Effects of authentic leadership, affective commitment and job resourcefulness on employees’ creativity and individual performance.

By A. Semedo, Arnaldo Coelho, Neuza Ribeiro. 2016

110 citations recorded by the source corpus.

Subfields: Demography, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/5ccd5efb06d05d5c87fb679843576b60c5e61a24

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Demography

1. Neuza Ribeiro
2. Ana Patrícia Duarte
3. Rui Torres de Oliveira
4. Rita Filipe

In Organizational Behavior and Human Resource Management

1. Ana Patrícia Duarte
2. Rui Torres de Oliveira
3. Rita Filipe
4. Neuza Ribeiro
5. Isthofaina Astuty
6. Udin Udin

In Social Psychology

1. Ana Patrícia Duarte
2. Rui Torres de Oliveira
3. Rita Filipe
4. Neuza Ribeiro

Citations in the corpus

• The Effect of Perceived Organizational Support and Transformational Leadership on Affective Commitment and Employee Performance (2020, result): “The results of this study are reinforced and supported by several previous studies, which have proven that affective commitment increase employee performance in a positive direction (Moussa & Arbi, 2020; Djastuti et al., 2019; Hardiningsih et al., 2020; Semedo et al., 2016; Udin et al., 2017).”
• How Authentic Leadership Promotes Individual Creativity: The Mediating Role of Affective Commitment (2020, methodology): “That is, when employees perceive their leaders’ authenticity, they are much more emotionally committed (Darvish & Rezaei, 2011; Leroy et al., 2012; Rego et al., 2013; Semedo et al., 2016), and employees’ emotional bonds to the organization influence their creativity, as other studies have shown (e.”