The effect of authentic leadership on job engagement The mediating role of procedural justice and moderating effects of sychological capitals and power distance
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Feb 28, 2017
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Abstract
The purpose of this study was to examine the relationships among authentic leadership, job engagement, and procedural justice. Specifically, this study investigated the influence of authentic leadership on procedural justice and job engagement that was partially mediated by procedural justice. In addition, this study examined moderating effect of positive psychological capital on the relationship between authentic leadership and procedural justice and the effect of power distance on the relationship between procedural justice and job engagement. Data were collected from 300 Korean employees who were working in various organization via online survey, and 286 data were used for analysis, eliminating unreliable responses. The findings are as follows: First, there were positive relationships among authentic leadership, job engagement, and procedural justice. Second, the results of structural equaition analysis showed strong support for the proposed model, and the result of bootstrapping analysis supported that the effect of authentic leadership on job engagement is partially mediated by the procedural justice. Third, the results of hierarchial analysis showed that positive psychological capital moderated the relationship between authentic leadership and procedural justice, but there was no moderating effect of power distance on the relationship between procedural justice and job engagement. Finally, implications and limitations of this study with the direction for future research were discussed on the basis of the results.
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Choi, Y., & Tak, J. (2017). The effect of authentic leadership on job engagement: The mediating role of procedural justice and moderating effects of sychological capitals and power distance. Korean Journal of Industrial and Organizational Psychology, 30(1), 25–47. https://doi.org/10.24230/kjiop.v30i1.25-47
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Empirical Articles
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References
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Aryee, S., Budhwar, P. S., & Chen, Z. X. (2002). Trust as a mediator of the relationship between organizational justice and work outcomes: Test of a social exchange model. Journal of Organizational Behavior, 23(3), 267-285.
Avey, J. B., Wernsing, T. S., & Luthans, F. (2008). Can positive employees help positive organizational change? Impact of psychological capital and emotions on relevant attitudes and behaviors. The Journal of Applied Behavioral Science, 44(1), 48-70.
Avolio, B. J., & Gardner, W. L. (2005). Authentic leadership development: Getting to the root of
positive forms of leadership. The Leadership Quarterly, 16(3), 315-338.
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.
Bakker, A. B., Hakanen, J. J., Demerouti, E., & Xanthopoulou, D. (2007). Job resources boost work engagement, particularly when job demands are high. Journal of Educational Psychology, 99(2), 274-284.
Begley, T. M., Lee, C., Fang, Y., & Li, J. (2002). Power distance as a moderator of the relationship between justice and employee outcomes in a sample of Chinese employees. Journal of Managerial Psychology, 17(8), 692- 711.
Blau, P. M. (1964). Exchange and power in social life. Transaction Publishers.
Brockner, J., Ackerman, G., Greenberg, J., Gelfand, M. J., Francesco, A. M., Chen, Z. X., ... & Shapiro, D. (2001). Culture and procedural justice: The influence of power distance on reactions to voice. Journal of Experimental Social Psychology, 37(4), 300-315.
Clapp-Smith, R., Vogelgesang, G. R., & Avey, J. B. (2009). Authentic leadership and positive psychological capital the mediating role of trust at the group level of analysis. Journal of Leadership & Organizational Studies, 15(3), 227- 240.
Christian, M. S., Garza, A. S., & Slaughter, J. E. (2011). Work engagement: A quantitative review and test of its relations with task and contextual performance. Personnel Psychology, 64(1), 89-136.
Demerouti, E., Bakker, A. B., Nachreiner, F., & Schaufeli, W. B. (2001). The job demands- resources model of burnout. Journal of Applied Psychology, 86(3), 499-512.
Gardner, W. L., Avolio, B. J., Luthans, F., May, D. R., & Walumbwa, F. (2005). “Can you see the real me?” A self-based model of authentic leader and follower development. The Leadership Quarterly, 16(3), 343-372.
George, B. (2003). Authentic leadership: Rediscovering the secrets to creating lasting value. John Wiley & Sons.
Hallberg, U. E., & Schaufeli, W. B. (2006). “Same same” but different? Can work engagement be discriminated from job involvement and organizational commitment?. European Psychologist, 11(2), 119-127.
