The effect of Authentic Leadership and organizational bullying on job alienation with the mediating role of organizational culture

Abstract

Objective(s): The main purpose of this study was to investigate the effect of authentic leadership and organizational bullying on job alienation with the mediating role of organizational culture among faculty members of Tabriz University of Medical Sciences. Methods: This was a descriptive study using the structural equation modeling. A random sample of faculty members of Tabriz University of Medical Sciences participated in the study. To collect the data four standard questionnaires were used to assess the variables of authentic leadership, organizational bullying, organizational culture, and job alienation. The structural equation modeling (partial least square-pls) was used to determine the effect of authentic leadership, organizational bullying on job alienation, with the mediating role of organizational culture. Results: The results showed that reliable leadership has no direct effect on job alienation of faculty members of Tabriz University of Medical Sciences, but the results were significant with the mediating role of organizational culture. Also, organizational bullying did not show significant direct effect on job alienation. The indirect effect of organizational bullying on job alienation became significant with the mediating role of organizational culture. Conclusions: Authentic leadership and organizational bullying due to organizational culture has an effect on job alienation among university faculty members.