The Mediating Role of Cynicism on Authentic Leadership and Organizational Identification Relationship

Ilge Kurt ()
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Ilge Kurt: Nisantasi University

A chapter in Business Challenges in the Changing Economic Landscape - Vol. 2, 2016, pp 391-400 from Springer

Abstract: Abstract Positive organizational behavior is a contemporary field in organizational behavior and authentic leadership can be considered as a leadership style, emerged from positive organizational behavior. Authentic leaders can be described as genuine leaders who are transparent, have integrity, high ethical standards and who create trust. As authentic leaders are motivated by the well-being of their subordinates and organization, they help employees find meaning and connection at work through greater self-awareness and internalization of values. Hence, the follower’s organizational identification is expected to be higher. Authentic leadership is also found to have a negative effect on cynicism, whereas in some studies, organizational cynicism is found to have a negative and significant effect on organizational identification. The purpose of this study is to explore the mediating role of cynicism on the relationship between authentic leadership and organizational identification. In the context of the study, a survey using questionnaires is conducted. The data were gathered conveniently from 122 white collar employees who work in companies of different sectors and departments. The results reveal that the relationship between authentic leadership and organizational identification is mediated by cynicism.

Keywords: Organizational identification; Cynicism; Authentic leadership; Organizational behavior (search for similar items in EconPapers)
Date: 2016
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Persistent link: https://EconPapers.repec.org/RePEc:spr:eurchp:978-3-319-22593-7_28

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DOI: 10.1007/978-3-319-22593-7_28

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