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THE EFFECT OF AUTHENTİC LEADERSHİP ON INNOVATİVE WORK BEHAVİOR: A MULTİPLE GROUP ANALYSİS

Year 2025, Volume: 13 Issue: 1, 153 - 174, 30.06.2025

Enes Uğur Tohum

https://doi.org/10.52122/nisantasisbd.1622811

Abstract

This study was conducted to determine the effect of employees' perceptions of authentic leadership on innovative work behaviors. The study used cross-sectional research, which is a quantitative research method, and convenience sampling methods. 310 participants were recruited from quality, production, and R&D departments in the textile sector in a province of Turkey. In the analysis part of the study, structural equation modeling was used to determine the compatibility of the theoretical relationships between the variables and the data obtained, and then multiple group analysis was performed to determine the differences between the groups. The research results reveal that the participants' perception of authentic leadership affects innovative work behavior. In addition, it is revealed that the effect of participants' perception of authentic leadership on innovative work behavior differs according to demographic variables such as gender, marital status, employment status, and experience.

Keywords

Authentic leadership innovative work behavior multiple group analysis

References

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OTANTİK LİDERLİĞİN YENİLİKÇİ İŞ DAVRANIŞI ÜZERİNE ETKİSİ: ÇOKLU GRUP ANALİZİ

Year 2025, Volume: 13 Issue: 1, 153 - 174, 30.06.2025

Enes Uğur Tohum

https://doi.org/10.52122/nisantasisbd.1622811

Abstract

Bu çalışma, çalışanların otantik liderlik algısının yenilikçi iş davranışları üzerinde etkisini tespit etmek için yapılmıştır. Çalışmada bir nicel araştırma yöntemi olan kesitsel araştırma ve kolayda örnekleme yöntemi kullanılmıştır. 310 katılımcı ile gerçekleştirilen araştırmada, katılımcılar Türkiye’nin bir ilinde tekstil sektöründe kalite, üretim ve Ar-ge birimlerinde çalışanlardan oluşmaktadır. Araştırmanın analiz kısmında değişkenler arasında teorik olarak var olduğu düşünülen ilişkilerin, elde edilen veri ile uyumunu belirlemek için yapısal eşitlik modellemesi yapılmış, sonrasında ise gruplar arasındaki farklılıkları tespit etmek için çoklu grup analizi gerçekleştirilmiştir. Araştırma sonuçlarına göre katılımcıların otantik liderlik algısının yenilikçi iş davranışı üzerine etkisinin olduğu ortaya konulmuştur. Ayrıca katılımcıların otantik liderlik algısının yenilikçi iş davranışı üzerine etkisi, demografik değişkenler olan cinsiyete, medeni duruma, çalışma statüsüne ve tecrübeye göre farklılaştığı ortaya konulmaktadır.

Keywords

Otantik liderlik yenilikçi iş davranışı çoklu grup analizi

Ethical Statement

Kastamonu Üniversitesi Sosyal ve Beşeri Bilimler Bilimsel Araştırmalar ve Yayın Etiği Kurulu'nun 04.09.2024 tarihli 9/11 sayılı Etik Kurul İzni bulunmaktadır.

