The Mechanism Research Of Authenticity Leadership Behavior And Its Effect On Employees’ Thriving At Work

Authenticity originated from the study of human behavior in anthropology and sociology, and the real popular of the authenticity in the academic circles originated from the people’s discussion about the authenticity in the field of tourism.In recent years, scholars continue to broaden the field of authenticity, absorbing the authenticity into marketing, organizational behavior and leadership science,which makes the authenticity becomes an hot research topics with important theoretical and practical significance. With the deepening of the research about authenticity in different areas, the research field has made some progress, but most of the studies presented are only theoretical model, empirical researches are less. Especially in the field of organizational behavior, human resource management or leadership studies, the authenticity is still in the bud. So this article from the organizational learning perspective, exploringthe exists of authenticity in the field of human resources management leadership studies and organizational behavior, and the related research prove the authenticity can influence the attitudes and behavior of employees, but the effect and the mechanisms of the authenticity of the leadership behavior to employees’ behavior is still not clear, also need to find the important intermediary variables or moderating variables to improve the intermediate mechanism. Therefore, based on the previous research,we launches the research work on the relationship between authenticity leadership behavior and employees’ thriving at work, analyzed the mediating role of leader member exchange relationship, constructs the concept model of authenticity leadership behavior,employees’ thriving at work and leader member exchange relationship. Through the analysis, Employee’s cognition of the authenticity of leadership behavior has an significant effect on their degrees of motivation, and finally will affect organizational performance. According to the related research of the authenticity, using the factor analysis, we summarized three dimensions of the variables: objective authenticity, construction authenticity and experience authenticity, and then through the reliability test to ensure the reliability of the scale, by factor analysis, analyzed and verified the validity of the scale and define the dimensions of the latent variable scale. Finally, after the research and design, questionnaire, data collection and analysis, use regression analysis to prove that the hypothesis and analyzes the function mechanism among the three, and the theoretical analysis and empirical tests found that the authenticity of leadership behavior has significant positive influence on leader-member exchange relationship and staff’s thriving at work. Leader-member exchange relationship play part mediating role between the authenticity of leadership behavior and staff’s thriving at work. Results finally completed the research task, it is concluded that the results of the research, most of the hypotheses proposed in this study are supported.