Investigating the impact of trust on the relationship between authentic leadership, job satisfaction, and organizational commitment (Case study: Shahrekord University of Medical Sciences) مقاله

چکیده:

The aim of this research was to determine the impact of trust on the relationship between authentic leadership, job satisfaction, and organizational commitment (Case study: Shahrekord University of Medical Sciences). In terms of purpose, this research is applied; in terms of method, it is descriptive-correlational; and in terms of data collection, it is field-based. The statistical population of the research consisted of all employees of Shahrekord University of Medical Sciences (467 people), from whom 255 people were determined as a sample (19 people per variable and its components, based on the four main variables with 17 components) and were selected using stratified random sampling. The research tools were the authentic leadership questionnaires (Walumbwa et al., 2008), organizational trust (Alon et al., 2008), organizational commitment (Allen and Meyer, 1990), and job satisfaction (Minne). The validity of the questionnaires was confirmed by experts, and the reliability coefficient was estimated using Cronbach's alpha formula: 0.785 for authentic leadership, 0.834 for job satisfaction, 0.789 for organizational commitment, and 0.774 for organizational trust. To test the research hypotheses, structural equation modeling and the partial least squares approach were used. The results obtained showed that the relationship between authentic leadership and job satisfaction, authentic leadership and organizational commitment, and authentic leadership and organizational trust (all three cases) was positive and significant. Additionally, the relationships between trust and job satisfaction, and trust and organizational commitment, were also positive and significant. The relationship between job satisfaction and organizational commitment was also positive and significant. Furthermore, organizational trust facilitates the relationship between authentic leadership and job satisfaction, as well as between authentic leadership and organizational commitment. This role is more prominent in the relationship between authentic leadership and organizational commitment.