References

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  • Avolio, B.J., Gardner, W.L., Walumbwa, F., Luthans, F. & May, D.R. (2004). Unlocking the mask: a look at the process by which authentic leaders impact follower attitudes and behaviors. The Leadership Quarterly, Vol. 15 No. 6, pp. 801-823.
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  • Bass, Bernard M. (1995). Concepts of Leadership: The Beginnings. J.T. Wren (Ed.), The Leader‟s Companion: Insights on Leadership Through the Ages, New York, The Free Press, ss.49-52.
  • Basu, R. & Green, S.G. (1997). Leader-member exchange and transformational leadership: an empirical examination of innovative behaviors in leader-member dyads. Journal of Applied Social Psychology, Vol. 27 No. 6, pp. 477-499.
  • Battistelli, A., Odoardi, C., Vandenberghe, C., Di Napoli, G., & Piccione, L. (2019). Information sharing and innovative work behavior: The role of work-based learning, challenging tasks, and organizational commitment. Human Resource Development Quarterly, 30(3), 361-381.
  • Carmeli, A., Meitar, R. & Weisberg, J. (2006). Self-leadership skills and innovative behavior at work. International Journal of Manpower, Vol. 27 No. 1, pp. 75-90.
  • Carroll, G.R. (2015). Authenticity: attribution, value and meaning, in Scott, R.A., Kosslyn, S.M. and Pinkerton, N. (Eds), Emerging Trends in the Social and Behavioral Sciences, Wiley Online Library, New York, pp. 1-13.
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  • Erickson R.J. (1995). The importance of authenticity for self and society. Symbolic Interaction 18(2): 121–144. Gable, S. L. & Haidt, J. (2005). What (and why) is positive psychology? Review of General Psychology, 9(2), 103-110.
  • Gardner, W.L., Avolio, B.J., Luthans, F., May, D.R. & Walumbwa, F. (2005). Can you see the real me?’ A self-based model of authentic leader and follower development. The Leadership Quarterly, Vol. 16 No. 3, pp. 343-372.
  • Gelaidan, H. M., Al-Swidi, A. K., & Al-Hakimi, M. A. (2024). Servant and authentic leadership as drivers of innovative work behavior: the moderating role of creative self-efficacy. European Journal of Innovation Management, 27(6), 1938-1966.
  • George, B., Sims, P., McLean, A.N. & Mayer, D. (2007). Discovering your authentic leadership. Harvard Business Review, Vol. 85 No. 2, p. 129.
  • Gordon, A., & Yukl, G. (2004). The future of leadership research: Challenges and opportunities. German Journal of Human Resource Management, 18(3), 359-365.
  • Hage, J.T. (1999). Organizational innovation and organizational change. Annual Review of Sociology, Vol. 25, pp. 597-622.
  • Harlianto, J., & Rudi, A. (2018). The role of leaders in stimulating innovative work behavior and its impacts towards job performance. International journal of engineering & technology, 7(3.30), 571-574.
  • Harter, J.K., Schmidt, F. L.,& Hayes, T.L.(2002).The business-unit relationship between employee satisfaction, engagement, and business outcomes: Ametaanalysis.Journal of Applied Psychology, 87:268–279
  • Harter, S. (2002). Authenticity. in Snyder, C.R. and Lopez, S. (Eds), Handbook of Positive Psychology, Oxford University Press, London, 382-394.
  • Ibarra, H. (2015). The authenticity paradox. Harvard Business Review, Vol. 93 Nos 1/2, pp. 52-59. Ilies, R., Morgeson, F. P., & Nahrgang, J. D. (2005). Authentic leadership and eudaemonic well-being: Understanding leader–follower outcomes. The Leadership Quarterly, 16(3), 373-394.
  • Indrayanti, I., & Ulfia, N. (2022). Authentic leadership and innovative work behavior through organizational culture: A study in Indonesian state-owned enterprises. F1000Research, 11, 1243.
  • Jada, U. R., Mukhopadhyay, S., & Titiyal, R. (2019). Empowering leadership and innovative work behavior: a moderated mediation examination. Journal of Knowledge Management, 23(5), 915-930.
  • Jaiswal, N. K., & Dhar, R. L. (2015). Transformational leadership, innovation climate, creative self-efficacy and employee creativity: A multilevel study. International journal of hospitality management, 51, 30-41.
  • Janssen, O. (2000). Job demands, perceptions of effort–reward. Journal of Occupational and Organizational Psychology, 73, 287–302. doi: https://doi.org/10.1348/096317900167038