Harter, S. (2002). Authenticity. In C. R. Snyder, & S. Lopez (Eds.), Handbook of Positive Psychology (pp. 382-394). Oxford, UK7 Oxford University Press.
Hofstede, G. (1984). Culture’s consequences: International differences in work-related values (Vol. 5). sage.
Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692-724.
Kahn, W. A. (1992). To be fully there: Psychological presence at work. Human Relations, 45(4), 321-349.
Konovsky, M. A. (2000). Understanding procedural justice and its impact on business organizations. Journal of Management, 26(3), 489-511.
Lam, S. S., Schaubroeck, J., & Aryee, S. (2002). Relationship between organizational justice and employee work outcomes: a cross‐national study. Journal of Organizational Behavior, 23(1), 1-18.
Lee, C., Pillutla, M., & Law, K. S. (2000). Power-distance, gender and organizational justice. Journal of Management, 26(4), 685-704.
Lee, J. (2001). Leader-member exchange, perceived organizational justice, and cooperative communication. Management Communication Quarterly, 14(4), 574-589.
Leventhal, G. S. (1980). What should be done with equity theory? (pp. 27-55). Springer US.
Lind, E. A., Kanfer, R., & Earley, P. C. (1990). Voice, control, and procedural justice: Instrumental and noninstrumental concerns in fairness judgments. Journal of Personality and Social Psychology, 59(5), 952-959.
Luthans, F. (2002a). Positive organizational behavior: Developing and managing psychological strengths. The Academy of Management Executive, 16(1), 57-72.
Luthans, F. (2002b). The need for and meaning of positive organizational behavior. Journal of Organizational Behavior, 23(6), 695-706.
Luthans, F., Avey, J. B., Avolio, B. J., & Peterson, S. J. (2010). The development and resulting performance impact of positive psychological capital. Human Resource Development Quarterly, 21(1), 41-67.
Luthans, F., & Avolio, B. J. (2003). Authentic leadership: A positive developmental approach. In K. S. Cameron, J. E. Dutton, & R. E. Quinn (Eds.), Positive organizational scholarship (pp. 241-261). San Francisco7 Barrett-Koehler
Luthans, F., Avolio, B. J., Avey, J. B., & Norman, S. M. (2007). Positive psychological capital: Measurement and relationship with performance and satisfaction. Personnel Psychology, 60(3), 541-572.
Luthans, F., & Youssef, C. M. (2007). Emerging positive organizational behavior. Journal of Management, 33(3), 321-349.
Mann. A. & Harter. J (2016). The worldwide employee engagement crisis. Gallup에서 2016. 6. 6. 자료얻음.
McDonald, L. G., & Robinson, P. (2010). A colossal failure of common sense: The inside story of the collapse of Lehman Brothers. Crown Business.
McFarlin, D. B., & Sweeney, P. D. (1992) Distributive and procedural justice as predictors of satisfaction with personal and organizational outcomes. Academy of Management Journal, 35, pp.626-637.
Peterson, C., & Steen, T. A. (2002). Optimistic explanatory style. Handbook of Positive Psychology, 244-256.
Rich, B. L., Lepine, J. A., & Crawford, E. R. (2010). Job engagement: Antecedents and effects on job performance. Academy of Management Journal, 53(3), 617-635.
Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi- sample study. Journal of Organizational Behavior, 25(3), 293-315.
Schaufeli, W. B., Salanova, M., González-Romá, V., & Bakker, A. B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies, 3(1), 71-92.
Schminke, M., Ambrose, M. L., & Cropanzano, R. S. (2000). The effect of organizational structure on perceptions of procedural fairness. Journal of Applied Psychology, 85(2), 294.
Seeman, M. (1960). Social status and leadership: The case of the school executive. Columbus7 Ohio State University Press.
Seligman, M. E. P. (2002). Positive psychology, positive prevention, and positive therapy. Handbook of Positive Psychology, 2, 3-12.
Seligman, M. E., & Csikszentmihalyi, M. (2014). Positive psychology: An introduction (pp. 279- 298). Springer Netherlands.
Shore, L. M., & Wayne, S. J. (1993). Commitment and employee behavior: comparison of affective commitment and continuance commitment with perceived organizational support. Journal of Applied Psychology, 78(5), 774.
Thibaut, J. W., & Walker, L. (1975). Procedural justice: A psychological analysis. L. Erlbaum Associates.
