Authentic Leadership and Psychological Capital Effects on Work-Related Outcomes: Are Personality and Organizational Culture Making a Difference?
Date of Graduation
Master of Science in Psychology
Thomas D. Kane
The present study investigated the effects of authentic leadership on psychological capital, while controlling for personality and organizational culture. Also under exploration were the effects of psychological capital on work-related outcomes, such as organizational commitment, job satisfaction, as well as life satisfaction. Data from 322 part-time and full-time working professionals were collected. Multiple regression analyses revealed that perceptions of authentic leadership were significantly and moderately related to employees’ psychological capital and that psychological capital had moderate effects on work-related outcomes. Further findings revealed that dimensions of personality and organizational culture significantly correlated with psychological capital. Relevant correlates included extraversion, conscientiousness, emotional stability, and people-centric and social responsible climates. Additionally people-centric climates were found most relevant to all work-related outcomes, including life satisfaction. At a practical level, organizations might find certain elements of personality and aspects of culture important to employee’s affective responses to their jobs and organizations.
authentic leadership, psychological capital, personality, organizational culture, ethical work climate, affective commitment, job satisfaction, life satisfaction
© Emmanuel E. Segui de Carreras
Segui de Carreras, Emmanuel E., "Authentic Leadership and Psychological Capital Effects on Work-Related Outcomes: Are Personality and Organizational Culture Making a Difference?" (2016). MSU Graduate Theses. 2945.