Authentic Leadership Questionnaire: invariance between samples of Brazilian and Portuguese employees

The Authentic Leadership Questionnaire (ALQ) is used to assess authentic leadership (AL). Although ALQ is often used in empirical research, cross-cultural studies with this measure are scarce. Aiming to contribute to filling this gap, this study assesses the invariance of the ALQ measure between samples of Brazilian (N = 1019) and Portuguese (N = 842) employees. A multi-group confirmatory factor analysis was performed, and the results showed the invariance of the first- and second-order factor models between the Brazilian and Portuguese samples. The results are discussed considering their cultural setting, with the study’s limitations and future research directions being pointed out.

Authentic leadership in school organizations

This research study, descriptive and exploratory in nature, had as objectives to know the perceptions of the teacher/students of a graduation course in Educational Sciences about their leaders, measured and evaluated through the Authentic Leadership Questionnaire (ALQ) and to verify if existed differences between the public and private school organizations in the four characteristics defined for the ALQ: a) self-conscious; b) transparency; c) moral/ethics; d) balanced processing. A non-probabilistic sample by convenience consisted of 86 participants from Brazil. The results of this research study show that the level of authenticity of the leader, in the four characteristics defined for the ALQ, in the perception of the subjects inquired, is above of the moderate level. Having in account the type of school organization (public or private), the differences found in the levels of the four characteristics defined for the ALQ were not statistically significant even though, the leaders of the private schools demonstrated to possess slightly higher values in the four analysed sub areas.

The influence of authentic leadership on employees analyzed through self-determination theory

Dissertação de Mestrado, Gestão de Recursos Humanos, Escola Superior de Gestão, Hotelaria e Turismo, Faculdade de Ciências Humanas e Sociais, Universidade do Algarve, 2015

Authentic Leadership and Behavioral Integrity as Drivers of Follower Commitment and Performance

The literatures on both authentic leadership and behavioral integrity have argued that leader integrity drives follower performance. Yet, despite overlap in conceptualization and mechanisms, no research has investigated how authentic leadership and behavioral integrity relate to one another in driving follower performance. In this study, we propose and test the notion that authentic leadership behavior is an antecedent to perceptions of leader behavioral integrity, which in turn affects follower affective organizational commitment and follower work role performance. Analysis of a survey of 49 teams in the service industry supports the proposition that authentic leadership is related to follower affective organizational commitment, fully mediated through leader behavioral integrity. Next, we found that authentic leadership and leader behavioral integrity are related to follower work role performance, fully mediated through follower affective organizational commitment. These relationships hold when controlling for ethical organizational culture.

Psychological safety, authentic leadership and social networks : A psycho-structural approach to the study of groups

Tese de Doutoramento em Psicologia na área de especialização de Psicologia das Organizações apresentada ao ISPA - Instituto Universitário

Exploring authentic leadership : a narrative case study

The purpose of this study was to provide an in-depth, life history examination of the leadership qualities of the President of a for-profit sport organization and explore this individual's leadership development within the framework of the Authentic Leadership Development Model (ALDM). A series of semi-structured interviews was conducted, including interviews with the President, three employees within the organization, and three individuals as selected by the President who attested to her authenticity and lifehistory. As well, observations for a period of three months were used to create a lifehistory of the President and determine if she was aligned with the ALDM. Creating a lifehistory of the President allowed the researcher to outline the story of her life up until the conclusion of the study. The narrative case study of the female President of a for-profit sport organization provided a glimpse into the life of a person whose values, beliefs, and actions aligned. The major findings of this study suggested that the President displayed characteristics similar to those identified as outcomes of the ALDM model.

Le leadership authentique : validation d’une mesure et étude de ses effets sur le climat de travail et le bien-être des personnes

La santé au travail a été reconnue comme un élément important du développement économique mondial à long terme. Cependant, les projections statistiques laissent poindre des préoccupations sur deux plans : la main d’œuvre vieillit et leur bien-être psychologique se détériore. Pour pallier ses problématiques, des leaders forts sont recherchés pour cultiver des climats de confiance de même que veiller au bien-être de leurs collaborateurs. Cette thèse a pour objet d’étudier les liens entre le leadership authentique (LA), le climat de travail et le bien-être des personnes. Pour y parvenir, deux recherches ont été réalisées. La première étude visait à se doter d’un instrument de mesure de LA en français. Le « Authentic Leadership Questionnaire » a été traduit et validé. Les résultats des analyses factorielles confirmatoires effectuées sur deux échantillons de travailleurs québécois (N = 365, N = 859) ont montré que c’est une structure de deuxième ordre avec les quatre facteurs associés au LA qui offre le meilleur ajustement aux données. Le LA a ensuite été mis en lien avec des corrélats (authenticité du leader, bien-être psychologique du leader, bien-être psychologique des subordonnés, confiance et justice interpersonnelle). Toutes les hypothèses ont été soutenues à l’exception d’une, soit celle liant le LA autorapporté par le leader et son bien-être psychologique. La deuxième étude a testé un modèle de médiation où le climat de travail a été postulé comme médiateur de la relation entre le LA et le bien-être des travailleurs. Un devis non expérimental avec six mois entre les passations a été utilisé. Quatre cent six (406) infirmières et infirmiers ont rempli des questionnaires mesurant le LA et le climat perçus au travail, et six mois plus tard, une mesure de bien-être psychologique au travail. Les résultats découlant d’une analyse de médiation par la technique de « boostrapping » ont révélé que le LA est associé au bien-être des subordonnés par l’entremise d’un climat de travail positif qu’il contribue à favoriser. Au terme de cette recherche doctorale, on commente les résultats, expose les principaux apports, présente des retombées pratiques, discute des limites et propose des pistes de recherche future.

Liderazgo transformacional y liderazgo transaccional : un an??lisis de la estructura factorial del Multifactor Leadership Questionnaire (MLQ) en una muestra espa??ola

Resumen tomado de la publicaci??n

Followers’ agreeableness and extraversion and their loyalty towards authentic leadership

Resumen tomado de la publicación