Purpose

The present study had two objectives, first objective was to examine the impact of authentic leadership on followers' well-being and work engagement. The second objective was to examine the moderating role of authentic leadership and followers' outcomes. Despite an immense amount of research on authentic leadership, how and when authentic leadership is more or less effective in promoting the well-being and work engagement of followers is little known. Drawing from the conservation of resource theory, the authors draw upon the interactionist perspective and suggest psychological capital is a dispositional boundary condition that influences the effectiveness of authentic leadership in promoting well-being and work engagement of followers.

Design/methodology/approach

Using cross-sectional research design data were collected from 547 team members nested under 118 team leaders from the financial sector in India. The study used structural equation modelling and hierarchical regression analysis to examine the hypothesised relationships.

Findings

The findings from the study revealed that authentic leadership predicts followers' psychological well-being and work engagement. Also as proposed, the study found psychological capital moderates the relationship between authentic leadership and the well-being of followers. However, the study found psychological capital does not moderate the relationship between authentic leadership and followers' work engagement.

Research limitations/implications

The study has helped expand the nomological network of authentic leadership by examining the authentic leadership model with followers' psychological well-being and work engagement. Further, the findings suggest that psychological capital being a dispositional boundary condition, it plays a contingent role in explaining the role of authentic leadership in promoting the well-being of followers.

Practical implications

The results offer strong practical implications that can be considered as the basis for actionable strategies by the human resource management system of the organisation to enhance authentic leadership and psychological capital.

Originality/value

The study is unique in its scope and contribution, as it tries to develop an understanding of how and when authentic leadership promotes psychological well-being and work engagement by considering an interactionist approach in the Indian context.

中文翻译：

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领导者和追随者的幸福感、敬业度和心理资本的调节作用

目的

本研究有两个目标，第一个目标是检验真诚领导对下属的幸福感和工作投入的影响。第二个目标是检验真实领导力和追随者成果的调节作用。尽管对真诚领导力进行了大量研究，但鲜为人知的是，真诚领导力如何以及何时或多或少地有效地促进追随者的福祉和工作投入。借鉴资源守恒理论，作者借鉴了互动主义的观点，认为心理资本是一种性格边界条件，它影响真诚领导在促进下属的福祉和工作投入方面的有效性。

设计/方法/途径

使用横断面研究设计数据是从印度金融部门 118 名团队领导下的 547 名团队成员收集的。该研究使用结构方程模型和层次回归分析来检查假设的关系。

发现

该研究的结果表明，真正的领导力可以预测追随者的心理健康和工作投入。同样如提议的那样，该研究发现心理资本调节了真实领导力与追随者幸福感之间的关系。然而，研究发现心理资本并不能调节真实领导力与追随者工作投入之间的关系。

研究局限性/影响

该研究通过检查具有追随者心理健康和工作投入的真实领导模型，帮助扩展了真实领导的法则网络。此外，研究结果表明，心理资本是一种性格边界条件，它在解释真诚领导在促进追随者福祉方面的作用方面起着偶然的作用。

实际影响

结果提供了强大的实际意义，可以被视为组织人力资源管理系统可操作策略的基础，以增强真实的领导力和心理资本。

原创性/价值

该研究在其范围和贡献上是独一无二的，因为它试图通过考虑印度背景下的互动主义方法来了解真正的领导力如何以及何时促进心理健康和工作参与。