Authentic leadership and its impact on extra role behaviour of nurses

Abstract

Purpose The purpose of this paper is to examine the relationship between authentic leadership (AL) and employee extra role behaviour (ERB) while determining the mediating effect of psychological capital (PC) and moderating effect of autonomy on that relationship. Design/methodology/approach Data were collected from 42 small- and medium-sized hospitals in the state of Uttarakhand, India. The sample for the study included 520 nurses and their 163 supervisors. Process macro (Hayes) was used to examine the mediating role of PC and the moderating role of autonomy in the relationship between AL and ERB. Findings Results indicate that AL is positively linked to ERB of followers. Further, PC was found to mediate the relationship between AL and ERB while autonomy acted as a moderator between PC and ERB. Practical implications Findings of the study would help hospital managements understand the importance of technical and behavioural training of nursing staff and supervisors. The paper draws the attention of hospital administrators towards the need for formulating policies that are less restrictive and allow for greater autonomy to the nursing staff. Further, this study highlights the importance of an effective leadership approach like AL in service-oriented organizations such as healthcare institutions. Originality/value This study contributes to existing research on AL and ERB by showing that PC and autonomy are important and relevant variables that affect the degree of influence that AL has on employee ERB.

Authentic Leadership: Getting Back to the Roots of the ‘Root Construct’?

“…It was common for papers to combine antecedents and consequences with mediators and moderators of AL (Hsieh and Wang ; Ling et al . ; Malik and Dhar ; Valsania et al . ) or characteristics and components (Gatling et al .…”

Authentic Leadership and Creativity: Moderated Meditation Model of Resilience and Hope in the Health Sector

“…There is a number of leadership styles, but no one leadership style is suitable for every situation or environment [3]. However, in the health care sector, authentic leadership has proven to be an effective approach for nurses (followers) [4]. Moreover, the recent literature on leadership is also influenced by positive psychology [5] being authentic and showing ethical behavior towards followers [6].…”

“…The literature on AL [5] mentions that "authenticity has a substantial influence on how one lives one's life", and "ALs know who they are, what they believe and value," and "act upon those values and beliefs while transparently interacting with others" [9]. It plays a very significant role to shape the acts of the followers at the workplace [4]; for instance, it instigates creative performance in employees [10] while building their hopes about the future [11]. It may help followers find a meaningful connection with their work [12] and assist employees to develop an affiliation with work, and do the required task in a novel way [13] because it is the responsibility of a leader to promote hope and creativity among his followers [14].…”

“…AL has an ability to influence the behavior of nurses and their work outcomes [4], such as increased trust, satisfaction, and commitment [19]. It is important that the health care industry understands the value AL styles can bring to the health care sector and in improving nurses' work effectiveness because nurses need to make important decisions related to different patients [15].…”

“…Nonetheless, the majority of research work has acknowledged the positive impact of AL on employees [4,9,20,21]. However, the literature on AL [22,23] has also highlighted that AL characteristics can lead to destructive dynamics within the organization [22].…”