When relational transparency backfires: examining the various impacts of authentic leadership on employee trust during the COVID-19 pandemic

Abstract

Purpose This study examines how the different attributes of authentic leadership influence trust and employee organization fit and how such influences differ by gender and the level of positions during the COVID-19 pandemic. Design/methodology/approach The study employed a survey to examine US employees' perceptions toward different attributes of authentic leadership during the COVID-19 pandemic. Findings The study showed that self-awareness, balanced processing and internalized moral perspective positively relate to trust in the employer, mediated through employee–organization fit. However, relational transparency has a backfiring effect, negatively related to trust through the mediation of employee–organization fit. Additionally, this study highlights the differences in gender and level of positions in reactions to authentic leadership. Originality/value This study contributes to the understanding of internal public relations in a turbulent crisis time by proposing a mediated model that explains the effects of authentic leadership on employees' trust through their fit with the organization. Additionally, it identified that gender and position level are important factors moderating such effects.