Is Authentic leadership more than Emotional Intelligence?

Kaiser & Craig stated two basic propositions affect how management performs. The first proposition that effects management performance is management behavior as their organizational level changed. The second proposition that effects management behavior is how significant they feel within their role. Managers who feel a significant sense of effectiveness will behave differently than Managers who do not feel valued. Managerial behavior plays a key role in how employees view the culture of the organization from top to bottom. An organization that holds managers accountable to ensure an engaged, effective, trusting, etc. environment will see the organization growth not just monetary but also in value. Setting the tone from day one is important.

In 2017 the newest leadership theory is authentic leadership. A new questionnaire/model (Authentic Leadership Questionnaire) was created due to “measure authentic leadership” and leaders' emotional intelligence such as self-awareness, relational transparency, internalized moral perspective, and balanced processing (Duncan, Green, Gergen, & Ecung; 2017). Research showed that authentic leadership “weakly negatively correlated with employee burnout (-.27), deviance (-.25) and employee turnover intention (-.21)”. Research also showed authentic leadership was weak in job performance, task performance; moderate in organizational citizenship engagement, job satisfaction and empowerment; strong in trust, satisfaction, and transformational leadership.

References

Duncan, P., Green, M., Gergen, E., & Ecung, W. (2017). Authentic leadership--is it more than emotional intelligence? Administrative Issues Journal: Education, Practice & Research, 7(2), 11–22.  

Kaiser, R. B., & Craig, S. B. (2011). Do the Behaviors Related to Managerial Effectiveness Really Change With Organizational Level? An Empirical Test. Psychologist-Manager Journal (Taylor & Francis Ltd), 14(2), 92–119.