The Causal Effect of Authentic Leadership on Employee Performance in Logistics Company with Positive Psychological Capital as a Mediator
Article Sidebar
Main Article Content
Abstract
The objective of this research are to study the causal relationship of Authentic Leadership on employee performance in logistics company with Positive Psychological Capital as a mediator. This study used a causal research methodology and Collecting data from online questionnaires. The sampling were 170 full-time employees of a logistics company and analyzing by use Structural Equation Modeling (SEM). The results showed that the causal effect model was in accord with the empirical data ðĨ2= 38.20, df = 31, ðĨ2/df = 1.23, P-Value = 0.18, RMSEA = 0.04, CFI = 1.00, TLI = 0.99, SRMR = 0.03 and all of the variables in the model explained 29 percent of performance variance. It was also found that Authentic Leadership had a significant total effect on employee performance (b=0.44, p<0.05). Authentic Leadership had a positive significant direct effect on employee performance (b=0.34, p< 0.05) and Authentic Leadership had a significant indirect effect on employee performance through Positive Psychological Capital (b=0.10, p<0.05). The indirect effects showed that Authentic Leadership had a positive and significant effect on the Positive Psychological Capital of the employees (b=0.33, p<0.05) and Positive Psychological Capital had a positive significant effect on employee performance (b=0.31, p<0.05). The results showed the importance of the Authentic Leadership of supervisors and the Positive Psychological Capital of the employees in terms of performance. The results of this research will help to improve Authentic Leadership and Positive psychological capital of logistics company employees and can enhance employee performance.
Article Details
This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
Article Screening Policy
- All research and academic articles to be published must be considered and screened by three peer reviews in the relevant field / article.
- All articles, texts, illustrations and tables published in the journal are the personal opinions of the authors. Editors don't always have to agree. And no responsibility whatsoever is the sole responsibility of the author.
- The articles to be published must never be published. Where did you first publish? And not in the consideration of other journals If the audit found that there has been a duplicate publication It is the sole responsibility of the author.
- Any article that the reader sees as being plagiarized or impersonated without reference. Or mislead the work of the author Please let the journal editor know it will be your greatest blessing.
References
Banks, G. C., McCauley, K. D., Gardner, W. L., & Guler, C. E. (2016). A meta-analytic review of authentic and transformational leadership: A test for redundancy. The leadership quarterly, 27(4), 634-652.
Daraba, D., Wirawan, H., Salam, R., & Faisal, M. (2021). Working from home during the corona pandemic: Investigating the role of authentic leadership, psychological
Emmett, J., Schrah, G., Schrimper, M., & Wood, A. (2020). COVID-19 and the employee experience: How leaders can seize the moment. Organization Practice. June. Mckinsey & Company.
Ilies, R., Morgeson, F. P., & Nahrgang, J. D. (2005). Authentic leadership and eudaemonic well-being: Understanding leaderâfollower outcomes. The leadership quarterly, 16(3), 373-394.
Intelligence, T. (2021). Total Logistics 2021. Retrieved from https://www.ti-insight.com/product/total-logistics/
Jang, E (2022). Authentic Leadership and Task Performance via Psychological Capital: The Moderated Mediation Role of Performance Pressure. Front. Psychol. 13:722214. doi: 10.3389/fpsyg.2022.722214
Kong, F., Tsai, C.-H., Tsai, F.-S., Huang, W., la Cruz, D., & Malapitan, S. (2018). Psychological capital research: A meta-analysis and implications for management sustainability.Sustainability, 10(10), 3457.
Koopmans, L., Bernaards, C., Hildebrandt, V., van Buuren, S., Van der Beek, A. J., & de Vet, H. C. (2013). Development of an individual work performance questionnaire. International journal of productivity and performance management.
Luthans, F., & Youssef, C. M. (2004). Human, social, and now positive psychological capital management: Investing in people for competitive advantage. Organizational Dynamics, 33(2), 143-160.
Luthans, F., Youssef, C. M., & Avolio, B. J. (2007). Psychological capital: Developing the human competitive edge (Vol. 198): Oxford University Press Oxford.
Malik, N. (2018), "Authentic leadership â an antecedent for contextual performance of Indian nurses", Personnel Review, 47(6), 1244-1260.
Motowildo, S. J., Borman, W. C., & Schmit, M. J. (1997). A theory of individual differences in task and contextual performance. Human performance, 10(2), 71-83.
Nafei, W. (2015). The effects of psychological capital on employee attitudes and employee performance: A study on teaching hospitals in Egypt. International Journal of Business and Management, 10(3), 249-270.
Ribeiro, N., Gomes, D., & Kurian, S. (2018). Authentic leadership and performance: the mediating role of employeesâ affective commitment. Social Responsibility Journal.
Sapyaprapa, S., Tuicomepee, A., & Watakakosol, R. (2013). Validation of psychological capital questionnaire in Thai employees. In Proceedings of the Asian Conference on Psychology and the Behavioral Sciences. Japan.
Walumbwa, F. O., Avolio, B. J., Gardner, W. L., Wernsing, T. S., & Peterson, S. J. (2008). Authentic leadership: Development and validation of a theory-based measure. Journal of management, 34(1), 89-126.
Wang, J., & Wang, X. (2019). Structural equation modeling: Applications using Mplus: John Wiley & Sons.
Krungsri Research. (2021). Thailand Industry Outlook 2021-2023. Retrieved from https://www.krungsri.com/th/research/industry/summary-outlook/industry-summary-outlook-2021-2023