Examining the Role of Authentic Leadership in Shaping Positive Work Climate and Organizational Citizenship Behavior

Rahayu Mardikaningsih; Siti Nur Halizah; Didit Darmawan; Nurul Masithoh; Reny Nuraini

Authors

Rahayu Mardikaningsih Universitas Sunan Giri Surabaya
Siti Nur Halizah Universitas Sunan Giri Surabaya
Didit Darmawan Universitas Sunan Giri Surabaya
Nurul Masithoh Universitas Sunan Giri Surabaya
Reny Nuraini Universitas Sunan Giri Surabaya

Keywords:

Authentic leadership, positive work climate, organizational citizenship behavior, honesty, consistency, healthy work environment, employee contribution

Abstract

Increasing organizational competition requires the creation of a work environment that supports productivity and maximizes employee contributions. Leadership is a decisive factor in shaping the characteristics of the work environment and the behaviors demonstrated by employees. Authentic leadership, characterized by honesty, consistency, and openness, has gained significant attention due to its ability to foster relationships built on trust and mutual respect. This study aims to examine the influence of authentic leadership on positive work climate and organizational citizenship behavior, and to analyze how honest and consistent leadership contributes to the development of a healthy work environment while encouraging employees to engage in activities beyond their primary responsibilities. The method employed is a literature review that collects and critically evaluates relevant scholarly sources. The findings indicate that the application of authentic leadership fosters a positive work climate through enhanced trust, openness, and a sense of belonging among employees. The main conclusion of this study is that honest and consistent leadership serves as a key driver of organizational citizenship behavior, as employees feel motivated to contribute beyond their formal roles for the advancement of the organization. This study contributes to the development of knowledge in organizational behavior and human resource management and provides practical guidance for organizational leaders in creating work environments that support sustainable employee performance and contributions.

References

Abdullah, M. H. A. B., B. Gardi, & D. Darmawan. (2021). Innovation in Human Resource Management to enhance Organizational Competitiveness in the Era of Globalization, Journal of Social Science Studies 1(1), 51 – 58.

Adams, D. (2020). Authentic Leadership: A Value-Laden Leader. 4(1), 1–3. https://doi.org/10.22452/IOJEL.VOL4NO1.1

Arifin, S., & Darmawan, D. (2021). Technology Access and Digital Skills: Bridging the Gaps in Education and Employment Opportunities in the Age of Technology 4.0. Journal of Social Science Studies, 1(1), 163–168.

Arifin, S., & Mardikaningsih, R. (2021). The Effect of Employability, and Organizational Climate on Employee Performance. Studi Ilmu Sosial Indonesia, 1(2), 33–42.

Arifin, S., Darmawan, D., Hartanto, C. F. B., & Rahman, A. (2022). Human resources based on total quality management. Journal of social science studies, 2(1), 17-20.

Arifin, S., Irfan, M., & Darmawan, D. (2021). How to Establish Work-Life Balance to Enhance Employee Job Satisfaction. Journal of Social Science Studies, 1(2), 21–24.

Atwijuka, S., & Caldwell, C. (2017). Authentic leadership and the ethic of care. Journal of Management Development, 36(8), 1040–1051. https://doi.org/10.1108/JMD-12-2016-0331

Barzani, L. A., Darmawan, D., & Zulkarnain, M. A. B. (2022). The Application of Sustainable Supply Chain Management Principles in the Manufacturing Industry to Improve Operational Performance and Corporate Social Responsibility. International Journal of Service Science, Management, Engineering, and Technology, 1(1), 38 – 45.

Baykal, E. (2018). Promoting resilience through positive leadership during turmoil. The International Journal of Management, 2(3), 34–48. https://doi.org/10.29064/IJMA.396199.

Beal, B. (2016). Authentic way to retain hospitality staff: Leadership attitudes can encourage commitment. Human Resource Management International Digest, 24(5), 13–15. https://doi.org/10.1108/HRMID-04-2016-0051

Bland, C. J., L. N. Meurer, & G. Maldonado. (1995). A systematic approach to conducting a non-statistical meta-analysis of research literature. Academic Medicine, 70(7), 642–653. https://doi.org/10.1097/00001888-199507000-00014.

Chraim, A. (2016). The Impact of Servant Leadership Behaviors on Trust and Organizational Citizenship Behavior.

Darmawan, D. (2017). The Effects of the Big Five Personality on Job Performance. Management & Accounting Research Journal, 2(1), 36 – 42.

Darmawan, D. (2020). Health, Well-Being, and Productivity of Senior Employees in the Era of Artificial Intelligence. Journal of Science, Technology and Society, 1(2), 43–50.

Darmawan, D. (2020). Retention and Career Mobility of Senior Employees in Modern Organizational Dynamics. Journal of Science, Technology and Society, 1(1), 37–44.

