Based on 214 primary studies (N = 196,300), the current study employed meta-analytical techniques to examine the antecedents and outcomes of authentic leadership, and whether cultural differences at the national level and research designs moderated the relationships between authentic leadership and all outcomes. Our findings revealed that leaders’ emotional intelligence and the organizational ethical climate was significantly related to authentic leadership, and that authentic leadership was significantly related to a wide variety of subordinate-, leader-, and performance-related outcomes. Moreover, leader-member exchange and follower job satisfaction was found to mediate the relationship between authentic leadership and both follower job performance and OCB, and cultural differences (i.e., power distance and individualism) were found to moderate the relationships between authentic leadership and its outcomes. We also ran supplementary analysis to explore the influence of follower features and research design.

在214项基础研究（N = 196,300）的基础上，本研究采用荟萃分析技术检查了真正领导力的前提和结果，以及国家层面的文化差异和研究设计是否缓解了真正领导力与所有结果之间的关系。我们的发现表明，领导者的情商和组织道德氛围与真实的领导力显着相关，而真实的领导力与下属，领导者和与绩效相关的各种结果均显着相关。此外，发现领导者与成员之间的交流和追随者工作满意度可以调解真正的领导与追随者工作绩效和OCB以及文化差异（即，权力距离和个人主义被发现可以缓和真实领导力与其结果之间的关系。我们还进行了补充分析，以探讨关注者功能和研究设计的影响。