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Authentic Leadership, Trust in Leadership, and Employee Emotions of Frustration and Optimism: A Correlational Study.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Authentic Leadership, Trust in Leadership, and Employee Emotions of Frustration and Optimism: A Correlational Study./
Author:	Rogers, Tolulope Abimbola.
Published:	Ann Arbor : ProQuest Dissertations & Theses, : 2022,
Description:	192 p.
Notes:	Source: Dissertations Abstracts International, Volume: 83-11, Section: B.
Contained By:	Dissertations Abstracts International83-11B.
Subject:	Personality psychology. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=29170787
ISBN:	9798438730873

Authentic Leadership, Trust in Leadership, and Employee Emotions of Frustration and Optimism: A Correlational Study.
Rogers, Tolulope Abimbola.

Authentic Leadership, Trust in Leadership, and Employee Emotions of Frustration and Optimism: A Correlational Study. - Ann Arbor : ProQuest Dissertations & Theses, 2022 - 192 p.

Source: Dissertations Abstracts International, Volume: 83-11, Section: B.

Thesis (Ph.D.)--Grand Canyon University, 2022.

This item must not be sold to any third party vendors.

The purpose of this quantitative correlational study was to determine if authentic leadership style and trust in leadership predict employee emotions of frustration and optimism in a higher learning institution in the Midwest region of the United States. The study consisted of 89 non-faculty employees of the higher learning institution. The researcher collected data using the online survey tool Qualtrics. The research question examined the extent to which the predictor variables, authentic leadership style and trust in leadership, predict change in the criterion variables, frustration, and optimism. The theoretical framework used consisted of authentic leadership, trust in leadership, and affective events theories. The participants completed the survey using the Authentic Leadership Questionnaire, Behavioral Trust Inventory, and McColl-Kennedy and Anderson's (2002) scale. Data were analyzed using multiple regression. Overall, the findings of this study using multiple regression analyses indicated that the four dimensions of authentic leadership (i.e., self-awareness, internalized moral perspective, balanced processing, and relational transparency) and trust in leadership statistically significantly predict employee frustration, but do not statistically significantly predict employee optimism. The findings indicate that in a higher learning institution, authentic leadership style and trust in leadership predict frustration in non-faculty members but do not predict optimism in non-faculty members in a higher learning institution.

ISBN: 9798438730873Subjects--Topical Terms:

2144789
Personality psychology.
Subjects--Index Terms:

Authentic leadership

Authentic Leadership, Trust in Leadership, and Employee Emotions of Frustration and Optimism: A Correlational Study.
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245 1 0 $a Authentic Leadership, Trust in Leadership, and Employee Emotions of Frustration and Optimism: A Correlational Study.
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300 $a 192 p.
500 $a Source: Dissertations Abstracts International, Volume: 83-11, Section: B.
500 $a Advisor: Mulder, Jonathan.
502 $a Thesis (Ph.D.)--Grand Canyon University, 2022.
506 $a This item must not be sold to any third party vendors.
520 $a The purpose of this quantitative correlational study was to determine if authentic leadership style and trust in leadership predict employee emotions of frustration and optimism in a higher learning institution in the Midwest region of the United States. The study consisted of 89 non-faculty employees of the higher learning institution. The researcher collected data using the online survey tool Qualtrics. The research question examined the extent to which the predictor variables, authentic leadership style and trust in leadership, predict change in the criterion variables, frustration, and optimism. The theoretical framework used consisted of authentic leadership, trust in leadership, and affective events theories. The participants completed the survey using the Authentic Leadership Questionnaire, Behavioral Trust Inventory, and McColl-Kennedy and Anderson's (2002) scale. Data were analyzed using multiple regression. Overall, the findings of this study using multiple regression analyses indicated that the four dimensions of authentic leadership (i.e., self-awareness, internalized moral perspective, balanced processing, and relational transparency) and trust in leadership statistically significantly predict employee frustration, but do not statistically significantly predict employee optimism. The findings indicate that in a higher learning institution, authentic leadership style and trust in leadership predict frustration in non-faculty members but do not predict optimism in non-faculty members in a higher learning institution.
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653 $a Employee optimism
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653 $a Leadership trust
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