Authentic Leadership on Employee Coping and Its Impact on Psychological Vulnerable: Survey on Public Organization in Bandung, Indonesia

Abstract

The study tested the preceding research model to develop theories regarding aspects of authentic leadership and employee coping in public organizations. Researchers conducted a survey on public organizations with 198 respondents whose task is providing services to the community. Researchers used the convenience sampling technique to take samples of respondents who work in public organizations in Bandung, Indonesia. To test the proposed research model, researchers used a non-parametric approach to predict the model of research. The result of this study indicates there is a connection between authentic leadership and psychological vulnerability mediated by proactive coping in uncertain situations, especially during COVID-19. The study result contributes to filling the research gaps, which shows the effectiveness of authentic leadership in encouraging proactive behavior of employees in dealing with stress and reducing the impact of psychological vulnerability on employees of public organizations. The research implication recommends that leaders of public organizations encourage the employees' proactive behavior by providing direct support. Thus, the employees can be more effective in dealing with uncertain situations to decrease the impact of psychological vulnerability.
 
 Received: 17 April 2022 / Accepted: 19 August 2022 / Published: 2 September 2022

Authentic followership in Madurese Public Organization: The role of authentic leadership

“…Public organizations provide different public services, such as education, health, infrastructure, and security. This role helps meet the community's needs and create a better environment [1][2][3][4][5]. Second, carry out regulation and law enforcement.…”

“…In addition, the value of national Bureaucratic Reform (RB) implementation for Ministries, Institutions, and Local Governments from year to year still cannot reach 100% (Table 2 Similar results are also found in the performance of public organizations in Madura. The results of other studies show that many Madurese public organization performances in higher education are still classified as unsatisfactory [3]. In addition, the performance of this sector still needs to be improved, both in quality and quantity [4].…”

Influence of Work Discipline and Non-Physical Work Environment On Employee Performance

“…The performance outcomes are not limited to functional or structural personnel but encompass all organization members. The factors influencing performance include discipline (Hersona & Sidharta, 2017), the working relationship between subordinates and superiors (Hadian et al, 2022;Machmud, 2018), working facilities (Dziuba et al, 2020), leadership patterns (Hai et al, 2022;Hirst et al, 2009), and the working environment (Machmud & Sidharta, 2021). (Steingold, 2021;Thompson et al, 2020).…”

Employee Work Discipline: The Effect of Reward and Punishment

“…(Hadian, Manik, Hardiyana, Yusup, Sidhartha & Coenraad, 2022) Based on the current labor conditions in one of the automotive dealer companies in Bandung, facing competition in the industry which is getting more challenging day by day, so quality demands every aspect of the company, including human resources. (Hadian, Juhana, Sukmalana, Hardiyana, Yusup, Sidharta, Nurhadian & Rinawati, 2022) Customer needs are very high, so employee deadlines to produce excellent service quality according to a predetermined schedule. Their discipline is regularly monitored, from timely performance and attendance to compliance with work safety procedures.…”