, T., & Peterson, S. (2008). “Authentic leadership: development and validation of a theory-based measure”, Journal of Management, 34(1), 89-126.
Walumbwa, F. O., Luthans, F., Avey, J. B., & Oke, A. (2011). “Authentically leading groups: the mediating role of collective psychological capital and trust”, Journal of Organizational Behavior, 32(1), 4-24.
Walumbwa, F. O., Peterson, S. J., Avolio, B. J., & Hartnell, C. A. (2010). “An investigation of the relationships among leader and follower psychological capital, service climate, and job performance”, Personnel Psychology, 63(4), 937-963.
Wang, D. S., & Hsieh, C. C. (2013). “The effect of authentic leadership on employee trust and employee engagement”, Social Behavior and Personality: An International Journal, 41(4), 613-624.
Wikström, C., & Wikström, M. (2020). Merit-Based Admissions in Higher Education. Higher Education Admission Practices: An International Perspective, 34(1), 4-15.
Xu, B. D., Zhao, S. K., Li, C. R., & Lin, C. J. (2017). Authentic leadership and employee creativity: testing the multilevel mediation model. Leadership & organization development journal.
Yavuz, M. (2020). Transformational Leadership and Authentic Leadership as Practical Implications of Positive Organizational Psychology. In Handbook of Research on Positive Organizational Behavior for Improved Workplace Performance, 122-139.