Reframing commitment in authentic leadership: Untangling relationship-outcome processes

Andrei A. Lux*, Steven L. Grover, Stephen T.T. Teo

*Corresponding author for this work

Research output: Contribution to journalArticlepeer-review

4 Citations (Scopus)


Affective organizational commitment is theorized and empirically tested as a key mediator between authentic leadership and desirable employee outcomes. The results of a two-wave survey of 830 business people in Australia support a serial mediation model of authentic leadership efficacy. Followers' perceptions of authentic leadership behavior influence their personal identification and affect-based trust in the leader, which in turn are mediated by affective organizational commitment to positively influence their work engagement and job satisfaction. These findings reinforce previous work that positions personal identification and affect-based trust as the two primary mediating mechanisms of authentic leadership. This paper extends prior research by demonstrating the important role of followers' affective bonds with their organization in the operation of authentic leadership, moving beyond the dyad in our understanding of follower outcomes.

Original languageEnglish
JournalJournal of Management and Organization
Publication statusE-pub ahead of print - 6 Dec 2019


  • Authentic leadership
  • job satisfaction
  • organizational commitment
  • personal identification
  • trust
  • work engagement


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