RETRACTED: Psychological processes linking authentic leadership to follower behaviors

By Fred Walumbwa, Peng Wang, Hui Wang, J. Schaubroeck, Bruce J. Avolio. 2010

491 citations recorded by the source corpus.

Subfields: Management Science and Operations Research, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/2e5c1dffb6cec1e3bd55a29742b97260bef5b18f

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In Management Science and Operations Research

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Leadership and Employee Engagement (2015, background): “…leadership has a positive relationship with employee engagement with such factors at play as empowerment and identification with supervisor (Walumbwa et al., 2010), and psychological ownership in organizations (Alok & Israel, 2012); the relationship-and task-oriented leadership behaviors,…”
Authentic leadership, creativity, and innovation: A multilevel perspective (2013, methodology): “Furthermore, as written by Walumbwa et al. (2010), there are many conceptual similarities among the four factors and they each represent one aspect of a leader's authenticity.”
Authentic leadership, employees’ job satisfaction, and work engagement: a hierarchical linear modelling approach (2014, methodology): “Walumbwa et al. (2010) examined follower identification with the supervisor and follower empowerment as two intermediate mechanisms linking authentic leadership to employee outcomes.”
Does supervisor-perceived authentic leadership influence employee work engagement through employee-perceived authentic leadership and employee trust? (2015, methodology): “Recent empirical evidence by Walumbwa et al. (2008) and Walumbwa et al. (2010) suggested that it would be appropriate to consider the four components as indicators of a higher order latent construct.”
Authentic Leadership, Authentic Followership, Basic Need Satisfaction, and Work Role Performance (2015, methodology): “Consistent with prior research in this area (Kernis & Goldman, 2006; Van den Broeck, Vansteenkiste, De Witte, & Lens, 2008; Walumbwa et al., 2010), we validated our measurement model using item parcels.”
Impact of authentic leadership on performance: Role of followers' positive psychological capital and relational processes (2014, methodology): “Relational transparency refers to personal disclosures, such as openly sharing information and expressing true thoughts and feelings with followers and relevant others (Walumbwa et al., 2010).”