박규석, 이경근 (2015). 상사의 비인격적 감독과 부하의 일-가정 영역의 관계에서 직무스트레스와 권력거리의 역할. 인적자원관리연구. 22(3), 65-88.
박권홍. (2012). 중소기업 근로자의 긍정심리자본이 창의성과 직무몰입에 미치는 영향. 기업교육연구, 14(1), 115-132.
이미현, 정진철, 오민정. (2015). 진성 리더십이 긍정심리자본 및 직무열의를 매개로 하여 변화지향 조직시민행동에 미치는 영향에 관한 연구. 기업경영연구 (구 동림경영연구), 61(단일호), 23-44.
장성희 (2009). 서비스 종업원의 정서특성이 직무탈진과 업무열의에 미치는 영향: 정서노동 전략의 매개효과. 아주대학교 일반대학원 석사학위 논문
최용득 (2009). 조직맥락에서의 긍정심리역량의 선행요인과 결과에 관한 연구. 서강대학교 석사학위논문.
최준원, 이병주. (2014). 진정성 리더십이 심리적 계약에 미치는 영향: 절차공정성과 상사신뢰의 매개효과. 한국심리학회지: 산업 및 조직, 27(1), 21-54.
터워스왓슨 (2012.8.1.). 한국 직장인 80% 이상 일에 완전히 몰입하지 않아. https://www.towerswatson.com/ko-KR 에서 2016. 6. 6 자료 얻음.
Aryee, S., Budhwar, P. S., & Chen, Z. X. (2002). Trust as a mediator of the relationship between organizational justice and work outcomes: Test of a social exchange model. Journal of Organizational Behavior, 23(3), 267-285.
Avey, J. B., Wernsing, T. S., & Luthans, F. (2008). Can positive employees help positive organizational change? Impact of psychological capital and emotions on relevant attitudes and behaviors. The Journal of Applied Behavioral Science, 44(1), 48-70.
Avolio, B. J., & Gardner, W. L. (2005). Authentic leadership development: Getting to the root of
positive forms of leadership. The Leadership Quarterly, 16(3), 315-338.
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.
Bakker, A. B., Hakanen, J. J., Demerouti, E., & Xanthopoulou, D. (2007). Job resources boost work engagement, particularly when job demands are high. Journal of Educational Psychology, 99(2), 274-284.
Begley, T. M., Lee, C., Fang, Y., & Li, J. (2002). Power distance as a moderator of the relationship between justice and employee outcomes in a sample of Chinese employees. Journal of Managerial Psychology, 17(8), 692- 711.
Blau, P. M. (1964). Exchange and power in social life. Transaction Publishers.
Brockner, J., Ackerman, G., Greenberg, J., Gelfand, M. J., Francesco, A. M., Chen, Z. X., ... & Shapiro, D. (2001). Culture and procedural justice: The influence of power distance on reactions to voice. Journal of Experimental Social Psychology, 37(4), 300-315.
Clapp-Smith, R., Vogelgesang, G. R., & Avey, J. B. (2009). Authentic leadership and positive psychological capital the mediating role of trust at the group level of analysis. Journal of Leadership & Organizational Studies, 15(3), 227- 240.
Christian, M. S., Garza, A. S., & Slaughter, J. E. (2011). Work engagement: A quantitative review and test of its relations with task and contextual performance. Personnel Psychology, 64(1), 89-136.
Demerouti, E., Bakker, A. B., Nachreiner, F., & Schaufeli, W. B. (2001). The job demands- resources model of burnout. Journal of Applied Psychology, 86(3), 499-512.
Gardner, W. L., Avolio, B. J., Luthans, F., May, D. R., & Walumbwa, F. (2005). “Can you see the real me?” A self-based model of authentic leader and follower development. The Leadership Quarterly, 16(3), 343-372.
George, B. (2003). Authentic leadership: Rediscovering the secrets to creating lasting value. John Wiley & Sons.
Hallberg, U. E., & Schaufeli, W. B. (2006). “Same same” but different? Can work engagement be discriminated from job involvement and organizational commitment?. European Psychologist, 11(2), 119-127.
Harter, S. (2002). Authenticity. In C. R. Snyder, & S. Lopez (Eds.), Handbook of Positive Psychology (pp. 382-394). Oxford, UK7 Oxford University Press.
