Cortés-Denia Daniel, Luque-Reca Octavio, Lopez-Zafra Esther, Pulido-Martos Manuel
Department of Psychology. Universidad de Jaén, Jaén, Spain.
Department of Psychology, Universidad Rey Juan Carlos, Madrid, Spain.
Heliyon. 2023 Jan 10;9(1):e12906. doi: 10.1016/j.heliyon.2023.e12906. eCollection 2023 Jan.
Several studies have suggested that leaders showing high levels of authentic leadership increase workers' overall job satisfaction, which is composed of different aspects with some distinctions among them. Furthermore, the implication of affective and motivational variables, such as vigor and engagement at work, respectively, have not been jointly considered for analysing the differences and similarities between public and private organizations. Thus, this study aims to analyze whether vigor at work and engagement at work play a mediating role between authentic leadership and different aspects of job satisfaction, considering both public and private organizations, to propose a -organizational model.
In this cross-sectional and cross-sectoral study, 1029 workers in private ( = 619) and public ( = 410) organizations from Spain participated completing a questionnaire.
Structural equation modelling was used to perform a multigroup mediation analysis (public versus private organizations) in which the invariance between groups was previously explored. The model showed a good fit to the data in which authentic leadership affected the dimensions of job satisfaction both directly and indirectly (through vigor at work and engagement). However, authentic leadership had a greater positive effect on vigor at work for private organizations; whereas work engagement was not significantly related to the job satisfaction dimension related to legal aspects for public organizations.
The vigor at work and work engagement were important variables to explain the authentic leadership-job satisfaction relationship in both private and public organizations. Nevertheless, the relationship between work engagement and the dimensions of job satisfaction was different for both organizations.
多项研究表明，展现出高度真诚领导风格的领导者会提高员工的总体工作满意度，而工作满意度由不同方面组成，这些方面之间存在一些差异。此外，在分析公共组织和私营组织之间的差异与相似性时，尚未综合考虑情感和动机变量，如工作活力和工作投入的影响。因此，本研究旨在分析工作活力和工作投入在真诚领导与工作满意度的不同方面之间是否起中介作用，同时考虑公共组织和私营组织，以提出一个组织模型。
在这项横断面跨部门研究中，来自西班牙的1029名私营组织（n = 619）和公共组织（n = 410）的员工参与完成了一份问卷。
采用结构方程模型进行多组中介分析（公共组织与私营组织对比），在此之前先探究了组间不变性。该模型与数据拟合良好，其中真诚领导对工作满意度的维度既有直接影响，也有间接影响（通过工作活力和工作投入）。然而，真诚领导对私营组织的工作活力有更大的积极影响；而工作投入与公共组织中与法律方面相关的工作满意度维度没有显著关系。
工作活力和工作投入是解释私营组织和公共组织中真诚领导与工作满意度关系的重要变量。然而，两个组织中工作投入与工作满意度维度之间的关系有所不同。