  • Javed, B., Khan, A. K., & Quratulain, S. (2018). Inclusive leadership and ınnovative work behavior: examination of lmx perspective in small capitalized textile firms. Journal of Psychology, 152(8), 594-612.
  • Johnson, D. (2001). What is innovation and entrepreneurship? Lessons for larger organisations. Industrial and Commercial Training, Vol. 33 No 4, pp. 135-140.
  • Kets de Vries, M. F. (1994). The leadership mystique. Academy of Management Perspectives, 8(3), 73-89. Khan, M. A., Ismail, F. B., Hussain, A., & Alghazali, B. (2020). The Interplay of Leadership Styles, Innovative Work Behavior, Organizational Culture, and Organizational Citizenship Behavior. SAGE Open, 10(1), 1-16.
  • Kim, B.-J., Nurunnabi, M., Kim, T.-H., & Kim, T. (2018). Doing good is not enough, you should have been authentic: Organizational identification, authentic leadership and CSR. Sustainability, 10(6), 2026 2071-1050. Koednok, S., & Sungsanit, M. (2018). The influence of multilevel factors of human resource practices on innovative work behavior. The Journal of Behavioral Science, 13(1), 37-55.
  • Li, H., Sajjad, N., Wang, Q., Ali, A. M., Khaqan, Z., & Amina, S. (2019). Influence of Transformational Leadership on Employees’ Innovative Work Behavior in Sustainable Organizations: Test of Mediation and Moderation Processes. Sustainability, 11(6), 1-21.
  • Li, M. J., Liu, Y., Liu, L., & Wang, Z. H. (2017). Proactive Personality and Innovative Work Behavior: the Mediating Effects of Affective States and Creative Self-Efficacy in Teachers. Current Psychology, 36(4), 697-706.
  • Li, X., & Zheng, Y. (2014). The influential factors of employees’ innovative behavior and the management advices. Journal of Service Science and Management, 7(06), 446.
  • Luthans, F. (2002). The need for and meaning of positive organizational behavior. Journal of Organizational Behavior, 23(6), 695–706.
  • Luthans, F., Avolio, B. J., Avey, J. B. & Norman, S. M. (2007). Positive psychological capital: Measurement and relationship with performance and satisfaction. Personnel Psychology, 60(3), 541-572.
  • Luthans, F., Youssef, C. M., & Avolio, B. J. (2006). Psychological capital: Developing the human competitive edge. Oxford University Press.
  • Luu, T. T. (2019). Can diversity climate shape service innovative behavior in Vietnamese and Brazilian tour companies? The role of work passion. Tourism Management, 72, 326-339.
  • Madrid, H. P., Patterson, M. G., Birdi, K. S., Leiva, P. I., & Kausel, E. E. (2014). The role of weekly high‐activated positive mood, context, and personality in innovative work behavior: A multilevel and interactional model. Journal of Organizational Behavior, 35(2), 234-256.
  • Maqbool, S., Cerne, M. and Bortoluzzi, G. (2019). Micro-foundations of innovation: employee silence, perceived time pressure, flow and innovative work behaviour. European Journal of Innovation Management, Vol. 22 No. 1, pp. 125-145.
  • Moss, S.A. & Ritossa, D.A. (2007). The impact of goal orientation on the association between leadership style and follower performance, creativity and work attitudes. Leadership, Vol. 3 No. 4, pp. 433-456.
  • Neider, L.L. & Schriesheim, C.A. (2011). The authentic leadership inventory (ALI): development and empirical tests. The Ledaership Quarterly, Vol. 22 No. 6, pp. 1146-1164.
  • Nelson, K., Boudrias, J. S., Brunet, L., Morin, D., De Civita, M., Savoie, A., & Alderson, M. (2014). Authentic leadership and psychological well-being at work of nurses: The mediating role of work climate at the individual level of analysis. Burnout research, 1(2), 90-101.
  • Northouse P (2016). Leadership; Theory and Practice. Sage Publications: United States of America.
  • Northouse, P. G. (2025). Leadership: Theory and practice. Sage publications..
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There are 72 citations in total.

Details

Primary Language Turkish
Subjects Innovation Management, Leadership, Organisational Behaviour
Journal Section Articles
Authors

Enes Uğur Tohum 0000-0002-0006-7622

Publication Date June 30, 2025
Submission Date January 18, 2025
Acceptance Date May 21, 2025
Published in Issue Year 2025 Volume: 13 Issue: 1

Cite

APA Tohum, E. U. (2025). OTANTİK LİDERLİĞİN YENİLİKÇİ İŞ DAVRANIŞI ÜZERİNE ETKİSİ: ÇOKLU GRUP ANALİZİ. Nişantaşı Üniversitesi Sosyal Bilimler Dergisi, 13(1), 153-174. https://doi.org/10.52122/nisantasisbd.1622811

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