International Journal of Organizational Leadership

This study examines the effect of authentic leadership on employee trust, occupational self-efficacy and work engagement. it also explores the mediating role of employees’ trust and occupational self-efficacy on the relationship between authentic leadership and work engagement. The sample size of this study was 200 employees from different organizations of Pakistan and the quantitative method was used which includes questionnaires with close ended questions. Smart PLS software was used to measure the relationship among variables and different techniques for the analysis were adopted such as SEM Path Analysis and Confirmatory factor analysis. The results indicated a strong relationship among variables and supported that there is a direct and positive relationship between authentic leadership and work engagement and employee trust and occupational self-efficacy act as mediating tool to mediate and strengthen the relationship between authentic leadership and work engagement. This research found a strong and positive relationship among the variables and highlights the vital role that authentic leaders play in motivating employees to bring positive change in employee’s attitude and behavior. The conclusions drawn will help to develop strategies so that the leaders may develop positive traits and workers may perform effectively and efficiently to enhance the productivity of an organization.

Customers perception of service quality presentation is becoming an increasingly important issue in preservation of exclusive strong-tie relationships between organization and customer. The quality of service is assessed according to the customers expectation about the perceived service quality. Due to this, promoting the quality of presented services, with appearance of voluntary and willingly behaviors that are known as Organizational Citizenship Behavior (OCB), provides employees with behaviors in order to go above and beyond the call of duty. This study investigates the features of employees OCB and the relationship of these features with variables, namely occupational self-efficacy, political skills, and organizational commitment. For this end, a questionnaire was distributed among the employees of Ardabil Gas Company. The data analysis revealed that it is important to improve employees OCB, which would result in their remarkable ability in meeting peoples demands and providing high quality services for customers. It can be argued that for improving the organizational commitment and political skills of employees, managers can take steps to create motivation among employees by rewarding and encouraging them to become highly involved in their work.