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Duarte, A. P., Ribeiro, N., Semedo, A. S. & Gomes, D. (2021). Authentic leadership and improved individual performance: Affective commitment and individual creativity’s sequential mediation. Frontiers in Psychology. 12

A. P. Baltasar et al.,  "Authentic leadership and improved individual performance: Affective commitment and individual creativity’s sequential mediation", in Frontiers in Psychology, vol. 12, 2021

@article{baltasar2021_1732205224625,
	author = "Duarte, A. P. and Ribeiro, N. and Semedo, A. S. and Gomes, D.",
	title = "Authentic leadership and improved individual performance: Affective commitment and individual creativity’s sequential mediation",
	journal = "Frontiers in Psychology",
	year = "2021",
	volume = "12",
	number = "",
	doi = "10.3389/fpsyg.2021.675749",
	url = "https://www.frontiersin.org/journals/psychology"
}

TY  - JOUR
TI  - Authentic leadership and improved individual performance: Affective commitment and individual creativity’s sequential mediation
T2  - Frontiers in Psychology
VL  - 12
AU  - Duarte, A. P.
AU  - Ribeiro, N.
AU  - Semedo, A. S.
AU  - Gomes, D.
PY  - 2021
SN  - 1664-1078
DO  - 10.3389/fpsyg.2021.675749
UR  - https://www.frontiersin.org/journals/psychology
AB  - Authentic leadership has become increasingly important in the literature, attracting
the attention of many scholars in the last decade. This study adopted an employeecentered
perspective to guide its examination of the relationship between authentic
leadership and individual performance and investigation of the sequential mediation of
employees’ affective commitment and individual creativity. An analysis was conducted
of data collected from 214 employees working in different business sectors. The
results reveal a statistically significant positive relationship between authentic leadership
and employees’ workplace performance, which are both directly connected and
indirectly linked through the two proposed psychosocial mechanisms. The findings
thus indicate that authentic leadership reinforces workers’ emotional connection with
their organizations, thereby increasing their individual creativity and, subsequently,
promoting better on-the-job performance. This study presents new and significant
results since, on the one hand, it relied on a sequential mediation analysis of variables
and, on the other hand, integrated the four main constructs into a single model. The
proposed model displays the chain of effects between authentic leadership, affective
commitment, individual creativity, and employee workplace performance. Implications
for organizational management are discussed.
ER  -