The moderating influence of gender on authentic leadership and employee well-being
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2024-07-02
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en
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The moderating influence of gender on authentic leadership and employee well-being
This study explores the relationship between authentic leadership and employee well-being in the post-COVID world. Authentic leadership, characterized by self-awareness, moral perspective, and relational transparency, is essential for employee well-being. Gender dynamics play a significant role in shaping leadership behaviors and organizational outcomes, particularly concerning women's representation in leadership positions.
Authentic leadership fosters psychological safety, satisfaction, commitment, and is different from transformational and ethical leadership. Drawing upon the Social Role Theory, the study suggests that employees respond more favorably to their leader when their gender is congruent with the leader's expected role. The increasing influence of female leaders can shift expectations from traditionally masculine leadership styles to more gender-neutral or communal styles. Understanding the role of gender is crucial in examining the relationship between authentic leadership behavior and employee well-being.
This study investigates the relationship between authentic leadership behavior, employee well-being, and gender using a quantitative research design, and a correlational and cross-sectional approach. The data was provided by 255 respondents, mostly female, working in trades and services, healthcare and welfare, and IT industries. Authentic leadership behavior was measured using self-awareness, moral perspective, relational transparency, autonomy, and unbiased processing. Employee well-being was measured using job satisfaction and the hedonic subscale. Hedonic well-being was measured using Ryff's Scales of Psychological Well-Being.
The study found that authentic leadership directly positively affects employee well-being, regardless of the leader’s gender. Age, education, time spent working together, and frequency of contact also play significant roles in enhancing employee well-being. Gender differences in self-ratings of authenticity were also found, challenging traditional gender roles from the Social Role Theory. Understanding these relationships is valuable for HR training programs focused on authentic leadership and raising awareness of gender equality.
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Faculteit der Managementwetenschappen