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Reframing commitment in authentic leadership: Untangling relationship–outcome processes

  • Andrei A. Lux (a1), Steven L. Grover (a2) and Stephen T. T. Teo (a1)


Affective organizational commitment is theorized and empirically tested as a key mediator between authentic leadership and desirable employee outcomes. The results of a two-wave survey of 830 business people in Australia support a serial mediation model of authentic leadership efficacy. Followers' perceptions of authentic leadership behavior influence their personal identification and affect-based trust in the leader, which in turn are mediated by affective organizational commitment to positively influence their work engagement and job satisfaction. These findings reinforce previous work that positions personal identification and affect-based trust as the two primary mediating mechanisms of authentic leadership. This paper extends prior research by demonstrating the important role of followers' affective bonds with their organization in the operation of authentic leadership, moving beyond the dyad in our understanding of follower outcomes.

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Reframing commitment in authentic leadership: Untangling relationship–outcome processes

  • Andrei A. Lux (a1), Steven L. Grover (a2) and Stephen T. T. Teo (a1)


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