Hofstede, G. (1984). Culture’s consequences: International differences in work-related values (Vol. 5). sage.
Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692-724.
Kahn, W. A. (1992). To be fully there: Psychological presence at work. Human Relations, 45(4), 321-349.
Konovsky, M. A. (2000). Understanding procedural justice and its impact on business organizations. Journal of Management, 26(3), 489-511.
Lam, S. S., Schaubroeck, J., & Aryee, S. (2002). Relationship between organizational justice and employee work outcomes: a cross‐national study. Journal of Organizational Behavior, 23(1), 1-18.
Lee, C., Pillutla, M., & Law, K. S. (2000). Power-distance, gender and organizational justice. Journal of Management, 26(4), 685-704.
Lee, J. (2001). Leader-member exchange, perceived organizational justice, and cooperative communication. Management Communication Quarterly, 14(4), 574-589.
Leventhal, G. S. (1980). What should be done with equity theory? (pp. 27-55). Springer US.
Lind, E. A., Kanfer, R., & Earley, P. C. (1990). Voice, control, and procedural justice: Instrumental and noninstrumental concerns in fairness judgments. Journal of Personality and Social Psychology, 59(5), 952-959.
Luthans, F. (2002a). Positive organizational behavior: Developing and managing psychological strengths. The Academy of Management Executive, 16(1), 57-72.
Luthans, F. (2002b). The need for and meaning of positive organizational behavior. Journal of Organizational Behavior, 23(6), 695-706.
Luthans, F., Avey, J. B., Avolio, B. J., & Peterson, S. J. (2010). The development and resulting performance impact of positive psychological capital. Human Resource Development Quarterly, 21(1), 41-67.
Luthans, F., & Avolio, B. J. (2003). Authentic leadership: A positive developmental approach. In K. S. Cameron, J. E. Dutton, & R. E. Quinn (Eds.), Positive organizational scholarship (pp. 241-261). San Francisco7 Barrett-Koehler
Luthans, F., Avolio, B. J., Avey, J. B., & Norman, S. M. (2007). Positive psychological capital: Measurement and relationship with performance and satisfaction. Personnel Psychology, 60(3), 541-572.
Luthans, F., & Youssef, C. M. (2007). Emerging positive organizational behavior. Journal of Management, 33(3), 321-349.
Mann. A. & Harter. J (2016). The worldwide employee engagement crisis. Gallup에서 2016. 6. 6. 자료얻음.
McDonald, L. G., & Robinson, P. (2010). A colossal failure of common sense: The inside story of the collapse of Lehman Brothers. Crown Business.
McFarlin, D. B., & Sweeney, P. D. (1992) Distributive and procedural justice as predictors of satisfaction with personal and organizational outcomes. Academy of Management Journal, 35, pp.626-637.
Peterson, C., & Steen, T. A. (2002). Optimistic explanatory style. Handbook of Positive Psychology, 244-256.
Rich, B. L., Lepine, J. A., & Crawford, E. R. (2010). Job engagement: Antecedents and effects on job performance. Academy of Management Journal, 53(3), 617-635.
Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi- sample study. Journal of Organizational Behavior, 25(3), 293-315.
Schaufeli, W. B., Salanova, M., González-Romá, V., & Bakker, A. B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies, 3(1), 71-92.
Schminke, M., Ambrose, M. L., & Cropanzano, R. S. (2000). The effect of organizational structure on perceptions of procedural fairness. Journal of Applied Psychology, 85(2), 294.
Seeman, M. (1960). Social status and leadership: The case of the school executive. Columbus7 Ohio State University Press.
Seligman, M. E. P. (2002). Positive psychology, positive prevention, and positive therapy. Handbook of Positive Psychology, 2, 3-12.
Seligman, M. E., & Csikszentmihalyi, M. (2014). Positive psychology: An introduction (pp. 279- 298). Springer Netherlands.
Shore, L. M., & Wayne, S. J. (1993). Commitment and employee behavior: comparison of affective commitment and continuance commitment with perceived organizational support. Journal of Applied Psychology, 78(5), 774.
Thibaut, J. W., & Walker, L. (1975). Procedural justice: A psychological analysis. L. Erlbaum Associates.