20.500.12556/DKUM-96298 How does perceived organizational support affect psychological capital? the mediating role of authentic leadership How does perceived organizational support affect psychological capital posredniška vloga avtentičnega vodenja Background and Purpose: Authentic leadership, the most noteworthy positive leadership style accepted by positive organizational behavior scholars, is famous for its contributions to psychological capitals. And, in fact, this leadership style can flourish and be experienced more easily in situations where there are supportive organizational conditions. Hence, in this study, we assume that organizational support is an important antecedent for experiencing and displaying authentic leadership. Furthermore, in organizations wherein authentic leadership is practiced, people may assume organizational support comes about thanks to their leaders’s management style, particularly where authentic leadership may shadow the effect of perceived organizational support on the psychological capitals of individuals. So, in our model we proposed that perceived organizational support will have a positive effect on both authentic leadership style and the psychological capitals of individuals. Moreover, authentic leadership will act as a mediator in this relationship. Design/Methodology/Approach: For the related field research we collected data from professionals working in the service sector in Istanbul. Related data have been analysed with structural equation modelling in order to test our hypotheses. Results: Results of this study confirmed our assumptions regarding the positive effects of perceived organizational support on authentic leadership and on four basic dimensions of psychological capital: self-efficacy, optimism, resilience, and hope. Moreover, our results confirmed the statistically significant effect of authentic leadership on psychological capital and partial mediator effect of authentic leadership in the relationship between perceived organizational support and psychological capital. Conclusion: Our results indicate the importance of empowering employees and engaging in authentic leadership behaviour in increasing psychological capitals of employees and psychologically creating a more powerful workforce. Ozadje in namen: Avtentično vodenje, najbolj opazen pozitiven stil vodenja, ki so ga sprejeli znanstveniki pozitivnega organizacijskega vedenja, je znan po svojem prispevku k psihološkim kapitalu. Ta slog vodenja obstaja in ga je lažje doživeti v razmerah, ko obstajajo podporni organizacijski pogoji. Zato v tej študiji predpostavljamo, da je organizacijska podpora pomemben predhodnik izkušenj in izkazovanja avtentičnega vodenja. Poleg tega lahko v organizacijah, v katerih se prakticira avtentično vodenje, ljudje domnevajo, da do organizacijske podpore prihaja zaradi načina vodenja njihovih vodilnih, zlasti kadar lahko avtentično vodenje zasenči učinek zaznane organizacijske podpore na psihološki kapital posameznikov. V našem raziskovalnem modelu smo torej predlagali, da bo zaznana organizacijska podpora pozitivno vplivala tako na avtentični stil vodenja kot na psihološki kapital posameznikov. Poleg tega bo avtentično vodenje v tem odnosu delovalo kot posrednik. Oblikovanje / metodologija / pristop: Za namene raziskave smo zbrali podatke od strokovnjakov, ki delajo v storitvenem sektorju v Istanbulu. Zbrane podatke smo analizirali z modeliranjem strukturnih enačb, in tako preizkusili postavljene hipoteze. Rezultati: Študija je potrdila naše hipoteze v zvezi s pozitivnimi učinki zaznane organizacijske podpore na avtentično vodenje in na štiri osnovne dimenzije psihološkega kapitala: samo-učinkovitost, optimizem, odpornost in upanje. Poleg tega so naši rezultati potrdili statistično pomemben vpliv avtentičnega vodenja na psihološki kapital in delni posredni učinek avtentičnega vodenja v povezavi med zaznano organizacijsko podporo in psihološkim kapitalom. Zaključek: Naši rezultati kažejo na pomen opolnomočenja zaposlenih in vključevanja avtentičnega vodstvenega vedenja pri povečanju psihološkega kapitala zaposlenih in psihološkem vplivu na delovno učinkovitost zaposlenih. management avtentično vodenje upravljanje osebja true true true Angleški jezik Slovenski jezik Neznano 2025-12-16 09:48:39 2025-12-16 09:48:39 2025-12-17 03:14:50 0000-00-00 00:00:00 2021 0 0 str. 82-95 no. 1 Vol. 54 2021 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 2021-01-01 005.85 125501955 10.2478/orga-2021-0006 1318-5454 https://organizacija.fov.um.si/index.php/organizacija/article/view/680 1 061839b8-da5c-11f0-8768-00155d580e02 https://dk.um.si/Dokument.php?lang=slv&id=201479 RAZ_Bilgeturk_Mahmut_2021.pdf RAZ_Bilgeturk_Mahmut_2021.pdf 1 C599C3DE39FD999A14DF40269284DB82 097dda53ad22a4cc46f26e332fd5ff7b764e7575598c4a260505c8f6d317aa24 336cf808-da5c-11f0-8768-00155d580e02 https://dk.um.si/Dokument.php?lang=slv&id=201480 Fakulteta za organizacijske vede Organizacija 0 0 0