The IUP Journal of Organizational Behavior
Authentic Leadership, Sustained Performance, Job Satisfaction, and Inclusive Culture: The Role of Psychological Empowerment

Article Details
Pub. Date : October, 2021
Product Name : The IUP Journal of Organizational Behavior
Product Type : Article
Product Code : IJOB91021
Author Name : Salini S Pillai and Sitamma Mikkilineni
Availability : YES
Subject/Domain : Arts & Humanities
Download Format : PDF Format
No. of Pages : 9



With disruptions due to technology/transformations and changing market/client landscapes, organizations are constantly adapting to keep up with the external environment. This in turn is driving organizations to be nimble, agile, and flexible in their structures and people practices. The need for the study in the emerging field of Authentic Leadership points to the need for organizations to focus on authentic leadership to create impact, build culture and influence the teams towards achieving the organizational objectives. The paper examines the research on AL and its impact on key variables of sustained performance, job satisfaction and inclusive culture. The paper is unique compared to prior research due to the inclusion of the role of psychological empowerment beyond the structural empowerment discussed in prior research. The paper presents a detailed literature review, key definitions of the variables and multi-level perspectives of the variables. It also provides the prior research measures and tools used to establish the relationship of various variables with Authentic Leadership. The paper concludes with multiple hypotheses to be studied for establishing the impact of psychological empowerment on the AL components, if any.


The Covid-19 pandemic, the greatest global crisis of our times, has placed an unprecedented strain on the social, economic, and governance structures worldwide, and leadership has been extremely critical for organizations to face and deal with challenges (Antonakis, 2021) like evolving market landscapes, technology transformations or more importantly the changing workplaces. In the past few years, scholars and practitioners have been trying to comprehend the future of work-from a work, workforce, and workplace perspective and trying to come out with interventions and changes. Fueled by remarkable