Universidad Nacional de Educación a Distancia, Madrid, Spain.
Psicothema. 2012 Nov;24(4):561-6.
The studies that have verified the positive association of authentic leadership with organizational citizenship behaviours (OCBs), have used global measures of both constructs. Therefore, the goal of this work is to analyze the effect of authentic leadership on employees' OCBs, specifically focusing on the relations of the four components of authentic leadership with the individual and organizational dimensions of the OCBs. The participants of this study were 220 Spanish employees (30.9% men and 69.1% women) who completed a questionnaire that included the variables of interest in this study: Authentic Leadership, OCB and Sociobiographical control variables. The results, obtained with stepwise multiple regression analysis, show that two components of authentic leadership-moral perspective and relational transparency-present significant relationships with OCB. Moreover, authentic leadership is a better predictor of employees' OCB when these behaviors are impersonal and directed towards the organization than when they are directed towards other people. These results have practical implications for human resources management in organizations, especially in selection processes and when training top executives.
已验证诚信领导与组织公民行为（OCB）之间存在积极关联的研究，均使用了这两个构念的全球测量方法。因此，这项工作的目的是分析诚信领导对员工 OCB 的影响，具体侧重于诚信领导的四个组成部分与 OCB 的个体和组织维度之间的关系。本研究的参与者为 220 名西班牙员工（30.9%为男性，69.1%为女性），他们完成了一份问卷，其中包括本研究中感兴趣的变量：诚信领导、OCB 和社会生物学控制变量。逐步多元回归分析的结果表明，诚信领导的两个组成部分——道德视角和关系透明度——与 OCB 呈显著关系。此外，当这些行为是客观的且针对组织时，诚信领导对员工 OCB 的预测性优于当这些行为针对其他人时。这些结果对组织的人力资源管理具有实际意义，尤其是在选拔过程和培训高层管理人员时。
