{"title":"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","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":"{\"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}","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}
Authentic Leadership, Future Prospects and Affective Commitment in Early Career Employees—A Mediation Model
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.
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.