Tạp chí đã xuất bản
2004
ISSN
ISSN 2615-9813
ISSN (số cũ) 1859-3682

Số 228 | Tháng 3/2025

Mối quan hệ giữa lãnh đạo đích thực và sự hài lòng trong công việc: Ảnh hưởng kép của nhận thức về hỗ trợ và văn hóa tổ chức

Nguyễn An Phú

Tóm tắt:

Nghiên cứu này phân tích mối quan hệ giữa lãnh đạo đích thực (AL) và sự hài lòng trong công việc (JS) qua vai trò trung gian của sự hỗ trợ tổ chức được nhận thức (POS) và vai trò điều tiết của văn hóa tổ chức (OC). Dữ liệu khảo sát từ 638 nhân viên làm việc tại các doanh nghiệp nhỏ và vừa (DNNVV) ở Việt Nam được phân tích bằng mô hình phương trình cấu trúc (PLS-SEM). Kết quả cho thấy AL có tác động cùng chiều và có ý nghĩa đến JS, khẳng định môi trường làm việc minh bạch, công bằng, hỗ trợ nâng cao động lực và cam kết của nhân viên. POS đóng vai trò trung gian, cho thấy tác động của AL lên JS chủ yếu được thúc đẩy bởi mức độ hỗ trợ mà nhân viên cảm thấy từ tổ chức. OC có tác dụng điều tiết, củng cố mối quan hệ giữa AL và JS, nhấn mạnh rằng OC linh hoạt tối ưu hóa hiệu quả của AL. Những phát hiện này đóng góp quan trọng cả về mặt lý thuyết và thực tiễn, hàm ý chiến lược cho các nhà quản lý DNNVV giúp xây dựng mô hình lãnh đạo hiệu quả, nâng cao sự hài lòng và cam kết của nhân viên. Nghiên cứu nhấn mạnh tầm quan trọng của hệ thống hỗ trợ tổ chức và văn hóa doanh nghiệp phù hợp, giúp doanh nghiệp tạo ra môi trường làm việc bền vững, thúc đẩy sự phát triển của nhân viên và nâng cao lợi thế cạnh tranh.

 

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Decoding the Relationship between Authentic Leadership and Job Satisfaction: the Dual Influence of Perceived Support and Organizational Culture

Abstract:

This study explores the relationship between authentic leadership (AL) and job satisfaction (JS), with a focus on the mediating role of perceived organizational support (POS) and the moderating role of organizational culture (OC). Survey data were collected from 638 employees working in small and medium-sized enterprises (SMEs) in Vietnam and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The findings reveal that AL has a significant positive impact on JS, highlighting that transparent, fair, and supportive leadership enhances employee motivation and commitment. POS is found to mediate this relationship, indicating that the influence of AL on JS is largely driven by the extent to which employees feel supported by their organization. Moreover, OC moderates the relationship between AL and JS, suggesting that a flexible and supportive organizational culture can amplify the positive effects of authentic leadership. These results offer valuable theoretical insights and practical implications. For managers, especially within SMEs, the findings provide strategic guidance for developing effective leadership practices, fostering supportive work environments, and cultivating organizational cultures that drive employee satisfaction, development, and long-term competitiveness.

 

DOI: https://doi.org/10.63065/ajeb.vn.2025.228.111625

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  • Cơ quan chủ quản: Trường Đại học Ngân hàng Thành phố Hồ Chí Minh

    Cơ quan xuất bản: Tạp chí Kinh tế và Ngân hàng châu Á

  • Địa chỉ Tòa soạn: 36 Tôn Thất Đạm, Phường Nguyễn Thái Bình, Quận 1, TP.HCM, Việt Nam
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