Using a sample of 114 leaders (described by 516 team members), we show empirically that the association between leader relational transparency and leader receptiveness to relational transparency of team members is indirect (through leader respect) and conditional on leader humility. When a transparent leader expresses humility, he/she conveys respect to team members and is perceived as more receptive to the relational transparency of employees toward him/her. The indirect association between leader relational transparency and leader receptiveness to the relational transparency of team members is negative, however, when the leader is perceived as non-humble. Our paper contributes to discussion about the limits of relational transparency as an indicator of authentic leadership. We suggest that what is often described as relational transparency is no more than unidirectional transparency—from leaders to followers. We conclude that transparency (and authenticity) in leaders is relational only when it is bidirectional.

通过使用114位领导者（由516个团队成员描述）的样本，我们从经验上表明，领导者关系透明性和领导者对团队成员关系透明性的接受度之间的关联是间接的（通过领导者的尊重），并且以领导者谦卑为条件。当透明的领导者表达谦卑时，他/她表达了对团队成员的尊重，并被认为更愿意接受员工对他/她的关系透明性。但是，当领导者被认为是谦虚的时，领导者关系透明性与领导者对团队成员关系透明性的接受之间的间接联系是负面的。我们的论文有助于讨论有关关系透明性的限制，以此作为真实领导力的指标。我们建议通常将其描述为关系透明无非是从领导者到追随者的单向透明。我们得出的结论是，领导者的透明度（和真实性）只有在双向时才是相关的。