Darmawan, D. (2021). Implementation of Agile Project Management in a Dynamic Business Environment. Journal of Social Science Studies, 1(1), 275–280.

Darmawan, D. (2021). Objective Vagueness, Appraisal Bias, and Lack of Employee Involvement in Performance Appraisal and Job Satisfaction in Organizations. Journal of Social Science Studies, 1(1), 117-122.

Darmawan, D., & Mardikaningsih, R. (2021). The Role of Positive Psychological Factors in Enhancing Employee Engagement and Commitment to Work Tasks. International Journal of Service Science, Management, Engineering, and Technology, 1(2), 37–44.

Darmawan, D., & Marsal, A. P. (2021). Design of Performance Evaluation and Fair Reward Systems in Modern Organizations. Journal of Science, Technology and Society, 2(1), 45–52.

Darmawan, D., R. Mardikaningsih, E. A. Sinambela, S. Arifin, A. R. Putra, A, M. Hariani, M. Irfan, Y. R. Al Hakim, & F. Issalillah. (2020). The Quality of Human Resources, Job Performance and Employee Loyalty. International Journal of Psychosocial Rehabilitation, 24(3), 2580-2592.

Darmawan, D., Sinambela, E. A., & Mauliyah, N. I. (2016). The effect of competence, independence and workload on audit quality. JARES (Journal of Academic Research and sciences), 1(2), 5-5.

Djazilan, M. S., & Darmawan, D. (2020). Effect of Compensation, Job Demand, Job Characteristics on Employee Retention. Journal of Science, Technology and Society, 1(2), 1–8.

Eddine, B. A. S., & Darmawan, D. (2021). Professional Employees, Manual Workers, and Informal Workers in Achieving Work Life Balance. Studi Ilmu Sosial Indonesia, 1(1), 209–226.

Eddine, B. A. S., Ishaq, M. S. H. B., Darmawan, D., & Ali, R. (2021). Employee Well-Being and Performance Evaluation: Integrating Quality of Work Life in HR Management. Journal of Social Science Studies, 1(2), 97–104.

Faheem, M. A., I. Ahmed, I. Ain, & Z. Iqbal. (2021). Authentic leadership and follower’s role ethnicality: the role of leader’s ethical voice and ethical culture. 37(3), 422–441. https://doi.org/10.1108/IJOES-09-2020-0150.

Fared, M. A., & Darmawan, D. (2021). Design and Implementation of Cross-Functional Training to Improve Team Collaboration. Journal of Social Science Studies, 1(1), 215–220.

Gautama, E. C., Mardikaningsih, R., Wisnujati, N. S., & da Cruz, C. (2021). The Relationship Between Employee Welfare and Public Organization Performance in Community Services. Journal of Social Science Studies, 1(2), 197–202.

Hariani, M. (2021). Organizational Culture and Self-Efficiency That Form Employee Performance. Studi Ilmu Sosial Indonesia, 1(2), 23–32.

Hariani, M., & Mardikaningsih, R. (2021). Implementation of Value-Based Management in Multinational Organizations Facing Cultural Differences. Journal of Social Science Studies, 1(1), 67–72.

Intesarach, R., & Ueasangkomsate, P. (2021). Conceptualization and Research Trends on Authentic Leadership. https://doi.org/10.1109/ECTIDAMTNCON51128.2021.9425775

Iqbal, S., T. Farid, J. Ma, A. Khattak, & M. Nurunnabi. (2018). The impact of authentic leadership on organizational citizenship behaviours and the mediating role of corporate social responsibility in the banking sector of Pakistan. Sustainability, 10(7), 2170.

Irfan, M., & Darmawan, D. (2021). Improving Psychological Wellbeing through Emotion Management in Daily Life. Journal of Social Science Studies, 1(1), 179–184.

Ishaq, M. S. H. B., Darmawan, D., & Sudjai. (2021). Gig Economy on Workers’ Welfare and Labor Market Stability. Journal of Social Science Studies, 1(2), 167–170.

Jahroni, J., & Darmawan, D. (2021). Implemented Shariah Value for Recruitment, Training, and Human Resources Development System. Journal of Social Science Studies, 1(2), 215–220.

Kiersch, C. E., & Byrne, Z. S. (2015). Is Being Authentic Being Fair? Multilevel Examination of Authentic Leadership, Justice, and Employee Outcomes. Journal of Leadership & Organizational Studies, 22(3), 292–303. https://doi.org/10.1177/1548051815570035

Kurniawan, Y., & Darmawan, D. (2021). The Adaptive Learning Effect on Individual and Collecting Learning. Journal of Social Science Studies, 1(1), 93–98.

