Authentic Leadership, Future Prospects and Affective Commitment in Early Career Employees—A Mediation Model

IF 1.4 Q3 MANAGEMENT

South Asian Journal of Human Resource Management Pub Date : 2023-03-02 DOI:10.1177/23220937221148074

Sachin Batra, A. Rastogi

{"title":"Authentic Leadership, Future Prospects and Affective Commitment in Early Career Employees—A Mediation Model","authors":"Sachin Batra, A. Rastogi","doi":"10.1177/23220937221148074","DOIUrl":null,"url":null,"abstract":"Even as the great resignation unfolds, turnover among early-career employees is well documented in research. Compared to their mid- and late-career counterparts, early-career professionals are more likely to need support from supervisors and opportunities for intra-organisational growth. Similarly, early career professionals are more likely to prefer mobility and exploration of career opportunities. Therefore, mechanisms to enhance affective commitment of early-career professionals become salient. Accordingly, using a sample of 206 early-career construction professionals from India, this research examined the relationship between authentic leadership and affective commitment. Further, future prospects were tested as a mediating mechanism between these two variables. PLS-SEM was employed for analysis. Our hypotheses were supported. Specifically, it was found that authentic leadership has a positive influence on future prospects and affective commitment. Further, future prospects are positively associated with affective commitment. Finally, future prospects fully mediate the relationship between authentic leadership and affective commitment. Implications for research and practice are discussed, and limitations are acknowledged.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":1.4000,"publicationDate":"2023-03-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"1","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"South Asian Journal of Human Resource Management","FirstCategoryId":"1085","ListUrlMain":"https://doi.org/10.1177/23220937221148074","RegionNum":0,"RegionCategory":null,"ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q3","JCRName":"MANAGEMENT","Score":null,"Total":0}

引用次数: 1

Abstract

Even as the great resignation unfolds, turnover among early-career employees is well documented in research. Compared to their mid- and late-career counterparts, early-career professionals are more likely to need support from supervisors and opportunities for intra-organisational growth. Similarly, early career professionals are more likely to prefer mobility and exploration of career opportunities. Therefore, mechanisms to enhance affective commitment of early-career professionals become salient. Accordingly, using a sample of 206 early-career construction professionals from India, this research examined the relationship between authentic leadership and affective commitment. Further, future prospects were tested as a mediating mechanism between these two variables. PLS-SEM was employed for analysis. Our hypotheses were supported. Specifically, it was found that authentic leadership has a positive influence on future prospects and affective commitment. Further, future prospects are positively associated with affective commitment. Finally, future prospects fully mediate the relationship between authentic leadership and affective commitment. Implications for research and practice are discussed, and limitations are acknowledged.

查看原文本刊更多论文

早期职业员工的真实领导力、未来前景和情感承诺——一个中介模型

即使在大规模辞职的同时，研究也充分记录了早期职业员工的离职情况。与职业生涯中后期的同行相比，职业生涯早期的专业人士更有可能需要主管的支持和组织内部成长的机会。同样，职业生涯早期的专业人士更倾向于流动和探索职业机会。因此，增强早期职业专业人员情感承诺的机制变得突出。因此，本研究以206名来自印度的早期职业建筑专业人士为样本，检验了真实领导力与情感承诺之间的关系。此外，未来前景作为这两个变量之间的中介机制进行了测试。采用PLS-SEM进行分析。我们的假设得到了支持。具体而言，研究发现，真正的领导力对未来前景和情感承诺有积极影响。此外，未来前景与情感承诺呈正相关。最后，未来前景完全中介了真实领导力和情感承诺之间的关系。讨论了对研究和实践的影响，并承认了其局限性。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

求助全文

约1分钟内获得全文求助全文

来源期刊

South Asian Journal of Human Resource Management MANAGEMENT-

CiteScore

2.30

自引率

23.50%

发文量

期刊介绍： South Asian Journal of Human Resources Management (SAJHRM) is a peer-reviewed scholarly outlet for publications on HRM in and out of South Asia. It includes countries that are members of the South Asian Association for Regional Cooperation (SAARC), namely, Afghanistan, Bangladesh, Bhutan, India, Maldives, Nepal, Pakistan, and Sri Lanka. In terms of the discipline focus, all articles broadly focusing on the theory and practice of managing human resources for the benefit of individuals, firms and community at large will be acceptable. In view of the contemporary focus on Strategic HRM, the journal coverage would also include comparative research and other related management disciplines as long as one of the key aims of the manuscript is on harnessing the potential of human capital. Considering the uneven economic development within the South Asian region, the journal encourages potential authors to explore broader implications of their scholarly views and findings on the region as a whole. A distinguishing feature of the journal is its focus on “HR in Practice”. Apart from theory, it will pay significant attention on how HRM is practiced in and out of South Asia. The journal features conceptual and empirical research papers, research notes, interviews, case studies and book reviews. In short, to be considered for publication, a manuscript should broadly focus on managing people and contextualised within one or more South Asian countries at the firm, regional, national and international levels.