Understanding the Influence of Authentic Leadership and Employee-Organization Relationships on Employee Voice Behaviors in Response to Dissatisfying Events at Work
Management Communication Quarterly
Original Item ID
This study demonstrates how authentic leadership and the quality of employee-organization relationships (EOR) influence employee behavioral reactions to dissatisfying events at work. We conducted a nationwide survey of 644 full-time employees in the United States. The results from the structural equation modeling (SEM) revealed that authentic leadership was positively and directly related to employees’ considerate voice but was not directly associated with other behavioral responses. Additionally, the quality of EOR was found to be a strong mediator between authentic leadership and employee behaviors—particularly in enhancing considerate voice and patience and reducing exit—in the context of dissatisfying workplace events. The implications of developing authentic leadership to build and maintain the quality of EOR are discussed.
Kim, Young; Lee, Ejae; Kang, Minjeong; and Yang, Sung-Un, "Understanding the Influence of Authentic Leadership and Employee-Organization Relationships on Employee Voice Behaviors in Response to Dissatisfying Events at Work" (2022). College of Communication Faculty Research and Publications. 587.
ADA Accessible Version
Accepted version. Management Communication Quarterly, vol. 37, No. 1 (2023) : 64-98. DOI. © 2023 SAGE Publications. Used with permission.