Kyei-Poku, I., & Yang, Y. Jason. (2020). Authentic leadership and citizenship behavior: A path through fairness and belongingness. International Journal of Organization Theory and Behavior, 23(3), 245–258. https://doi.org/10.1108/IJOTB-08-2018-0091

Lee, H.-K. (2014). Effects of authentic leadership on organizational commitment for employees. Journal of Digital Convergence, 12(5), 181–190. https://doi.org/10.14400/JDC.2014.12.5.181

Leilei, Z., & Peilan, G. (2009). Authentic leadership and organizational citizenship behavior. 1, 259–262. https://doi.org/10.1109/ICTM.2009.5412946

Lochmiller, C. R. (2021). Conducting Thematic Analysis with Qualitative Data. The Qualitative Report, 26(6), 2029–2044. https://doi.org/10.46743/2160-3715/2021.5008.

Mardikaningsih, R. & D. Darmawan. (2022). Situational Leadership Strategies to Improve Change Management and Team Performance, Journal of Social Science Studies, 2(1), 247 – 252.

Mardikaningsih, R., & Darmawan, D. (2021). Business Sustainability Strategies in the Facing of Regulatory Uncertainty and Managerial Challenges. Journal of Social Science Studies, 1(2), 111–118.

Mardikaningsih, R., & Hariani, M. (2020). Effect of Work Climate and Wages on Turnover Intention. Journal of Science, Technology and Society, 1(2), 21–28.

Mardikaningsih, R., & Putra, A. R. (2021). Efforts to Increase Employee Work Productivity Through Job Satisfaction and Job Training. Studi Ilmu Sosial Indonesia, 1(1), 51–64.

Mardikaningsih, R., & Sinambela, E. A. (2021). Performance Development of Agricultural Extenders Through Interpersonal Skills and Work Ethic. Journal of Science, Technology and Society, 2(1), 35–44.

Margiadi, B., & A. Wibowo. (2020). Psycap as an Antecedent of Authentic Leadership and the Moderating Role of Organizational Climate. 58–65. https://doi.org/10.2991/AEBMR.K.200410.010.

Miles, M. B., & A. M. Huberman. (2020). Qualitative Data Analysis: A Methods Sourcebook. SAGE Publications.

Ogunyemi, O., & Ogunyemi, K. (2020). Authentic Leadership: Leading with Purpose, Meaning and Core Values. 369–380. https://doi.org/10.1007/978-3-030-38129-5_20

Oluwatosin, A., Darmawan, D., & Marsal, A. P. (2021). Linkage of Employee Welfare Programs with Workforce Retention in Modern Organizational Management Policies. Journal of Social Science Studies, 1(2), 171–176.

Otaghsara, S. M. T., & Hamzehzadeh, H. (2017). The Effect of Authentic Leadership and Organizational Atmosphere on Positive Organizational Behavior. The International Journal of Management, 4(11), 1122–1135.

Putra, A. R., Mardikaningsih, R., & Darmawan, D. (2021). Organisational Social Capital and Team Collaboration as Supports for Total Quality Management. Studi Ilmu Sosial Indonesia, 1(1), 129–146.

Rausch, M. (2021). Organizational Citizenship Behavior zur Stärkung von kooperativer Zusammenarbeit. 117–129. https://doi.org/10.1007/978-3-658-28112-0_6.

Ribeiro, N., Duarte, A. P., & Filipe, R. (2018). How authentic leadership promotes individual performance: Mediating role of organizational citizenship behavior and creativity. International Journal of Productivity and Performance Management, 67(9), 1585–1607. https://doi.org/10.1108/IJPPM-11-2017-0318

Rojak, J. A., & Darmawan, D. (2021). Ethical Leadership and Social Responsibility in Organisational Managerial Practice. Studi Ilmu Sosial Indonesia, 1(2), 187–204.

Shifare, H., Abreha, F., & Githaiga, N. (2021). The impact of authentic leadership on employees’ organizational citizenship behavior in Ethiopia public service. International Journal of Research In Business and Social Science, 10(6), 121–131. https://doi.org/10.20525/IJRBS.V10I6.1318

Walumbwa, F. O., B. J. Avolio, W. L. Gardner, T. S. Wernsing, & S. J. Peterson. (2022). Authentic leadership: Development and validation of a theory-based measure. Journal of Management, 34(1), 89-126.

Woolley, L., Caza, A., Caza, A., & Levy, L. (2011). Authentic Leadership and Follower Development Psychological Capital, Positive Work Climate, and Gender. Journal of Leadership & Organizational Studies, 18(4), 438–448. https://doi.org/10.1177/1548051810382013

Wulffers, T. (2016). Programme effect of authentic leadership development on trust. 3(3), 198–217. https://doi.org/10.1504/IJCLM.2016.10001177

Xanthopoulou, P., & I. D. Karampelas. (2020). The Impact of Leadership on Employees’ Loyalty and on Organizational Success: Do Transformational and Transactional Leadership Ensure Organizational and Work Commitment? International Journal of Sciences, 9(10), 45–63. https://doi.org/10.18483/IJSCI.2389.