Examining Authentic Leadership’s Effects on Employee Organizational Commitment in Call Centers or Other Work Environments
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| Vydáno v: | ProQuest Dissertations and Theses (2025) |
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| On-line přístup: | Citation/Abstract Full Text - PDF |
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| 100 | 1 | |a Batchelor, Lisa | |
| 245 | 1 | |a Examining Authentic Leadership’s Effects on Employee Organizational Commitment in Call Centers or Other Work Environments | |
| 260 | |b ProQuest Dissertations & Theses |c 2025 | ||
| 513 | |a Dissertation/Thesis | ||
| 520 | 3 | |a This non-experimental study analyzed the relationship between the perceived authentic leadership behaviors of an employee’s leader and that employee’s organizational commitment in call centers and other work environments when controlling for age, gender, tenure, position, and call center. Participants were asked to rate their leader’s authentic leadership behaviors (relational transparency, balanced processing, self-awareness, internalized moral perspective) using the Authentic Leadership Questionnaire (ALQ) and the employee's organizational commitment (affective, normative, continuance) as measured by the Three-Component Model of Commitment (TCM). A sample convenience was used, with a total of 177 surveys collected. Of those surveys collected 171 were completed (n = 171).A multiple regression analysis was used to determine significant relationships. For all participants, the results found significant predictors for affective and normative commitment. The scores showed that the higher a leader’s self-awareness, the higher an employee’s affective and normative commitment. Tenure was a significant predictor of normative commitment.For call center employees, the results found significant predictors for affective and normative commitment. The employee’s tenure was a significant predictor for the employee’s affective and normative commitment. The higher a leader’s internal moral perspective, the higher the employee’s normative commitment.For all participants, call center employees perceived their leaders to have more relational transparency than employees in other industries. Supervisor and managers rated their leaders higher on balanced processing than non-management employees. Tenure was a significant predictor for call center employees and their leader’s perceived relational transparency and internalized moral perspective. Call center employees perceived their leaders to have more perceived internalized moral perspective than other employees. | |
| 653 | |a Social research | ||
| 653 | |a Organizational behavior | ||
| 653 | |a Organization theory | ||
| 653 | |a Management | ||
| 773 | 0 | |t ProQuest Dissertations and Theses |g (2025) | |
| 786 | 0 | |d ProQuest |t ProQuest Dissertations & Theses Global | |
| 856 | 4 | 1 | |3 Citation/Abstract |u https://www.proquest.com/docview/3194039628/abstract/embedded/7BTGNMKEMPT1V9Z2?source=fedsrch |
| 856 | 4 | 0 | |3 Full Text - PDF |u https://www.proquest.com/docview/3194039628/fulltextPDF/embedded/7BTGNMKEMPT1V9Z2?source=fedsrch |