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The Influence of Authentic Leadership on the Relationship between Transformational Leadership, and Feedback-seeking Behaviors

Fadaee, Mohsen | 2017

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  1. Type of Document: M.Sc. Thesis
  2. Language: Farsi
  3. Document No: 52112 (44)
  4. University: Sharif University of Technology
  5. Department: Management and Economics
  6. Advisor(s): Alavi, Babak; Banki, Sara
  7. Abstract:
  8. Feedback-seeking behavior is the effort of employees to get feedback from the environment and around people about their performance. One of the research questions in this field is about the factors that increase this behavior in the staff. Transformational leadership as a leadership style, stimulates, and motivates followers to achieving desirable operational results. In addition, an important consequence of this style could be increasing the followers' capabilities. Transformational leaders are trying to empower their followers to build and empower them, which can provide a strong incentive for employees to move and grow, which may encourage them to have a better performance. One of mediators to performance improvements could be feedback-seeking behavior. Authentic leadership as a manner may amplify the effect of transformational leadership. The main reasoning of this research is that if these behaviors become authentic, they will create a more trustworthy and reliable environment for the followers to increasing their feedback-seeking behavior. In this research, information gathering was carried out in a survey, using a questionnaire, and the hypotheses were tested through statistical analysis. The study was conducted in four Iranian organizations, which included the teams that had the conditions for this research. A total of 120 questionnaires were distributed among the members of some of the teams in these organizations. 113 validated completed questionnaires were gathered. Exploratory factor analysis was used to identify the main factors and, the group agreement index was used to determine the level of data analysis. Due to the result of group agreement analysis, multivariated regressions was performed for all variables at the individual level. The results of the research showed a significant correlation between the two variables, Transformational Leadership and Authentic Leadership. Therefore, assumptions requiring the simultaneous presence of these two factors in regression were not tested. The final results of the regression analysis indicated that both Authentic and Transformational Leadership have a meaningful relationship with feedback-seeking behavior, by mediation of Affective Trust. It was also found that the relationship between Authentic Leadership and Affective Trust was stronger than the relationship between Transformational leadership and that kind of Trust
  9. Keywords:
  10. Transformational Leadership ; Authentic Leadership ; Feedback-seeking Behavior

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